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February 3, 2026
myHSA: Spotlight from the Fertility and Wellness Collective
We're talking to myHSA on how Canadian companies can support employees with health and wellness benefits.
If you're sitting at your desk thinking your company's benefits are missing some crucial pieces—fertility support, chronic condition management, mental health resources—you're probably wondering: can I actually do something about this without having an awkward HR conversation?
The answer is yes. And you don't need to share your entire medical history to advocate for better benefits. Think bigger picture, not personal details.
Frame the ask as "this is why I care about this issue." The primary goal is to take the pulse of an organization so trends can be identified, issues are proactively addressed, and employees feel more engaged. This can be done weekly, monthly, or at any time to give everyone a voice.
Example survey question: Which of the following benefits, if offered by our company, would be most valuable to you or your family? (Check all that apply)
Good moments to bring this up include annual benefits enrollment (it's naturally on everyone's mind), performance reviews (when career development and satisfaction are the focus), and town halls (when you have leadership's attention). Avoid bringing it up right after layoffs or budget cuts, during your actual medical crisis, or when you're feeling emotional about it.
There's a high likelihood that many others feel the same way as you. Identify and connect with 3–4 other employees who share the same view to get leadership's attention. It may also be more effective to start with a leader who genuinely cares about team wellbeing, or your own manager, who can help pass the message along.
Research what 3 similar companies offer in terms of benefits and position it as: "I noticed [these competitors] have expanded fertility benefits. Are we looking at similar enhancements?" You're presenting a compelling case, not asking for a personal favor.
Sometimes sharing your story can be powerful—but it should be a strategic choice, not an emotional spillover. Set clear boundaries about what you will and won't discuss. You never owe anyone your personal information, and your advocacy can still be effective without sharing intimate details. Your future self (and your coworkers) will thank you for speaking up.
Real change rarely happens overnight, but it absolutely happens. The key is being strategic and persistent without being pushy. And when the company adds anything new to benefits, acknowledge and celebrate each win!
