Wellness

Commentary: Employers say that stress is the No. 1 workforce risk issue. And now employers have more reason to be concerned: A recent study found that people who report stress in the workplace lose three years of their life.

It is possible to break down the wall between engagement and wellness with a technology platform that addresses the whole employee. Just make sure to ask these nine questions before you select a partner.

Commentary: Employee wellness programs are popular and help employers keep their health insurance costs down, but paying keen attention to this changing area of the law will keep employers out of the weeds and help create a healthier workforce.

Employers using health apps as part of their wellness programs may want to pay attention to what is being called the most in-depth analysis to date of health-related app use in the United States.

The U.S. is “drowning” in over-diagnosis and over-treatment and workplace wellness programs are partly to blame, said a wellness industry expert during a debate at the Population Health Alliance conference in Washington, D.C.

Bolstered by the Affordable Care Act, 79% of employer groups now have some type of wellness program, according to a survey by the National Business Group on Health. Along with the opportunities, however, come some regulatory pitfalls.

The Equal Opportunity Employment Commission is issuing a proposed rule today, aiming to clarify how wellness incentives apply to the health information of a spouse participating in an employer-sponsored wellness program.

Return on investment is no longer the main measuring stick, with employers instead focusing on overall value, new research finds.

Commentary: Employers who move most effectively to address stress and improve their employees' resiliency will find themselves at a competitive advantage in employee recruitment, retention and market performance.

Effective behavior change programs are likely to be based on theory and evidence and built on years of scientific research – not on employer demands, personal preferences or bells-and-whistles technology.

The Family and Medical Insurance Leave Act would provide up to 12 weeks of paid leave each year to qualifying workers for the birth or adoption of a child, the serious illness of an immediate family member or a worker’s own medical condition.

Drafting a strategic plan is the first step to combat soaring health care expenses impacting employees and employers, many of whom are turning to wellness programs and private exchanges to control costs.

Whether a simple health risk assessment or a complex incentive plan, employee wellness programs have become a fixture of the modern workplace.

Benefits professionals have been on a never-ending regulatory road trip since the Affordable Care Act was passed in 2010 and employers everywhere are asking “are we there yet?”

EY, formerly Ernst & Young, takes an integrated approach with its comprehensive employee assistance program, EY Assist.

Questions over program effectiveness, legality and data storage have employers hesitating to implement such plans.

Asking questions is a vital first step for helping an employee with a medical condition at work, but how do you start that conversation and stay in compliance with ADA regulations?

Commentary: A well-executed and outcomes-based HRA keeps a wellness program running smoothly and effectively because all other elements depend upon its accurate assessment and ongoing data.

Fitness device maker Fitbit now will enter into HIPAA business associate agreements with corporations, health plans and self-insured employers that want to offer its wellness platform to employees.

Measuring wellness results with credible data is a laudable goal, but it’s an incredibly tricky endeavor.