Policy Examples

  • In 2016, the Equal Employment Opportunity Commission (EEOC) issued a rule stating employers could implement penalties or rewards of up to 30% of the cost of employee-only health care coverage to encourage employees to disclose information without causing the disclosure to be involuntary. The AARP sued, stating 30% incentive or penalty did make the disclosure of this protected information involuntary. EEOC plans to release revisions on the ruling by December 2019. source

Outcome Evidence

  • According to the Commonwealth Fund, in 2011, 60% of employers offered a Health Risk Assessment (HRA). source
  • Over four years, Johnson & Johnson reduced employee medical claims by almost $250 per year, per employee, after it adopted a company-wide program that required HRAs and offered perks for participating in wellness programs. source
  • In 2009, GE engaged in a clinical trial to develop incentives for smoking cessation. The study showed that those who received incentives were more likely to quit than those who did not, though overall quit rates were still low incentives. source
  • Employers have many options to address diabetes management, including screening programs through health risk assessments or biometric testing, care management or coordination programs offered through third party administrators, insurers, or outside companies, or lifestyle/modification programs. source
  • Livongo, a digital solution for diabetes and other chronic disease management solutions are becoming more prevalent in employer benefit plans. A 2015 study by Mercer found patients using Livongo had a decrease in diabetes related office visits and ED visits (20%, 9% respectively), a 3% increase in diabetes related medication adherence, and a 4% decrease in diabetes related medical costs. Additionally, they found clinical impact, including a 26% decrease in blood glucose days below 180mg/dL and stabilization of HBA1C at 7%. source
  • A 2019 study in JAMA reviewed employees at a large US warehouse retail company who had access to wellness programs through their health benefits. The study found employees exposed to a wellness program saw significantly greater rates of some positive self-reported health behaviors among those exposed compared with employees who were not exposed, however, found no difference in clinical measures of health, health care spending and utilization, and employment outcomes after 18 months. source

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