Wellness & Incentive Design

Review the structure, compliance, and effectiveness of your wellness and incentive programs.

Created by Corry Hull, REBC®, CSFS® for Employer Benefits IQ.

1.How clearly defined are your wellness program goals and how are they tied to measurable health or cost outcomes?

Programs without defined outcomes are difficult to evaluate and often discontinued.

2.How thoroughly have you reviewed your wellness incentive program for HIPAA, ADA, and GINA compliance?

Health-contingent wellness programs have specific HIPAA limits (30% of premium; 50% for tobacco). ADA and GINA add additional constraints.

3.How high is employee participation in your wellness programs and how do you measure engagement?

Participation rates below 20% suggest the program is not reaching the employees who need it most.

4.How equitably accessible are your wellness programs across all employee populations (remote, hourly, part-time)?

Programs that only work for office-based employees create inequitable access.

5.How rigorously do you measure and document the ROI or VOI (value on investment) of your wellness programs?

Documented measurement methodology with at least annual reporting is the benchmark.

This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.