Employees at risk for disability claims are usually not the greatest beneficiaries of wellbeing initiatives like meditation apps or a summer fitness challenge. These kinds of initiatives are usually best suited for employees who are healthy or are simply looking for greater motivation and convenience from fitness tools.

However, employees at risk for disability or have a physical or mental health issue will need a different type of support. It’s important for organizations to recognize and support these employees.

And with the right strategy, organizations can minimize the number of employees on disability claims and reduce the duration of leaves. An optimal approach entails incorporating disability risk with a wellbeing strategy. A strategy that supports all employees across the full continuum of health, and prioritizes the quality of the employee experience will ultimately have better outcomes.

The truth about workplace wellbeing programs and disability

The numbers regarding disability in Canada are striking: As many as 12% of Canadian workers are on disability at any given time, and of those absent for at least a year, only 20% will return to work.1

The cost of disability claims may exceed the cost of an integrated wellbeing strategy to minimize them, yet employers may take a short-term view, feeling the cost of a wellbeing strategy is not worth the investment.

But strategic wellbeing programs can have an outsized impact on disability claims. These programs require a heightened level of commitment but can create a culture of trust that demonstrates how much an organization cares about employees and their life challenges.

How to identify and support employees before they go on disability

Organizations may not realize that taking disability into account when fashioning wellbeing strategy may not be as expensive or involved as they think. Here’s four steps to get started:

  1. Analyze the data. Many organizations already have a wealth of information that can reveal warning signs that an employee is at risk of going on disability. These signs can include a high number of mental health claims, a propensity of workplace accidents or overuse of medications.
  2. Consider organizational goals. Is greater engagement or return on investment more important? Those organizations seeking a greater ROI on their wellbeing programs and benefits overall must consider the disability component. Employees need a certain level of support if they’re struggling, and the right supports can keep employees off disability.
  3. Offer manager training. Organizations can train managers to recognize when an employee may be struggling or showing early warning signs of a health issue. This helps leaders recognize how the organization can offer accommodations to help an employee stay at work. Toolkits can help managers when an employee is struggling and learn how to approach the situation.
  4. Communicate resources. Organizations don’t necessarily need to invest in new wellbeing initiatives to support struggling employees. Reviewing programs and determining how to improve access through improved communications can help employees in need get resources when they need them.

HUB International’s Health & Performance specialists consult with employers of all sizes and in all industries to help organizations who are ready to develop Wellbeing and Absence & Disability Management strategies.

1 Canadian Society of Professionals in Disability Management, “Impact of Disability,” accessed April 21, 2024.