Canadians back expanded pharmacy care as employers focus on flexible, cost-smart benefit strategies
Nearly eight in ten Canadians believe pharmacies can make the healthcare system more efficient and accessible by offering expanded services, according to new polling by the Neighbourhood Pharmacy Association of Canada.
As millions continue to face barriers to care—and with nearly one in four Canadians lacking access to a family doctor or nurse practitioner—pharmacies are stepping up as trusted primary care hubs, says Sandra Hanna, CEO of Neighbourhood Pharmacies.
She notes that pharmacies are “helping more patients get the care they need quickly and alleviating pressure on healthcare partners, like hospitals, clinics and doctors’ offices.”
Recent years have seen several provinces broaden pharmacists’ scope of practice, allowing them to treat minor ailments, administer additional vaccines, and provide more point-of-care diagnostic testing.
The association continues to advocate for further expansion, elimination of regulatory barriers, and increased workforce capacity to meet rising demand.
Meanwhile, as healthcare costs climb, Canadian employers are taking a different approach from their US counterparts.
While Mercer research suggests US companies are considering shifting more benefit costs onto workers by 2026, Paul Kennedy, Mercer Canada’s chief health actuary, told Benefits and Pension Monitor that the Canadian landscape is “vastly different.”
Kennedy explains that employers here are prioritizing strategies to unlock savings within existing plans before considering cost-shifting or cuts.
He points to the significant cost gap between the two countries—$23,000 for family coverage in the US versus $4,000 in Canada—as a reason for the differing approaches.
Kennedy also highlights that 40 percent of Canadian employees are worried about covering monthly expenses and living paycheque to paycheque, making employers reluctant to increase cost-sharing, especially amid ongoing competition for talent.
Instead, organizations are focusing on cost containment through improved governance and plan customization, with about half of benefit plans now offering flexible options such as virtual therapy, health coaching, and elder care.
According to Kennedy, the current economic climate is prompting employers to reassess the purpose and structure of their benefits programs, recognizing that a “one-size-fits-all” approach no longer meets the needs of a diverse, multigenerational workforce.
While some employers with US-based parent companies may face pressure to rein in spending, most Canadian organizations remain focused on internal efficiencies and talent retention, rather than scaling back benefits.
As Kennedy puts it, “We really have not been hearing much in the market in terms of pressure to cut the benefits programs right now.”
