As discussed in prior News to Use articles, many employers implement wellness programs to increase worker productivity and decrease health care costs. The Departments of Labor, Treasury and Health and Human Services issued final regulations addressing wellness programs under health care reform.
The new rule sets parameters on which wellness program designs will be considered non-discriminatory. The regulations apply to both health-contingent wellness programs (through which a participant must meet a certain health goal) and participatory wellness programs (through which all may participate regardless of health status). The rule also describes the standards these programs must meet to be considered nondiscriminatory.
To satisfy the new regulations, a wellness program must
Employers now have detailed guidance on how to set up a nondiscriminatory wellness programs. These sort of programs will likely become a more and more popular benefit for employers to offer their employees.