The most common understanding of a “Lifestyle” drug is a medication prescribed for what are considered non-life threatening and non-painful conditions, like:
· Erectile Dysfunction
· Baldness
· Acne
· Narcolepsy
· Sleep apnea
· Fertility
· Obesity
· Smoking cessation
One may take it for granted, especially when not faced with a similar situation from which to draw experience, that this just makes sense. Why should a benefit plan pay for an employee to quit smoking, for instance? How about the significant savings on a benefit plan from that same staff member not needing to access other pharmaceuticals for the multitude of adverse impacts from smoking, time off work, a disability claim, or death?
While we can agree the cost of health benefits has been on the rise steadily over the last two decades, and yes pharmacy leads the way, can we really say that those who suffer from Erectile Dysfunction (ED), for instance, do so as a “lifestyle” choice. Are we really suggesting that ED is somehow “cosmetic”, “discretionary”, or a “low priority” for the person suffering? Can we state categorically that suffering ED will NOT impact an employee’s emotional health and wellbeing and therefore their performance on the job?
If the answer is yes, and applicable to any of the many conditions categorized as “lifestyle”, then we need to have a more fulsome discussion. Continuing to broaden the conversation on equity and inclusion in the workplace, means, as benefit consultants, we must highlight these kinds of bias which also discriminate against:
· Body type
· Disease side effects
· Those actively at work with disabilities
· Emotional health and wellbeing
· Living with an addition
· Infertility
When conducting a plan review, coverage for these medications requires a re-think This, in fact may be a key consideration for retention of personnel, especially for those plans where employees pay for a portion of their benefit coverage. Many Canadian programs are set up as a 50-50% split between employer and employee. At the very least, offering a separate health spending account specifically dedicated to this coverage may be a reasonable option to both providing coverage and controlling benefit costs.
We’d love to engage further in a conversation with you on building culture with benefits. Give us a call.
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment, taxation, legal vary accordingly. Please seek legal, accounting, and human resources counsel from qualified professionals to make certain your legal/accounting/compliance/policy interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.
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Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment, taxation, legal vary accordingly. Please seek legal, accounting and human resources counsel from qualified professionals to make certain your legal/accounting/compliance interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.
