What are the benefits and applicable laws related to health risk assessments?
An employee health risk assessment helps employers better understand the health risks faced by their workforce and identify where to focus their wellness initiatives. When employees receive confidential, personalized insights from an HRA—along with resources to help them improve their health behaviors, they are more likely to engage in health-improvement efforts.
HRAs are also cost-effective methods for gathering extensive health data. This information can be used to tailor wellness programs to individual needs. Research shows that well designed wellness programs that incorporate HRAs, along with personalized follow-up and options, can positively impact both population health and financial outcomes. For instance, if an employee is identified as being at risk for diabetes, early intervention in collaboration with a healthcare provider may help prevent the condition and reduce long-term health care costs.
However, employers must ensure that their use of HRAs complies with applicable laws, as this case involving Yale University demonstrates.
The Americans with Disabilities Act (ADA) stipulates that any health- or disability-related inquiries and medical exams must be voluntary unless directly related to the employee’s job and consistent with business necessity. The Genetic Information Nondiscrimination Act (GINA), further requires that HRAs requesting genetic information be completely voluntary. Under GINA, employers may not offer incentives for completing HRAs that solicit genetic data, nor can they penalize employees for choosing not to participate.
The Affordable Care Act (ACA) also imposes requirements on wellness programs. Employers must avoid discrimination based on pre-existing conditions, and any incentives offered for completing an HRA must remain within specific limits tied to the cost of coverage.
Additionally, the Health Insurance Portability and Accountability Act (HIPAA) mandates that personal health information collected through HRAs be kept private and secure. Employers must ensure that such data is safely stored and shared only with authorized parties.
When thoughtfully designed with legal compliance in mind, HRAs can enhance the employee wellness experience and help employers develop targeted, effective health programs that benefit their workforce.
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