The rise of “Ghost Benefits”: Why so many workplace perks go unused

You’ve probably heard of “ghosting” in dating but what about ghost benefits at work? 

It’s a growing issue where well-intentioned employee perks simply … disappear. Not because they don’t exist, but because employees don’t know about them, don’t understand them, or don’t use them.

Across Canada, employers are investing millions in generous and personalized benefits — everything from mental health support to fertility coverage and flexible retirement plans. Yet many of these perks vanish into thin air, unused and unnoticed.

The cost of invisible benefits

Employee benefits in Canada are getting more expensive every year. In 2025, health benefits costs are projected to rise by 7.4%, driven by increased claims for chronic conditions and mental health support. 

But while costs are climbing, awareness often isn’t.

That means companies are paying for perks that aren’t improving employee well-being … or helping retention. A communication gap is turning valuable benefits into “ghosts,” haunting HR budgets and leaving employees struggling without support they already have.

Perks without purpose

Over the past few years, employers have made big strides toward inclusivity and personalization in their benefit offerings, adding options like menopause leave, eldercare apps, fertility treatments, and gender-affirming care.

But without clear, ongoing communication, these benefits lose their impact. Employees can’t use what they don’t know exists.

Many organizations roll out impressive new perks with enthusiasm but fail to follow up with simple reminders, accessible guides, or personal touchpoints that make those benefits feel real.

The mental health gap

Nowhere is the Ghost Benefits phenomenon more concerning than in mental health support.

Nearly two-thirds of Canadian employers report increasing mental health challenges among staff. Yet stigma and lack of awareness continue to block engagement.

Companies are offering access to therapists, apps, and wellness programs, but many employees never log in, or don’t realize these supports are confidential and free. 

When it comes to stress, burnout, and anxiety, silence can make even the best benefit invisible.

Technology isn’t enough

Digital platforms and AI-driven tools have made it easier than ever to manage and personalize benefits. But tech alone isn’t the fix. Many employees find these platforms confusing or don’t know how to navigate them.

That’s why experts are urging organizations to take a more human approach. That means combining technology with clear, consistent communication that helps employees actually use their benefits.

Closing the ghost benefits gap

So how can employers make their perks matter again?

Here are a few strategies companies are using to bring their benefits back to life:

• Communicate early and often: Don’t stop at onboarding. Use newsletters, manager check-ins, and regular reminders.
• Simplify access: Use plain language, clear instructions, and one central platform to make finding and using benefits easy.
• Personalize the message: Highlight benefits that fit different life stages and needs, from new grads to caregivers to retirees.
• Champion mental health: Normalize conversations, remind staff of available support, and lead by example.
• Collect feedback: Ask employees what they use, what they need, and what’s missing and adjust accordingly.

For Employees: How to Make the Most of Your Benefits

Not sure what’s available to you? You’re not alone. If your company’s perks feel like a mystery, here’s how to make sure you’re not missing out on valuable support:

• Do a benefits check-up: Take 30 minutes to review your benefits portal or HR handbook. You might be surprised at what’s included.
• Ask questions: Your HR team wants you to use these perks. Don’t hesitate to reach out for clarification or guidance.
• Set reminders: Many benefits reset annually, like massage therapy, vision care, or wellness spending accounts. Add them to your calendar.
• Explore mental health resources: If your plan includes counselling or therapy, check how many sessions are covered and how to book them.
• Use preventative care: Take advantage of health screenings, flu shots, and ergonomic assessments before issues become bigger problems.
• Tap into learning and growth perks: From tuition reimbursement to online courses, professional development is often an overlooked benefit.
• Share your feedback: If something’s confusing or missing, let your employer know. Honest input helps shape better programs for everyone.

Why it matters

In an era of rising costs and fierce competition for talent, underused benefits are more than a missed opportunity. They’re a business problem.

When employees feel supported, understood, and cared for, engagement and loyalty soar. But when perks stay hidden in the shadows, everyone loses: employers, employees, and the bottom line.

It’s time to bring those ghost benefits back to life!

RELATED: Mini-meditations are a way to foster peace of mind at work ...