Workplace strategies to address rising chronic conditions

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Sun Life’s innovative solutions address the growing challenges of chronic diseases, mitigating risks and supporting employees where they need it most

ALMOST HALF of Canadians are living with at least one of 10 chronic medical conditions – a statistic that is both surprising and concerning. These conditions, whether physical, such as heart disease and diabetes, or psychological, such as depression, can significantly affect employee well-being while driving up workplace productivity losses and benefit-plan costs. Chronic conditions contribute to disability, absenteeism, and rising expenses for drugs and treatments. According to the Public Health Agency of Canada, chronic diseases cost the national economy a staggering $122 billion annually in lost productivity.

Number of claims per covered plan member <30 years old

2019

“Treatment adherence is often overlooked as part of disease management. If an employee isn’t following their treatment plan correctly, their condition can worsen. This can lead to additional health problems and work absences”

Hesam Masoumi, Sun Life

Canadians are becoming more proactive in how they approach their health, becoming active participants in their healthcare decisions. This proactive shift is good news, but it also reveals gaps in how care and support are delivered, especially ,in the workplace. These gaps, such as difficulties navigating the healthcare system or balancing treatment with job responsibilities, represent areas where employers can step in to make a meaningful difference. “Chronic disease is on the rise in Canada – and it’s particularly impacting those in their 20s and 30s. This is having material impacts on the workplace. Ensuring employees have access to the right health solutions can make a critical difference to them and your organization,” emphasizes Hesam Masoumi, vice president, products & platform, at Sun Life. Many chronic

One of the most pressing challenges is adherence to treatment plans. Studies show that nearly half of individuals with chronic conditions do not follow their prescribed therapies. In Canada, this rate can be as high as 60 percent. “Treatment adherence is often overlooked as part of disease management. If an employee isn’t following their treatment plan correctly, their condition can worsen. This can lead to additional health problems and work absences,” says Masoumi. Several factors contribute to suboptimal adherence, including high medication costs, a lack of understanding about the importance of treatment, concerns about side effects, and stigma associated with certain therapies. For example, an employee with asthma might feel self-conscious about using an inhaler in public, while someone with high cholesterol may struggle to accept the need for medication because the condition has no visible symptoms. These issues often result in poorly managed conditions, leading to disease progression and the need for more intensive and costly interventions later. Another major hurdle is navigating a fragmented healthcare system. Many Canadians don’t have access to a family doctor, and it may not be possible for them to see one promptly. Add in the complexity of coordinating multiple specialists, deciphering insurance policies, and managing a full-time job. Without adequate education and support, many employees struggle to balance their health needs with their job responsibilities.

Forward-thinking organizations aren’t reinventing the wheel – they’re using the tools and technology already out there to support their employees. Digital health platforms, such as Sun Life’s health services, are transforming the way employees access and engage with healthcare. These tools make it easier to find and book appointments with providers, access virtual care, and explore educational resources tailored to specific conditions. Virtual health platforms, in particular, have become invaluable, offering convenient and timely access to primary care and mental health services. Pharmacists are increasingly becoming trusted allies in healthcare, offering more than just prescriptions. Recognizing the critical need to address treatment adherence challenges, Lumino Health Pharmacy introduced a specialized care program in 2024. This initiative is designed to provide employees who have diabetes, asthma, and chronic obstructive pulmonary disease (COPD) with tailored, one-on-one support at no additional cost to employers or employees. The program begins with a focused assessment, and these plans go beyond standard advice, emphasizing treatment optimization, proper use of medications, and education on managing comorbidities. Follow-up sessions ensure that participants receive ongoing guidance, helping them stay on track with their care and make sustainable lifestyle changes. Employees receive the support they need to adhere to treatment plans, which can reduce health-related absences and enhance overall productivity. Employers, in turn, see improvements in workplace morale and a potential decrease in drug plan costs.

The workplace can play a significant role in shaping employees’ health. As a space where individuals spend a substantial portion of their time, it offers an opportunity to promote health and support employees in managing their conditions. Employers who recognize this can create a culture that prioritizes health while reducing stigma around chronic diseases. This includes offering flexible work arrangements, ensuring physical accessibility, and providing reasonable accommodations for employees with health-related limitations. Here’s where they can start: flexibility. Offering accommodations like adjustable schedules or remote work options can make a significant difference for someone trying to balance medical appointments with work deadlines. For

With the success of the Diabetes Care Program, Sun Life is launching a new smoking cessation program. Smoking is the leading preventable cause of premature death and disease worldwide. Tobacco use continues to impact over five million Canadians, contributing to a significant health burden. Smokers are up to 12 times more costly from a health perspective, and while 50 percent of adults who smoke attempt to quit annually, only 4 percent succeed. However, quitting smoking permanently presents significant challenges and often requires multiple levels of support. Partnering with the Ottawa Heart Institute (OHI), the smoking cessation program will provide free access to a 1:1 coaching program called the Can Quit Program, inspired by the Ottawa Model for Smoking Cessation (OMSC). The program is virtual and accessible to individuals in all provinces and territories, including Quebec. Masoumi highlights, “Smoking is a preventable contributor to many chronic conditions, including lung diseases, cancers, and heart diseases. Smoking cessation support gives employees who are trying to quit a greater chance at success. Programs like this can increase success rates by 700 percent.” It’s also important that employers don’t forget that mental health support is a critical piece of the puzzle. Chronic diseases and managing them often take a toll on mental well-being, and stress or anxiety can exacerbate physical conditions. Integrated care models that address both physical and mental health ensure employees receive comprehensive support. For example, virtual care platforms that combine physical and mental health services provide a seamless experience, helping employees navigate their health journey more effectively.

Managing chronic conditions

The role of the workplace in health

Published January 20, 2025

“Smoking is a preventable contributor to many chronic conditions, including lung diseases, cancers, and heart disease. Smoking cessation support gives employees who are trying to quit a greater chance at success. Programs like this can increase success rates by 700 percent”

Hesam Masoumi, Sun Life

Diabetes

High blood pressure

Men

Women

Diabetes

High blood pressure

2023

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Sun Life is a leading international financial services organization providing asset management, wealth, insurance, and health solutions to individual and institutional clients. Sun Life has operations in a number of markets worldwide, including Canada, the United States, the United Kingdom, Ireland, Hong Kong, the Philippines, Japan, Indonesia, India, China, Australia, Singapore, Vietnam, Malaysia, and Bermuda. As of September 30, 2024, Sun Life had total assets under management of $1.51 trillion. For more information, please visit www.sunlife.com. Sun Life Financial Inc. trades on the Toronto (TSX), New York (NYSE), and Philippine (PSE) stock exchanges under the ticker symbol SLF.

The preliminary results of the diabetes care program have been very positive

Over 80% of employees who have an initial consult return for follow-up appointments. This shows that members find the coaching services valuable and continue to come back after each session.

95%

Over 95% of employees who have participated in the program for a minimum of 12 weeks as of Q3 2024 (and opted to share their data with the pharmacy team) have seen their A1Cs (the average sugar in their blood over several months) stabilize in a healthy and normal range.

80%

Almost 40% of employees who have participated in the program for a minimum of 12 weeks as of Q3 2024 (and opted to share their data with the pharmacy team) have achieved A1Cs in a range where deprescribing could be discussed.

40%

conditions can be mitigated or better controlled with the right support. Employers are uniquely positioned to play a pivotal role here, creating workplaces that actively support the physical, mental, and financial well-being of their employees. By building a culture of health within their organizations and addressing key health risks strategically, employers can make a tangible difference. A proactive approach not only minimizes these costs but also fosters a more engaged and resilient workforce.

Employees are looking to their workplaces for guidance in navigating their health challenges, and for good reason. When companies adopt targeted interventions – such as identifying workplace-specific obstacles and providing meaningful accommodations – they can improve not only employee satisfaction and health outcomes but also productivity and cost management.

Managing a chronic condition often involves more than regular doctor visits or prescriptions. For many, it requires ongoing effort, education, and lifestyle adjustments – tasks that can feel overwhelming, especially when combined with a full-time job.

example, an employee with arthritis may benefit from ergonomic adjustments to their workspace. Such accommodations can not only improve employee well-being but also enhance productivity and job satisfaction. However, the potential for workplace support extends beyond these measures. Employers have the opportunity to play a larger role in addressing systemic barriers to effective disease management.

Tools that work (and why they matter)

For more information and resources for employers, visit www.sunlife.ca/workplace/en/group-benefits/employer.

The road ahead

Even the best programs won’t succeed if nobody uses them. Sustaining employee participation in health programs requires a thoughtful approach. Personalization is key – employees are more likely to engage with programs that address their unique needs and preferences. Regular communication and promotion of available resources keep these programs top of mind, while incentives and rewards can motivate participation. Leadership involvement also plays a crucial role; when managers and executives champion wellness initiatives, employees are more likely to follow suit. To evaluate the effectiveness of chronic disease management programs, employers must establish clear metrics. These might include employee engagement rates, program completion milestones, and health outcomes such as improved cholesterol levels or blood sugar control. Additionally, organizations can track trends in disability claims, absenteeism, and healthcare costs to assess the broader impact on the workplace.

Making it work: metrics and motivation

https://www.canada.ca/en/health-canada/services/smoking-tobacco/quit-smoking.html Canadian Tobacco and Nicotine Survey (CTNS): summary of results for 2020 – Canada.ca Economic evaluation of Horizon Health Network’s Canadian partnership against cancer (CPAC) Smoking Cessation Project Report prepared by Kerri-Anne Mullen Canadian Tobacco and Nicotine Survey (CTNS): summary of results for 2020 – Canada.ca Ottawa Model for Smoking Cessation powered by the University of Ottawa Heart Institute. Primary Care. Program Summary V10

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With the success of the Diabetes Care Program, Sun Life is launching a new smoking cessation program. Smoking is the leading preventable cause of premature death and disease worldwide. Tobacco use continues to impact over five million Canadians, contributing to a significant health burden. Smokers are up to 12 times more costly from a health perspective, and while 50 percent of adults who smoke attempt to quit annually, only 4 percent succeed. However, quitting smoking permanently presents significant challenges and often requires multiple levels of support. Partnering with the Ottawa Heart Institute (OHI), the program will provide free access to a 1:1 coaching program called the Ottawa Model for Smoking Cessation (OMSC). The program is virtual and accessible to individuals in all provinces and territories, including Quebec. Masoumi highlights, “Smoking is a preventable contributor to many chronic conditions, including lung diseases, cancers, and heart disease. Smoking cessation support gives employees who are trying to quit a greater chance at success. Programs like this can increase success rates by 700 percent.” It’s also important that employers don’t forget mental health support is a critical piece of the puzzle. Chronic diseases and managing them often take a toll on mental well-being, and stress or anxiety can exacerbate physical conditions. Integrated care models that address both physical and mental health ensure employees receive comprehensive support. For example, virtual care platforms that combine physical and mental health services provide a seamless experience, helping employees navigate their health journey more effectively.

RSS

Advisory board

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About us

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Privacy

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News

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Best in HR

With the success of the Diabetes Care Program, Sun Life is launching a new smoking cessation program. Smoking is the leading preventable cause of premature death and disease worldwide. Tobacco use continues to impact over five million Canadians, contributing to a significant health burden. Smokers are up to 12 times more costly from a health perspective, and while 50 percent of adults who smoke attempt to quit annually, only 4 percent succeed. However, quitting smoking permanently presents significant challenges and often requires multiple levels of support. Partnering with the Ottawa Heart Institute (OHI), the program will provide free access to a 1:1 coaching program called the Ottawa Model for Smoking Cessation (OMSC). The program is virtual and accessible to individuals in all provinces and territories, including Quebec. Masoumi highlights, “Smoking is a preventable contributor to many chronic conditions, including lung diseases, cancers, and heart disease. Smoking cessation support gives employees who are trying to quit a greater chance at success. Programs like this can increase success rates by 700 percent.” It’s also important that employers don’t forget mental health support is a critical piece of the puzzle. Chronic diseases and managing them often take a toll on mental well-being, and stress or anxiety can exacerbate physical conditions. Integrated care models that address both physical and mental health ensure employees receive comprehensive support. For example, virtual care platforms that combine physical and mental health services provide a seamless experience, helping employees navigate their health journey more effectively.

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Authors

Enquiry

About us

External contributors

Privacy

Advertise

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The prevalence of chronic diseases isn’t declining; in the coming years, younger demographics as well as older workers will continue to be affected. This shift will require workplaces to evolve, offering more comprehensive and integrated health support. Employers will need to partner with healthcare providers to deliver solutions that address the full spectrum of employee health needs, from prevention to treatment. Technology will play a central role, enabling personalized care, proactive engagement, and seamless navigation of healthcare resources. By investing in chronic disease management, employers not only improve the lives of their employees but also strengthen their organizations. A healthy workforce is a productive one, and the benefits of fostering well-being extend far beyond the workplace.

For more information and resources for employers, visit www.sunlife.ca/workplace/en/group-benefits/employer.

Guideline-recommended target for A1C is ≤ 7.0%. Pending confirmatory blood-derived A1C results, individuals in the program have potential for remission to normoglycemia or pre-diabetes as noted by sensor-derived A1C values of < 6.5%.