By Arnaud Brissette, B.B.A.
Senior Advisor, Group Insurance & Retirement Plans
HUB International Québec
Women represent nearly half of the Canadian workforce. Yet most group insurance plans were designed at a time when the workforce was predominantly male. Basic coverage — prescription drugs, paramedical care, disability insurance — addressed the most common needs of that population. But in 2026, women’s health realities often remain under-covered, and the cost of this blind spot is higher than we may think: according to the McKinsey Health Institute, every dollar invested in reducing the health inequalities experienced by women generates approximately three dollars in economic growth.
The result for SMEs? Employees who pay out of pocket for essential care, silent dissatisfaction with benefits, and a plan that may seem complete on paper but, in reality, leaves significant gaps.
Well Beyond Reproductive Health
When we think of “women’s health,” pregnancy and maternity often come to mind first. However, the spectrum is much broader. Women remain underrepresented in clinical trials, and several health issues that affect both genders manifest very differently in women. For example, according to the Heart and Stroke Foundation, warning signs of a heart attack go unnoticed in nearly 80% of women. Migraine, a major cause of disability, is three times more common in women. Osteoporosis also disproportionately affects postmenopausal women.
Add to this endometriosis, polycystic ovary syndrome, pelvic floor health, fertility challenges, and the menopausal transition — all realities that require specialized consultations, mental health support, and treatments whose costs can quickly exceed the usual plan limits.
Let’s take a concrete example. An employee with endometriosis may require pelvic physiotherapy, psychological support to cope with chronic pain, hormone therapy, and specific medications. However, pelvic floor rehabilitation is not always recognized as an eligible service, and annual paramedical maximums are quickly exhausted when several types of care are needed at the same time. The same applies to menopause: between the ages of 45 and 55, women go through a hormonal transition that affects their sleep, productivity, and mental health, yet hormone treatments and specialized consultations are rarely covered adequately.
A Strategic Issue for SME Leaders
This is not only an ethical issue — it is also a strategic one. In a competitive labour market, benefits have become an essential lever for attracting and retaining talent. Employees are increasingly evaluating their plans based on the real coverage they provide. A poorly adapted plan leads to silent disengagement, prolonged absences due to a lack of prevention, and difficulty recruiting top talent.
Let us also not forget the mental load: that endless list of tasks, responsibilities, and emotional labour that falls disproportionately on women. The weight of this cognitive load increases the risk of burnout. A plan that includes a robust employee assistance program and telemedicine services can help reduce this day-to-day pressure.
In a context where equity, diversity, and inclusion are taking on increasing importance, a group insurance plan that reflects the needs of the entire workforce sends a strong message about the company’s values. Including comprehensive coverage for reproductive health and women’s health is a concrete way to stand out.
Solutions Exist — But You Need to Know Where to Find Them
The good news is that the market is evolving. Insurers and virtual care providers are now developing targeted offerings: guided care pathways for fertility, pregnancy, and menopause, coverage for hormone replacement therapy, access to clinicians specializing in women’s health, integrated screening tools, and flexible health spending accounts. Concrete solutions exist to close the gaps without causing costs to skyrocket.
The key is knowing where to look, what questions to ask your insurer, and how to audit your current plan through this lens. This is exactly what we will explore during the Stratégies PME conference: practical tools to identify the blind spots in your plan, indicators to monitor, and strategies to build truly inclusive coverage. Because a group insurance plan should leave no one behind.
