After three years, the World Health Organization has declared that COVID-19 is no longer classified as a global emergency, although it remains a pandemic in many countries. The virus has left a lasting mark on the Canadian healthcare system and continues to impact the health of Canadians.1 Many of these impacts will be felt for years to come.
It is vital for employers to understand their role in helping to reduce these impacts and how doing so can lead to a healthier workforce and reduced absenteeism.
Despite ongoing efforts to reduce surgical backlogs, patients across Canada continue to wait longer for hip and knee replacements compared to prior pandemic levels.2 Emergency rooms and surgeries are back to normal operations, but clearing the backlog is expected to take years. According to data released by the Canadian Institute for Health Information (CIHI), about 937,000 fewer surgeries were performed in Canada during the pandemic. Almost 22 million healthcare services are estimated to be backlogged across the county, including surgeries, screenings, and investigations.3 All of these can lead to increased advanced disease states, disability, absenteeism, and death.
COVID impacted more than just Canadian’s physical health; it has negatively impacted their mental health and has led to increases in substance use. Based on a recent survey conducted on behalf of the Canadian Centre for Substance Use and Addiction and the Mental Health Commission of Canada, many Canadians still report significant concerns with their mental health and substance use. 35% of survey respondents reported moderate to severe mental health concerns, and 25% reported problematic substance use. Within the same survey, only one to three people accessed mental health treatment, and one in four accessed treatment for problematic substance use,4 leading to increased workplace absenteeism and disability incidence rates. We have seen mental health rise to the top of disability cause categories for short- and long-term disability claims. Access to care challenges and long wait times have also led to increased absence durations, making it more difficult for employers to support an already strained workforce.
The goal for both service providers, employees, and employers should focus on education, prevention, wellness and accommodations. When a disability or absence arises, all parties need to work together to find strategies and solutions to keep the employee at work or to return to work as quickly as possible.
As an employer, you can:
There are also early projections of an increase in COVID variants in the fall of 2023, so it is essential for employers to stay vigilant with health and safety protocols to help prevent infection spread. Many of the same protocols can apply—something that most HR professionals know very well!
With the proper support, coverage, and education, employers can do their part to help reduce the impact of the COVID-19 pandemic on their employees.