This section is designed to help your organization identify and manage the risks associated with volunteer worksite wellness programs.

Wellness programs do not come without potential legal risks to employers. These legal risks are not insurmountable roadblocks to implementing a voluntary worksite wellness program and should not prevent your organization from developing and implementing such a program. Like any other activities that expose your organization to risk, legal risks can be considered and managed.

For example, development and implementation of wellness programs may require consideration of Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA); privacy laws such as Health Insurance Portability and Accountability Act (HIPAA) and the Minnesota Government Data Practices Act (MGDPA) and Worker’s Compensation, to name a few. As with any other initiative, program or activity your organization considers, different wellness activities will raise different risks and some activities will pose greater legal considerations than others.

The resources below will assist members in managing the potential risks associated with wellness programs and activities.