What we’re really talking about when we say “telemedicine”
Think of telemedicine as having a family doctor in your pocket. Your employees can hop on a video call, send a message through an app, or even just make a phone call to chat with a licensed healthcare provider.
It’s not just for emergencies either. People use it for:
- Those annoying cold symptoms that pop up on Monday morning
- Prescription renewals when they’re traveling
- Quick mental health check-ins
- Getting a second opinion without booking time off work
- Even their kids’ earaches at 9 PM
What we love about it is how it fits into real life. Your employee doesn’t have to take half a day off, sit in a waiting room, or stress about finding childcare just to get antibiotics for strep throat.
Why we’re seeing more employers add this to their plans
Here’s the thing—We’re not one to jump on every benefits trend. But telemedicine is solving actual problems we see with teams every day.
The productivity piece is huge. When someone can resolve a health issue in 15 minutes instead of losing half their day, that matters. Not just for your bottom line, but for their stress levels too.
It’s leveling the playing field. Your employees in smaller towns get the same access as those living near major hospitals. Remote workers don’t have to scramble to find a local clinic when they’re working from their cottage.
Family Supports. Parents especially love that they can get their kids seen without everyone missing work or school. That peace of mind? It’s worth a lot.
Let’s talk money (because of course we need to)
Most telemedicine add-ons cost somewhere between $3-8 per employee per month.
Some insurers are building it right into their plans now, others offer it as an add-on. A few even let you buy it standalone.
The math usually works out when you consider what it replaces—walk-in clinic visits for non-emergencies, time off work, even some specialist referrals that turn out to be unnecessary.
Not all telemedicine platforms are created equal
This is where it pays to dig into the details. Some key differences we see:
Hours matter. Some are truly 24/7, others keep business hours. If you’ve got shift workers or people traveling, availability becomes important.
What’s included varies a lot. Basic platforms handle common illnesses. Others include mental health support, nutrition counseling, even dermatology. Think about what your team actually needs.
The user experience can make or break it. Some apps are clunky, others are intuitive. Some offer French and English, others don’t. These details matter when people are feeling unwell.
Integration is key. The best setups connect directly with your existing benefits, so there’s no separate billing or claims process for your employees to figure out.
Is it right for your team?
Honestly? It depends.
If you’ve got a younger workforce that’s comfortable with technology, they’ll probably love it. If your team is spread out geographically or includes remote workers, it’s a game-changer.
Companies with a lot of parents often see high adoption rates too—there’s something about being able to get your kid seen at 7 PM that really resonates.
But if your team is mostly older employees who prefer in-person care, or if you’re already in a location with excellent, accessible healthcare, the value proposition might not be as strong.
The bottom line
Telemedicine isn’t revolutionary, but it’s practical. It’s one of those benefits that people might not get excited about until they need it—and then they’re really glad it’s there.
If you’re curious about how it might work for your specific team, I’m always happy to walk through some options. No pressure, just an honest conversation about what makes sense for your people and your budget.
Want to explore telemedicine options for your team?
Let’s chat about what might work best for your specific situation.
Quick answers to the questions we get asked most
Q: Is this going to replace regular healthcare? Not at all. Think of it as your first line of defense for minor issues and quick questions. Serious stuff still needs in-person care.
Q: What if someone misuses it or gets bad advice? The platforms use licensed healthcare providers following the same standards as any clinic. Most also have safeguards that direct people to emergency care when needed.
Q: How do we know if my team will actually use it? Great question. Usage varies, but we find teams that communicate about the benefit and explain how it works see much higher adoption rates.
Q: Can this actually save us money on our overall plan costs? Potentially, yes. When people use telemedicine instead of emergency rooms for non-urgent issues, it can help manage costs. But we’d position it more as a convenience and wellness benefit than a cost-saving strategy.
Here’s what we tell most employers:
Start by asking ‘does this fit our people?’ The tech, their locations, etc. You might be surprised by how many people are already curious about virtual care options. And if you want to explore what’s available, feel free to reach out and we can review what might work for your specific group.
Written by Healthwise Benefits Advisory — Canadian Employee Benefits Consultants.
