Due to a court challenge which vacated the previous rule, the previous safe harbor limit of a 30% premium incentive for participating in these types of assessments for will no longer considered to be a compliant incentive with the Americans with Disabilities Act, starting in 2019. Since most employers use much lower incentives, they may be able to keep their program as is. But if your role includes wellness, you’ll want to thoroughly understand how these changes may apply to you, and consider consulting legal counsel. 

Click here to read an outstanding article by one of our favorite blogs, E is for ERISA, which explains the changes. And, please contact your Client Manager or drop us a line with any questions!