Last week the Departments of Labor, Health and Human Services, and the Treasury released final regulations that implement ACA’s nondiscrimination requirements for wellness programs. Specifically, the final regulations:

1. Formally adopt the proposed nondiscrimination rules for health-contingent wellness programs, such as giving individuals an opportunity to qualify for the reward each year and providing an alternative standard or waiver for individuals with health conditions

2. Divide health-contingent wellness programs into two categories: activity-only wellness programs and outcome-based wellness programs

3. Increase the permissible reward for meeting a health-related standard to 30 percent of the total cost of employee-only coverage (or 50 percent, if the program is designed to prevent or reduce tobacco use).

For more information see Health Care Reform: Final Rules on Workplace Wellness Programs, available in Broker Briefcase.

What does this mean to your clients?

Recently we asked employers how likely this increase in rewards /penalties would prompt their organizations to create or expand their workplace wellness programs.

Forty-one percent of the close to 4,500 respondents said their companies are very likely or likely to expand their workplace wellness programs based on this change.  (To access all of the results see: 2013 Survey Results: Health Care Reform in Broker Briefcase.)

Additionally, in response to our recent Broker Services Survey (results coming soon to Broker Briefcase), 93 percent of employer respondents told us it is important or very important that their broker offer employee communications to help their employees improve their health and 81 percent said it is important or very important that their broker help them to create a workplace wellness program.

Seize the opportunity

So what are you waiting for? Employers are asking for wellness, legislation makes it more employer-friendly than ever and now it’s your opportunity to deliver. Better yet – go beyond simply offering wellness resources to all your clients and incorporate it into a new service model. Since a focus on wellness leads to lower health care costs, improved employee health and morale, and increased productivity, it’s easy for you to justify a fee for these services.

Plus, if you have Broker Briefcase, all the wellness resources you need are at your fingertips. I recommend that you start with the following:

• Monthly Live Well Work Well Newsletter campaign – Month after month, the Live Well, Work Well newsletter is the most popular piece of content in Broker Briefcase. If you have forgotten how to set up a campaign, check out this article.
• Workplace Wellness Roadmap – This reference piece will get you familiar with all of the workplace wellness resources that are available in Broker Briefcase.
• Weight Loss Winner – Employer / Employee Guides: For those employer groups looking for an out-of–the box wellness program, we have everything you need to deliver.

How are you using wellness in your service model today? Are you charging a fee for your wellness program or resources? I’d love to hear from you – leave a comment below or send me an email!