Two big trends stood out in the medication claims data in 2023. The use of anti-obesity medications among plan members has grown substantially, increasing 42.3% year-over-year, and 91.9% since 2020. The number of individuals submitting claims for medications used to treat substance use disorder grew by 52.0% since 2020, and 17.2% from 2022 to 2023.
The Wellness Report has found on average, organizations are losing 49 days of productivity per employee per year due to absenteeism and presenteeism, while the top 3 performing organizations with the healthiest workplace cultures, are experiencing 13 additional days of productivity compared to their counterparts.
Understanding these trends can help guide you in developing targeted strategies and wellness initiatives that can support employee health in your organization.
42.3% increase in people using anti-obesity drugs
Examining trends in the number of unique claimants (individuals who have made a claim) for anti-obesity medications reveals that more individuals are seeking medical interventions to address obesity and weight-related concerns.
Our claims data show there was a 42.3% increase in the number of individuals submitting claims for anti-obesity drugs in 2023, and a total increase of 91.9% since 2020.
This trend highlights the prevalence of weight management concerns in Canada, and the increasing recognition of obesity as a chronic health condition that can benefit from a variety of management methods, including medications. This trend could also be driven by the availability of newer and effective anti-obesity medications, and increased interest in pharmaceutical options for weight management.
Later in this report we will delve further into this trend and outline ways employers can support individuals around weight management in the workplace.
Read more about the importance of a supportive workplace: Benefits of weight loss medication coverage
More employees seeking treatment for substance use disorder
There has been a substantial 17.2% increase in unique claimants for drugs used to treat substance use disorders (specifically, alcohol and opioid use disorders), and a total increase of 52.0% since 2020.
These numbers emphasize that there is a significant need for supports related to substance use disorders, and the ongoing importance of supporting individuals with these conditions. For example, this support may include offering the Employee and Family Assistance Program (EFAP) and providing coverage for comprehensive treatment.
Later in this report we look more closely at the topic of substance use and examine ways you can assist employees who are seeking treatment while promoting awareness, recovery, and mental well-being for those who are needing support.
Health trends from The Wellness Report 2023
Workplace well-being has become a top priority for many organizations and leaders are continually looking for ways to be more proactive when it comes to employee health. And for good reason. There are many studies that show clear benefits of investing in people. From increased engagement to higher productivity, creating a company culture that values employee health and well-being has been shown to pay off.
The Wellness Report 2023 has revealed promising results for employers who prioritize employee health and well-being. On average, organizations are losing 49 days of productivity per employee per year due to absenteeism and presenteeism. However, the top 3 performing organizations are gaining 13 additional days of productivity per employee compared to their counterparts.1 The top 3 organizations are determined based on how they score against several indicators related to workplace culture.
The difference in productivity can be partially explained by the positive perception employees can have when their employer demonstrates genuine concern for their well-being.
Maarika Arget, a Workplace Well-Being Consultant with Manulife, emphasizes the impact of this perception, saying, "When an employee feels that their employer genuinely cares about their well-being, they are more likely to feel valued in the workplace, actively engage in healthy habits, and utilize the benefits plan provided to them."
Read more: Why workplace health clinics should be part of your wellness program
The top health conditions for drug, paramedical spend
Examining the top conditions for spending on drugs and paramedical services, the greatest drug spend in 2023 was for drugs used to treat immune disorders, such as inflammatory and rheumatologic conditions, and diabetes.
While the medications used to treat immune disorders can be expensive, they are often life-changing and help the individual optimize their function despite an otherwise chronic and potentially debilitating illness. Because rates of diabetes in Canada are high (and continue to increase), this contributes to high levels of reimbursement for medications. Newer diabetes medications can be expensive as well, but these medications are showing early signs of strong outcomes, including benefits for related conditions such as cardiovascular disease.
Fortunately, in addition to medication, Manulife offers key resources to further support your employees with chronic health conditions, including immune disorders and diabetes.
Read more: Employees with diabetes aren’t accessing dietitians and other supports available through their plans
The top paramedical spend was for services commonly used to treat musculoskeletal injuries and/or pain (which includes practitioners such as physiotherapists and massage therapists) and mental illness (which includes coverage for psychotherapists and social workers).
High usage for these services shows that these conditions may be prevalent in the workplace, and that employees are looking to their benefits plans for resources to improve their physical and mental health. It also highlights the need for employers to continually explore different ways to help prevent mental and physical health conditions, such as reducing stressors associated with the workplace and/or reducing the risk of musculoskeletal injuries.
Read more about ways you can build a workplace that supports musculoskeletal health: Supporting musculoskeletal health is good for business
Mental health and short- and long-term disability trends
The top reasons for both short-term and long-term disability include mental illness, followed by musculoskeletal conditions. The average age of long-term disability claimants is 47 years old and more than half (55%) are women.
While disability claims are often caused by mental health conditions, chronic illnesses, or physical injuries, workplace stress can sometimes be a contributing factor. The demanding nature of certain jobs, coupled with high-pressure environments, can worsen mental health conditions such as anxiety and depression or other chronic conditions, which can contribute to rates of short- or long-term disability claims.
According to The Wellness Report, when asked about workplace-related stressors, 27% of respondents viewed their work-life balance as problematic. However, this rate is only 18% among employees at the top 3 organizations. In addition, perceived lack of involvement and influence, which is when employees feel they are not included in discussions about how their work is done and how important decisions are made, can be linked to stress in the workplace. The Wellness Report found that 26% of respondents feel that is a problem they face, while the top 3 organizations reported this as an issue only 17% of the time.
Additionally, workplace stress can be a non-medical barrier impacting the length of a disability claim. For example, an individual on short- or long-term disability might be more reluctant to return to work if they know they're returning to a stressful work environment.
Employers may focus on reducing work-related stressors by prioritizing best practices such as promoting work-life balance and actively involving employees in decision-making processes.
The Mental Health Commission of Canada has a national standard to guide organizations on psychological health and safety in the workplace including promoting mental health and preventing psychological harm at work.
Providing employees with adequate mental health coverage is also an important consideration. Read more here: Mental health gaps and how your plan can better support employees
