EEOC issues final rules on workplace wellness programs

Regulations take effect in 2017 and address incentives, confidentiality

Posted May 18, 2016

The U.S. Equal Employment Opportunity Commission (EEOC) has issued final rules that describe how Title I of the Americans with Disabilities Act (ADA) and Title II of the Genetic Information Nondiscrimination Act (GINA) apply to wellness programs offered by employers that request health information from employees and their spouses.

The two rules provide guidance about how workplace wellness programs can comply with the ADA and GINA.

The rules permit wellness programs to operate consistent with their stated purpose of improving employee health, while including protections for employees against discrimination.

Many employers offer workplace wellness programs intended to encourage healthier lifestyles or prevent disease. These programs sometimes use medical questionnaires or health risk assessments and biometric screenings to determine an employee's health risk factors, such as body weight and cholesterol, blood glucose, and blood pressure levels. Some of these programs offer financial and other incentives for employees to participate or to achieve certain health outcomes.

The ADA and GINA generally prohibit employers from obtaining and using information about employees' own health conditions or about the health conditions of their family members, including spouses. Both laws, however, allow employers to ask health-related questions and conduct medical examinations, such as biometric screenings to determine risk factors, if the employer is providing health or genetic services as part of a voluntary wellness program. Last year, EEOC issued proposed rules that addressed whether offering an incentive for employees or their family members to provide health information as part of a wellness program would render the program involuntary.

The final ADA rule provides that wellness programs that ask questions about employees' health or include medical examinations may offer incentives of up to 30 percent of the total cost of self-only coverage.

The final GINA rule provides that the value of the maximum incentive attributable to a spouse's participation may not exceed 30 percent of the total cost of self-only coverage, the same incentive allowed for the employee. No incentives are allowed in exchange for the current or past health status information of employees' children or in exchange for specified genetic information (such as family medical history or the results of genetic tests) of an employee, an employee's spouse, and an employee's children.

The final rules, which will go into effect in 2017, apply to all workplace wellness programs, including those in which employees or their family members may participate without also enrolling in a particular health plan.

Program design

According to the EEOC, both rules also seek to ensure that wellness programs actually promote good health and are not just used to collect or sell sensitive medical information about employees and family members or to impermissibly shift health insurance costs to them. The ADA and GINA rules require wellness programs to be reasonably designed to promote health and prevent disease.

Protecting confidentiality

The two rules also make clear that the ADA and GINA provide important protections for safeguarding health information. The ADA and GINA rules state that information from wellness programs may be disclosed to employers only in aggregate terms.

The ADA rule requires that employers give participating employees a notice that tells them what information will be collected as part of the wellness program, with whom it will be shared, and for what purpose, the limits on disclosure and the way information will be kept confidential. GINA includes statutory notice and consent provisions for health and genetic services provided to employees and their family members.

Both rules prohibit employers from requiring employees or their family members to agree to the sale, exchange, transfer, or other disclosure of their health information to participate in a wellness program or to receive an incentive.

EEOC also published question-and-answer documents on both rules:
EEOC's Final Rule on Employer Wellness Programs and Title I of the Americans with Disabilities Act
EEOC's Final Rule on Employer Wellness Programs and the Genetic Information Nondiscrimination Act

The agency also issued two documents for small businesses:
Small Business Fact Sheet Final Rule on Employer Wellness Programs and Title I of the Americans with Disabilities Act
Small Business Fact Sheet Final Rule on Employer-Sponsored Wellness Programs and Title II of the Genetic Information Nondiscrimination Act

The interpretive guidance published along with the final ADA rule and the preamble to the GINA final rule identify some best practices for ensuring confidentiality, such as adopting and communicating clear policies, training employees who handle confidential information, encrypting health information, and providing prompt notification of employees and their family members if breaches occur.


HIPAA Compliance Manual: For EmployersJ. J. Keller's HIPAA Essentials Manual helps you make sense of your organization's role and responsibilities under HIPAA - the Health Insurance Portability and Accountability Act of 1996.


J. J. Keller's FREE HRClicks™ email newsletter brings quick-read human resources-related news right to your email inbox.

Sign up to receive HRClicks™.