The irony of pensions and benefits is that employees tend to ignore them until they need them or until their employer changes them. And whether it’s good news or bad news, there are almost always trade-offs.

Changing pensions or benefits can be a tough sell to employees. When employers say “change,” employees often hear “change for the worse” and are likely to react defensively. So what can plan sponsors do to ease employees’ anxiety and help ensure the change goes smoothly?

Canadian employers that decide to set up shop in the United States will notice a big difference when it comes to benefits costs. In the United States, the average premium for family coverage for employer-sponsored health-care benefits was US$17,545 in 2015, according to an annual survey by the Kaiser Family Foundation. For single coverage, the average premium was US$6,251. Conversely, in Canada, the average cost of providing benefits for employees was $8,330 (in Canadian dollars) per full-time equivalent that same year, according to a study by the Conference Board of Canada.

While the federal government’s plan to extend parental benefits under the employment insurance program to 18 months is a welcome move for some working parents, it could create a number of issues for employers that provide top-up programs to their staff.