05/25/2026
𝑰𝑻'𝑺 𝑪𝑶𝑴𝑰𝑵𝑮 𝑭𝑶𝑹 𝑨𝑳𝑳 𝑶𝑭 𝑼𝑺. 𝒀𝑬𝑻 𝑴𝑶𝑺𝑻 𝑮𝑹𝑶𝑼𝑷 𝑩𝑬𝑵𝑬𝑭𝑰𝑻𝑺 𝑷𝑨𝑪𝑲𝑨𝑮𝑬𝑺 𝑫𝑶𝑵'𝑻 𝑰𝑵𝑪𝑳𝑼𝑫𝑬 𝑻𝑯𝑰𝑺, 𝒀𝑬𝑻.
I spent the last couple weeks building something I believe could change how Canadian workplaces support their people through loss. Maybe American ones, too.
It's a full research brief. And we are giving it away for free. Just send us a DM and we will share it with any and all who ask for it.
Here's what it covers:
▸ 895 Canadians die every single day — leaving millions of bereaved employees navigating grief inside a benefits structure designed for the logistics of death, not the living through it
▸ Most plans offer 2–5 days of leave and 3–10 therapy sessions before the annual maximum runs out
▸ Public psychological services in Quebec average 6–24 months wait — nationally, 1 in 10 waits over four months
▸ 90% of bereaved people will never receive a clinical diagnosis — they don't need treatment, they need companionship
The brief makes the case — backed by Statistics Canada, the DSM-5-TR, CIHI, and multiple peer-reviewed sources — for including certified grief and death doula services as an eligible expense under Wellness and Lifestyle Spending Accounts.
No insurer approval required. No budget overhaul. An employer-defined decision that tells your people: we see you in your hardest moments, and we made room for you there.
Grief and Death doulas offer non-clinical, non-pathologizing support through terminal illness, death, and the long grief that follows — including the losses that don't have funerals. Divorce. Estrangement. The life that didn't unfold the way someone believed it would.
This offering belongs in your benefits package.
If you work in HR, people operations, or lead a team — this brief is for you.
Share it with your benefits provider. Put it on the desk of your VP of Total Rewards. Or simply tell your team: we're adding this. Because we care about what happens to you when life suddenly shifts course.
Drop a comment, send me a message, or share this post with someone who has the power to make this change.
Grief is coming for all of us. Let's make sure our benefits plans are ready for it.