Seeing clearly: Why comprehensive vision care is a must for benefits plans • Sutton Benefits & Pension

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Seeing clearly: Why comprehensive vision care is a must for benefits plans

Clear vision is essential in industrial workplaces, where precision and safety underpin every shift. Yet, vision care remains an overlooked or underfunded part of employee benefits packages for too many workers.

Across Canada, vision care lags behind other health benefits in priority. The Canadian Association of Optometrists reports that more than 11 million Canadians need vision correction, yet many employer plans cap coverage at outdated maximums of $200 to $250 — barely enough for a basic pair of glasses, let alone specialized needs. Eye exams, often limited to maximums like $125, fall short of covering thorough assessments that catch conditions like glaucoma, which affects one-in-six adults over their lifetime.

The Canadian Ophthalmological Society estimates that untreated vision issues cost the economy $4.3 billion annually in lost productivity. In labour-intensive roles like operating haul trucks or monitoring conveyor systems, uncorrected vision can lead to eye strain, migraines, and reduced efficiency.

A U.S. Vision Impact Institute study found that correcting vision in industrial workers boosts productivity by up to 20 per cent. For a manufacturing operation, where downtime can cost thousands per hour, that’s a compelling case for rethinking benefits.

A comprehensive vision care program that includes annual exams, subsidized eyewear, and protective gear could cut these risks and keep your team safe.

Vision care influences Employee satisfaction

Labour shortages have surpassed inflation as a top concern in the resource and industrial sectors, and attracting and retaining talent demands more than competitive wages. Comprehensive vision care, as part of a robust benefits plan, isn’t just a perk; it’s a strategic investment in productivity, safety, and employee loyalty.

A 2022 Benefits Canada survey ranked vision care among the top-five perks influencing employee satisfaction. Dental benefits are widely accepted as essential and generously covered; vision should be no different.

The Canadian Ophthalmological Society estimates that untreated vision issues cost the economy $4.3 billion annually in lost productivity.

Expanding coverage for eyewear demonstrates a commitment to employee well-being and reinforces a company’s reputation as a competitive employer. However, integrating eyewear into a standard benefits plan can be costly and may lack the flexibility to meet diverse needs.

A health spending account (HSA) offers an adaptable alternative, allowing employees to allocate funds based on their individual requirements. While HSAs can be cost-effective, they may not provide sufficient support for employees with ongoing or high-cost vision needs.

A blended approach — raising vision care maximums while offering an HSA for additional flexibility — allows employers to provide meaningful coverage without overextending costs. This structure ensures employees with basic needs are covered while those requiring specialized eyewear or frequent updates have options to supplement their care.

Too often, benefits plans prioritize low premiums over real support, but the math favours investment. The Canadian Ophthalmological Society calculates that every $1 spent on vision care saves $4 in productivity losses and healthcare costs.

Saskatchewan’s industrial and resource supply chain, bolstered by initiatives like the Saskatchewan Industrial and Mining Suppliers Association’s Protecture plan, is well-positioned to lead on this front. Flexible, employeefocused benefits aren’t about cutting corners but building a thriving workforce.

Comprehensive vision care isn’t a frill to be capped at yesterday’s limits; it’s necessary for today’s challenges. With labour shortages tightening and retention strategies under scrutiny, employers who see the value in clear vision will keep their teams and their edge in focus.

 

 

First published in the Potash Producer 2025, issue 1.

 

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