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Workplace Wellness Lab delivers leading insights, ideas and information on wellness, health management, and healthy living.

Our goal is simple: Workplace Wellness Lab provides regular and better information as an important path to create healthy individual outcomes, while helping change health care in America.

By connecting the audiences that matter – consultants, corporate executives, policymakers, thought leaders, journalists, customers, and more – we establish a positive, substantive, and influential voice within the wellness industry that makes the case that:

    • Left unchecked, current trends in health spend and outcomes are unsustainable.
    • Given that half the healthcare dollars in this country are incurred by employers, well-executed preventive care health management programs in the worksite are clearly enduring and valuable, helping drive improved workplace environments and individual outcomes.
    • Industry coherence around private sector innovation to drive effective health management programs is economically vital, given what’s possible in a spend category that is arguably one of the greatest challenges in America today.

Workplace Wellness Lab comes at this challenge principally from the employer point of view: What are the credible and demonstrated best practices in preventive care to structure programs that have an enduring impact? How can the impact be made explicit, as something that is both the right thing to do and a proactive business initiative that lowers the cost of care, as experienced by both employers and employees?

And Workplace Wellness Lab goes beyond the workplace. It’s a robust platform filled with ideas and insights from those that influence how employers think about this opportunity: research organizations, non-profits, think tanks and more.

From an editorial point of view, great ideas can come from anywhere. With that philosophy in mind, we will combine our own original content with other content across the web. We organize the content, with a view to making it as simple and useful as possible.

All content will be sourced. If we found it somewhere, we’ll tell you where we got — and how to get to that site yourself.

We also welcome your comments — criticisms, ideas, and, yes, we take compliments, too! Have a thought of what you’d like to see — or see something you think others should know — drop us a line.

Thanks for visiting – and please come back again!

Transparency is extremely important to us, so we are letting you know that we may receive a commission on some of links you click on from this page. See our disclaimer.

Former Sen. Evan Bayh (D-IN) writes in The Hill that wellness programs are working.

“For many years, U.S. corporations have sponsored wellness programs to incentivize employees to live healthier lives. These programs are the very definition of a ‘win-win' situation: employers get more productive employees and lower health care costs, while employees have the opportunity to improve their health and the health of their families. At the same time, our nation is also a ‘winner,' as these programs lower the overall costs of our health care system.”

“Recently, however, the U.S. Equal Employment Opportunity Commission (EEOC) proposed a series of rules to further govern corporate wellness programs. Fearing discrimination and potential violations of the American with Disabilities Act, the EEOC issued these rules with what I’m sure are the best of intentions. And, for the most part, their rules do help reinforce many protections currently in place under the ACA. However, it is important that the EEOC does not add any further restrictions beyond what they have already outlined—and that they clarify a few points.”

“I worry that the new rules from the EEOC—at least without further clarification regarding incentive limits and reporting guidelines—could unintentionally limit wellness programs’ effectiveness. The EEOC needs to ensure that their rules would not infringe on the current 30 percent incentive for such programs in order to keep these programs as a viable option for employers. Instead of promoting wellness programs to the fullest extent, the EEOC’s rules could derail years of progress made by employers, employees, and governments nationwide.”

“Employee health is not a zero-sum issue—corporate wellness programs can help employers save money in health care costs while also helping employees live happier, healthier lives. In fact, these programs are part of a growing, and positive, trend towards preventative medicine in our country. As a nation, we should be encouraging these programs, not undermining them.”

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