The U.S. Equal Employment Opportunity Commission (EEOC) is cracking down on employers who encourage, require, or incentivize their employees to provide private health information as a requirement for participation in the employer-sponsored wellness program. The EEOC’s mission is to keep employers from having access to information that may lead to bias when it comes to hiring decisions (e.g., hiring, firing, promotions, or raises).

Most often, these numbers come from biometric screenings, health assessments, or onsite screenings that are required or encouraged through the hired wellness program. Employers, in conjunction with the wellness program, may use these numbers to divide the employee population into risk categories—or simply to determine whether an employee has reached a specific goal (often rewarded with a financial incentive). With the current EEOC rules in place, how are employers supposed to gauge progress if they’re don’t have access to employees’ baseline health information?

Complete your profile to continue reading and get FREE access to, part of your ALM digital membership.

Your access to unlimited content isn’t changing.
Once you are an ALM digital member, you’ll receive:

  • Critical information including cutting edge post-reform success strategies, access to educational webcasts and videos, resources from industry leaders, and informative Newsletters.
  • Exclusive discounts on ALM, BenefitsPRO magazine and events.
  • Access to other award-winning ALM websites including and

Already have an account?



Join BenefitsPRO

Don’t miss crucial news and insights you need to navigate the shifting employee benefits industry. Join now!

  • Unlimited access to - your roadmap to thriving in a disrupted environment
  • Access to other award-winning ALM websites including and
  • Exclusive discounts on and ALM events.

Already have an account? Sign In Now
Join BenefitsPRO

Copyright © 2023 ALM Global, LLC. All Rights Reserved.