How Health Spending Accounts Accommodate Intergenerational Living

16
Nov 2022
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Two hand prints with a red heart in the middle
Photo Credit: 
Rod Long

Author:  Shannon Hughes

When asked what the primary source of their motivation and purpose is, nearly 19,000 adults in 17 countries who participated in a recent study by Pew Research, reported that family ranks higher than any other factor 1 .    They mentioned quality time with parents, siblings, children and grandchildren as something that makes their lives fulfilling.  

Multigenerational households (those housing three or more generations) have not been a dominant living arrangement in Canada. However, census data shows that they have become the fastest-growing family household type in recent decades.  Since 2001, the number of multigenerational households has increased by 50%, and this is driven by an aging population and the dramatic rise in housing and living costs 2 . 

For employers who are struggling to find qualified talent, how can these statistics inform decision-making about one of the key tools you use to attract and retain great employees, your benefits plan?

Let’s connect the dots.  As an employer, you want to take care of your employees.  It’s becoming more and more likely that they have extended family living with them.  Providing resources to take care of what matters most to them, will be well received, create tremendous goodwill and have a positive impact on your employees’ engagement, productivity and loyalty.

There is an employee benefit solution that enables employees to cover medical, dental and wellness expenses for any member of their household who is either connected by blood, marriage or adoption, as based on CRA’s definition of a dependent.

The solution is a Spending Account, highly desired by employees and advantageous for employers as the cost is contained.  Unlike a traditional benefits plan, which has a strict definition of who is eligible (where extended family is not covered), a Spending Account may cover parents, grandparents and other relatives who cohabitate with an employee.  

Under the Spending Account umbrella, there are two types of accounts:

  1. Health Care Spending Accounts: These accounts provide non-taxable reimbursements for common medical and dental expenses such as glasses, massage therapy, prescription drugs and dental work.
  2. Wellness Spending Accounts: These are taxable accounts that give employees a much broader scope of eligible claims. These accounts are used to reimburse expenses such as gym memberships, personal development books and courses, fitness equipment, etc. Wellness accounts can be especially effective to address needs tied to diversity, equity and inclusion, including spiritual needs.

The 2022 Benefits Canada Healthcare Survey found that of plan members who have a health-care spending account, 94% agree that it’s an important part of their health benefits plan.  Presently, approximately half of the employers who participated in the survey offer a HCSA.  Of the plan members without these accounts, 87% would like to have an HCSA and 89% would like to have a wellness account.

A few of the reasons that it’s worth considering a health spending account are:

  1. The employer sponsoring the program only pays for what is used, and has full control over the budget.
  2. It can be offered as an add-on to a traditional benefit plan, or as a stand-alone for smaller organizations that aren’t quite ready for the full package.
  3. Administering a Spending Account is extremely straightforward.
  4. Employees want flexibility, and this allows them to personalize their benefits and claim what is meaningful to them.

As with any benefit or perk that is part of the compensation package, ongoing education to raise awareness and engagement is key.  Consistent communication about the program will help employees learn what is covered, how to submit claims as well as some of the finer intricacies of the program.  Education is vital in particularly when extended family members are eligible, which is not the norm and might be overlooked or misunderstood by employees.  Lean on your benefits advisor to assist with creating communications, and while they’re at it, they can shout from the rooftops to your staff about the care you’ve put into designing a benefit program that meets their needs.

If you’d like to go deeper on this topic, please don’t hesitate to reach out to Shannon@captivatebenefits.com.

 

References: 

1 https://www.pewresearch.org/global/2021/11/18/what-makes-life-meaningful-views-from-17-advanced-economies/

2 https://vanierinstitute.ca/sharing-a-roof-multigenerational-homes-in-canada-2021-census-update/

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
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