Over the past five to 10 years, we’ve seen some of the largest Canadian benefit carriers invest heavily in artificial intelligence (AI), and the rest of the market is now quickly catching up. While a lot of that investment has been focused on operational efficiency and using data to drive revenue through consumer behavior insights, we’re now seeing something more meaningful—AI making a real impact on employee health and well-being.
 

But what does that mean for companies and their employees? And how did we get here?

A Quick Look Back: The Evolution of Corporate Wellness

In the early 2000s, corporate wellness programs started to gain traction—mainly in larger organizations. These were usually centered around employee assistance programs (EAPs), with some added bonuses like discounted gym memberships or smoking cessation supports. They were simple, voluntary, and largely depended on how well HR could communicate and drive engagement [6].

Fast forward to 2007: wearable tech entered the scene. Devices like Fitbit [1], and later the Apple Watch in 2014 [2], changed the game. For the first time, companies could start encouraging behavior change based on data—both at the individual level and across employee groups. Early adopters began incorporating step challenges, health tracking, and incentives tied to measurable outcomes.

By 2019, the corporate wellness market had hit $50 billion globally [3]. Then COVID-19 arrived. Suddenly, well-being wasn't just a perk—it became a necessity. Programs expanded to include mental health, sleep, nutrition, and financial wellness [4]. By 2023, the global market jumped again, reaching $66 billion USD [5].

Wellness ROI: Are These Programs Worth It?

It’s a fair question. Is the growing investment in well-being and AI actually paying off?

Turns out, yes. There are now return on investment (ROI) stats that range from $2.20 to $8.15 CAD for every $1 CAD invested, depending on how long the program’s been in place and what areas it focuses on. These returns come from reduced healthcare claims, fewer disability leaves, and a drop in risk factors that can lead to better overall employee engagement and productivity.

Here are a few examples:
 

• Companies with mental health programs in place for at least one year saw a median ROI of $2.20 CAD, which increased to $2.95 CAD after three years [7]].
• One U.S. company estimated an 8:1 CAD-equivalent ROI by moving just 10% of employees from high/medium risk to low risk [8].
• A global organization reported wellness-related healthcare savings of over $320 million CAD, achieving a return of $3.45 CAD for every dollar spent [9].
• On average, organizations can save over $4 CAD in medical costs and nearly $4 CAD in reduced absenteeism for each $1 CAD invested  [10].

Where We Are Now: From One-Size-Fits-All to Precision Wellness

We’ve officially moved beyond early adopters. Wellness programs are now mainstream, and the next phase is already unfolding—precision well-being.

This shift is powered by AI and smarter use of data. Companies can now look at aggregate information across their workforce and see, for example, that sleep, anxiety, and depression are major areas of concern. Instead of generic tips, wellness platforms can deliver targeted programs and challenges that focus specifically on those issues, rewarding employees with things like extra PTO or incentives for reaching their goals.

On the individual side, the same platforms are using AI to offer personalized guidance—nutrition tracking, mental health resources, and even automated nudges toward healthier habits—all based on personal inputs and behaviors. It's a more meaningful, supportive, and engaging experience for the employee.

And this is no longer just for large corporations. Many wellness platforms with personalized AI features are now accessible to companies with as few as 50 employees.

How AI Is Driving the Next Chapter

So, what exactly is AI doing behind the scenes through your benefit partner?

AI is now being used to make group-level and individual-level recommendations based on health and benefits data that previously would’ve taken weeks—or been too complex to uncover manually. This includes identifying trends in claims data, flagging high-risk groups for targeted programming, or offering personal wellness suggestions through digital portals based on someone’s history and demographic profile.

At a high level, AI is helping:
 

• Detect and prevent health risks before they escalate
• Promote proactive care instead of reactive interventions
• Offer personalized support for physical and mental health
• Spot burnout risk early through communication and behavior patterns

It’s a major shift—from simply offering benefits to actively partnering in each employee’s health journey.

What we’re seeing now is a combination of smarter tools and a deeper understanding of what actually works. The move toward AI-driven wellness isn't just about shiny new tech—it’s about delivering care that is timely, personalized, and impactful.

And this isn’t just for the big players. Small and mid-sized businesses across Canada can tap into these same strategies—many benefit providers are already integrating AI into their platforms, making personalized health support more accessible than ever. From tailored mental health resources to preventive care nudges based on aggregate claims data, these features are being quietly woven into the tools employers already use. The key for smaller organizations is to lean into what’s already available through their providers, ask questions about what analytics or support features are included, and encourage employee engagement through simple, targeted initiatives.

Canadian companies are no longer asking, “Should we offer well-being support?” The question now is, “How do we make it work better—for our teams and our bottom line?”

Footnotes

Author Bio

Pascale Mapleston is a Wellness Advocate and CEO of The Benefit Code.

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