Are wellness plans worth it? The short answer: absolutely. But, it's not so cut and dry.

A couple of years ago, we switched from a voluntary incentives-based wellness program to what we currently implement. Back then, although completely voluntary, employees had to participate in a minimum number of wellness objectives to be eligible for the maximum contribution towards their medical premium.

Not surprisingly, participation in our wellness program was relatively high. The issue with linking employee participation in wellness activities with cheaper insurance rates, though, is that you run into things employees can deem “unfair,” i.e., the idea the company is “forcing” physical activity upon its employees in order to catch a monetary break in their insurance.