By Suzanne Smith
With so much uncertainty about the future of the Affordable Care Act (ACA), employers may be in a holding pattern with respect to their health insurance plan design. And, this is understandable.
While waiting to see what healthcare changes are coming under President Trump’s administration, employers will generally want to maintain the status quo.
But, with the increasing costs of health insurance premiums, co-pays, and deductibles as well as the increase in the cost of prescription drugs, employers may be wondering what they can do to help employees with their healthcare circumstances.
One strategy that many employers are considering is a workplace wellness program. The theory is that if a wellness program helps employees improve their health, then the wellness program may help employees control their health care spending.
A workplace wellness program is a plan designed to promote health or prevent disease. Generally, the wellness program will be incorporated into your employer group medical plan and offered to the medical plan participants or integrated into your employee assistance program (EAP) and offered to all employees.
Many wellness programs offer some kind of reward to encourage employees to participate or achieve a particular health goal. However, a reward system is not a required component of a wellness program, and many programs do not offer any reward whatsoever.