Wellness Regulations

The current wellness regulations sunset in January 2019, and the U.S. Equal Employment Opportunity Commission (EEOC) has employers guessing “what’s next” by making no moves to institute new ones. This is what it means for employee wellness programs.

The wellness industry was abuzz a few weeks ago when a Japanese company made headlines for its vacation day policy. Can a similar policy be compliant in the US?

EEOC announced it will need until August 2018 to reconsider its regulations on employee wellness programs and expects to issue a new final rule by October 2019.

Judge John Bates of the U.S. District Court for the District of Columbia issued a memorandum in the AARP’s lawsuit against the U.S. EEOC.

Apple Tightens Criteria For Digital Health Apps

The EEOC published new rules that require employers who offer wellness programs that collect employee health information to provide a notice to employees informing them what information will be collected, how it will be used, who will receive it, and what will be done to keep it confidential.

An advice memorandum released by the Internal Revenue Service (IRS) stated that employers need to treat the value of cash rewards (e.g., gym memberships, prizes, etc.) and premium reimbursements that were received from wellness program participation as taxable income. What does it mean?

The EEOC released final rules on how employers can offer workers financial incentives of up to 30% of the cost of their cheapest health insurance plans to participate in wellness programs without violating federal laws protecting the confidentiality of medical information.

EEOC To Clarify Wellness Incentive Rules Under GINA