{"id":13206,"date":"2018-09-10T14:00:00","date_gmt":"2018-09-10T14:00:00","guid":{"rendered":"https:\/\/www.wellable.co\/blog\/compensating-employees-for-time-spent-on-wellness\/"},"modified":"2022-10-26T22:45:01","modified_gmt":"2022-10-27T02:45:01","slug":"compensating-employees-for-time-spent-on-wellness","status":"publish","type":"post","link":"https:\/\/www.wellable.co\/blog\/compensating-employees-for-time-spent-on-wellness\/","title":{"rendered":"DOL: Employees Do Not Need To Be Compensated For Time Spent On Wellness Programs"},"content":{"rendered":"

According to a recent Department of Labor (DOL) opinion letter<\/a>, employers do not have to compensate employees for time spent participating in biometric screenings<\/a>, wellness activities, and benefits fairs. The opinion letter, which was issued in response to a letter on behalf of an employer, states that these types of activities do not require compensation under the Fair Labor and Standards Act (FLSA) because they predominantly benefit employees by providing them direct financial benefits as well as enabling them to make more informed decisions about matters unrelated to their job. The opinion letter noted that the agency\u2019s conclusion is the same regardless of whether the activities occur onsite or during regular working hours.<\/p>\n

\u201cParticipation is wholly optional for the employee; the employer never requires it. The employer likewise does not require the employee to perform any job-related duties while he or she participates in the activities. Because the activities described [\u2026] predominantly benefit the employee, they do not constitute compensable work time under the FLSA.\u201d<\/p>\n

\u2013 Bryan Jarrett, DOL Acting Administrator<\/span><\/em><\/strong><\/p>\n<\/blockquote>\n

The letter requesting the opinion asked about the types of wellness activities an employer would provide that could potentially decrease workers\u2019 monthly insurance premiums. The activities mentioned in the letter are listed below.<\/p>\n