28 May 2025
It’s for Your Own Good: Tobacco Surcharges in Health Plans and other Wellness Incentives
A health-contingent program is a program that conditions eligibility for a reward on a participant's ability to meet a standard related to a health factor. For example, a tobacco cessation program can be designed as a health-contingent wellness program. This program offers incentives, such as a premium discount, to a participant to quit smoking. The program must follow HIPAA nondiscrimination rules by promoting health or preventing disease, offering reasonable alternatives, and allowing individuals to qualify for rewards annually. Another example is a premium discount wellness program, where the employer or insurer offers a discount or incentive (e.g., gift cards, vacation days) for employees to participate in healthy lifestyle activities.
Related Content
- Tobacco Surcharge Lawsuits: Considerations for Plan Sponsors
See how a growing number of class action lawsuits have been filed against employer-sponsored self-insured group health plans alleging that tobacco cessation wellness programs violate key provisions of ERISA, particularly its fiduciary rules, and HIPAA’s nondiscrimination provisions. Plan sponsors may consider proactive steps to ensure their tobacco cessation wellness programs comply with legal requirements to mitigate potential litigation risks.
- HIPAA Non-discrimination Notice for Wellness Programs
Recognize nondiscrimination rules that must be taken into account when designing a wellness program. HIPAA generally prohibits a group health plan from discriminating among similarly situated individuals based on their health status but creates an exception for certain wellness programs.
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- Employee Benefits & Executive Compensation Key Legal Developments Tracker (Current)
Stay informed on new developments.- Retirement Plans. DOL releases guidance addressing compliance questions on SECURE 2.0 Act’s required changes to annual funding notices (AFNs) under ERISA Section 101(f). The guidance includes two updated model AFNs. Field Assistance Bulletin 2025-02.
- Health and Welfare Plans. S. Department of Labor published a statement on its website that said DOL, HHS, and U.S. Treasury will not pursue enforcement of the mental health parity final rule issued in September 2024. The rule further implemented federal parity laws that limit how employers can restrict coverage for mental health and substance use disorder treatments compared with physical healthcare, mainly through new written analysis and reporting requirements on plans' limitations. This enforcement relief applies only with respect to those portions of the September 2024 rules that are new in relation to the 2013 final rule. DOL News Release; 89 Fed. Reg. 77586 (Sept. 23, 2024).
- Executive, Incentive, and Equity-Based Compensation. S. DOL’s Wage and Hour Division advised it will cease to enforce the Biden administration’s rule defining the term “independent contractor” under the Fair Labor Standards Act (FLSA) (which aimed to reclassify gig workers as employees rather than independent contractors), instead relying on criteria set forth in a DOL 2008 Fact Sheet.Field Assistance Bulletin No. 2025-1; News Release.
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