Drawing on responses from 139 Canadian technology companies, TAP Network’s 2026 Benefits Benchmarking Report provides one of the most comprehensive views of employee benefits practices across Canada’s tech sector.
Five trends shaping benefits in Canadian tech
This year’s benchmarking report identified five major themes influencing benefits strategy.
1. Rising costs are driving smarter benefits strategies
Yet despite growing pressure from higher drug claims, expanding mental health utilization, and increasing demand for specialized treatments, relatively few organizations are making significant plan design changes.
Instead, many are exploring more targeted approaches, including:
- reviewing drug plan design
- implementing preferred pharmacy networks
- adjusting coinsurance levels
- improving plan governance before renewal season
The message is clear: proactive planning is becoming increasingly important.
- 139 participating technology companies in Canada
- 62% now offer a hybrid benefits model combining traditional coverage with a spending account
- 72% provide a Health Spending Account (HSA)
- Mental health ranked as the top organizational priority for benefits investment
2. Mental health has become a strategic investment
Mental health was ranked as the highest organizational priority in this year’s survey.
One of the most notable findings was the significant increase in demand for mental health support. Mental health practitioner claims have increased substantially over the past two years, and organizations are expanding coverage in response.
In our recent benefits webinar highlighted an important insight:
Organizations with a formal mental health strategy are increasingly seeing measurable improvements in employee well-being.
Rather than viewing mental health solely as a benefits expense, leading employers are treating it as an investment in productivity, engagement, and long-term workforce health.
3. Customization is replacing one-size-fits-all plans
Today’s workforce spans multiple generations, life stages, and personal priorities. A traditional benefits package can no longer meet everyone’s needs equally.
Hybrid models that combine traditional benefits with Health Spending Accounts (HSAs) and Personal Spending Accounts (PSAs) continue to gain momentum because they provide employees with greater flexibility while allowing employers to maintain predictable costs.
For many organizations, personalization is becoming one of the most effective ways to improve the employee experience, without increasing benefits costs.
4. Benefits are expanding beyond traditional health coverage
Employers are broadening the types of support they provide.
Areas seeing continued growth include:
- fertility and reproductive health
- gender-affirming care
- women’s health initiatives
- anti-obesity medications
- financial wellness programs
These health and wellness categories reflect changing employee needs and as well-being extends beyond traditional medical and dental coverage.
5. Total rewards is bigger than benefits
Another important theme that we covered in our webinar on the topic was that benefits should never be viewed in isolation.
Employees increasingly evaluate their workplace through the lens of their entire experience, including:
- career growth
- flexibility
- leadership support
- financial wellness
- parental leave
- retirement savings
- recognition
- workplace culture
Many organizations are also finding opportunities to better communicate the full value of their total rewards package, helping employees understand the significance of total rewards beyond salary alone.
What People leaders should consider next
While every organization faces different priorities, People leaders are encouraged to think strategically before their next renewal.
Key questions include:
- Is your benefits strategy aligned with your current workforce demographics?
- Do you understand which claims are driving your costs?
- Are your mental health supports keeping pace with employee needs?
- Could greater flexibility improve employee satisfaction without significantly increasing costs?
- Are you communicating the full value of your total rewards offering effectively?
Looking ahead
Employee benefits have become far more than a recruitment tool. They’re increasingly shaping employee well-being, organizational resilience, and long-term business performance.
As Canadian technology companies navigate economic uncertainty, evolving workforce expectations, and rising healthcare costs, People & Culture leaders have an opportunity to rethink how benefits support both employees and business strategy.
The organizations making the greatest impact in this area will be the ones that design benefits programs that are relevant, flexible, sustainable, and clearly connected to the needs of today’s workforce.
Access the Full Benchmark Report
Ready to benchmark your organization’s benefits strategy?
Developed in partnership with HUB International, TAP Network’s 2026 Benefits Benchmarking Report provides detailed insights from 139 Canadian technology organizations, covering:
- Plan design and cost sharing
- Extended health and prescription drug coverage
- Mental health and wellness benefits
- Retirement and savings programs
- Leave policies
- Emerging benefits trends
- Spending accounts and flexible benefits
- U.S. benefits practices
Whether you’re preparing for your next renewal or reviewing your long-term total rewards strategy, the full report offers practical and tailored benchmarks to help inform your decisions.
Download the summary report to explore the findings and benchmark your organization’s benefits strategy.
About TAP Network
TAP Network (Tech + People Network) is Canada’s community for People & Culture leaders in the technology sector. Through benchmark research, industry events, peer learning, and practical resources, we help People leaders make informed decisions that strengthen their organizations.
Our community of more than 1,000 People & Culture professionals represents 250 technology companies across Canada, spanning startups, scale-ups, and global technology organizations.
