Smoking cessation products and group benefits plans

The three companies will appeal, they say, arguing that this class action doesn’t take into account Canadians’ responsibility for their own health.

But with these companies possibly on the hook for Canadians’ health, could employers be next?

Mercer’s database of more than 2,100 group benefits plans in Canada shows that only about 60% cover smoking cessation products.

Marie-Josée Le Blanc, a health and benefits consultant and partner in Mercer’s Montreal office, says every organization should be covering these products.

Studies show that smokers cost an employer about $4,000 a year more than a non-smoker—that’s taking into account more absenteeism (due to the increase in the prevalence of chronic diseases), lower productivity and increased life insurance costs.

“If you know you have smokers and you know they cost you almost $4,000 a year more than non-smokers, investing to support employees into becoming non-smokers should be a very basic step in part of a wellness program,” she says.

And an easy win for employers. “When it’s documented that smokers cost more [and] when HR professionals are being challenged because they have to demonstrate the ROI of their wellness program, this is one easy reward.”

“Wellness initiatives are all about changing behaviours, about having employees recognize they’re facing risk factors,” she continues.

“If we can change [employees’] behaviours, we can improve [their] health and get results quite rapidly. Any organization should be looking at that today in 2015.”

Also read:

• Help employees quit smoking
• Smoking rate falls to new low
• My take: Employers, butt in