Wellness Incentives Don’t Violate ADA

In a recent court decision (Bradley Seff v Borward County) in Florida, financial incentives used to reward participants in a voluntary wellness program were ruled as permissable and they fall under the safe harbor provision of the ADA. The court went on to say such incentives are based on insurance and risk management principles.

Broward County, like most other employers who desire to take more control of rising healthcare costs and also want to focus on increasing productivity within their workforce, offered employees the opportunity to take a Health Risk Questionnaire and blood screening for cholesterol and glucose. The program was voluntary and participants were rewarded with a $20 decrease in their monthly medical plan payroll deductions. Conversely, non-participants paid $20 more.

The evidence is there, just read Zero Trends by Dee Edington if you need more proof worksite wellness matters. Focusing on treating the sick will not control future healthcare cost increases. The time has long come for employers to get serious about worksite wellness and walk the walk. And while it aint easy particularly when it comes to changing behavior, it’s one of those “mission critical” issues employers need to invest their time and money into. Don’t delay!