Not only are Canadian workers getting older, but there is a distinct shift the types of workers being employed. According to Statistics Canada, for the first time ever, there are now more people age 65 and over than there are under 15.
With these changes, it is no surprise, Canadian employers are hiring a broad variety of non-traditional workers (i.e. contract, consultant, remote or freelance), a trend likely to accelerate over the next decade. With the younger workforce re-thinking their approach to employment, employers are changing the way they consider fulfilling their staffing needs. Technology has enabled people to work wherever they are and throws the old nine-to-five punch clock in the bin designed to hold all things now considered outdated and archaic.
Consider what these new technologies and attitudes towards employment will result in as we look out into the not too distant future of employment. What impact will this have on the benefit plan? Creative and changeable benefits aimed at adapting to these changing needs of the workforce will be paramount, remembering a plan built today, should be not a set-it and leave-it plan. The plan should be as changeable as the business plan, as adaptable as the workforce hired to take that business into a successful future.
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