Proposed EEOC rule explains how to run wellness program without violating ADA

Why This Topic Matters

Wellness programs are widely used to support employee health and reduce costs, but they can raise compliance concerns if incentives, disclosures, or program structure create legal risk. This article helps readers understand the regulatory context and the kinds of program features that may require review.

Article Sections

1. Wellness program incentives and compliance concerns

   Introduces employer wellness programs and the general compliance issues raised by incentives and employee participation. It places the discussion in the context of federal workplace health and nondiscrimination rules.

2. Examples from health systems and physician groups

   Describes how selected medical organizations structure wellness offerings for employees. It highlights broad approaches to participation, education, and employee engagement.

3. Prior guidance on wellness programs

   Summarizes earlier federal guidance and the relationship among different laws and agencies. It explains why updated proposed guidance became necessary.

4. Incentive limits under the proposed rule

   Discusses the proposed federal approach to limits on incentives and how it compares with existing wellness-program frameworks. It also notes the general treatment of tobacco-related program features.

5. How to restructure wellness programs

   Outlines general program-design and notice considerations for employers revising wellness offerings. It also addresses confidentiality and handling of employee health information.