In the years since the Affordable Care Act was implemented, more and more employers are trying to both help their employees get healthier and keep group health plan costs down by implementing wellness programs in the workplace. Problem is, there wasn’t much guidance for how anti-discrimination laws such as the Americans With Disabilities Act should play into workplace wellness regimes.
The U.S. Equal Employment Opportunity Commission finally gave companies some direction on April 16 by issuing a set of preliminary regulations on these programs. The draft rules clarify the definition of a “voluntary” wellness program and set a limit on the sizes of the incentives or disincentives that employers can offer for participation. However, they still leave unanswered some important questions that employers have.
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