The changes go into effect January 1, 2019, however employers should begin reviewing their current wellness plans now as the EEOC anticipates that companies will need at least six months to make the necessary adjustments.
According to JDSupra:
The provisions currently allow employers to ask questions relating to medical history of employees and employees’ spouses, and potentially require employees to undergo medical exams to participate in the program. The rules also allow employers to provide limited incentives to employees who choose to participate. Under the current regulations, incentives are capped at thirty percent of the total cost for self-only coverage for employees who are enrolled in a wellness program, but alternatively allow a penalty of up to thirty percent for those who refuse to participate in the program.
For more on these changes, please click here.
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