Community Discussion: What legal considerations should be taken into account when implementing employee wellness and mental health programs?

Generals Counsel talk about what they should consider before implementing an employee wellness program.

Community Discussion: What legal considerations should be taken into account when implementing employee wellness and mental health programs?

(Author) VP & General Counsel:

Starting a wellness program. What legal aspects should I consider?

General Counsel Responses:

  • Confidentiality is key. Ensure any personal health data collected is handled in compliance with HIPAA and other privacy laws.
  • We had to be careful about not making participation in wellness programs seem mandatory. It's important to avoid any perception of coercion.
  • Look into the ADA (Americans with Disabilities Act) and ensure the program doesn't inadvertently discriminate against any employee.
  • Make sure the program aligns with EEOC guidelines, especially regarding incentives and benefits.
  • We set clear boundaries on what health information HR can access. Protecting employee privacy is crucial.
  • We included mental health coverage in our insurance to avoid legal issues around unequal treatment of physical vs. mental health issues.
  • Creating a culture where participation in wellness programs is encouraged, not forced. It's a delicate balance.
  • We also had to consider state-specific laws, especially for multi-state operations. Each state can have different requirements.
  • For our international offices, we had to tailor programs to fit the legal landscape of each country. It's not a one-size-fits-all solution.
  • Ensuring the wellness vendors we partner with are compliant with all relevant laws was a big part of our process.
  • We emphasized mental health resources without stigma. It's important legally and ethically to create a safe, supportive environment.
  • We made sure the program is inclusive, catering to a diverse workforce. You don't want to overlook any group.
  • Drafting clear policies on how employees can raise concerns about the program and ensuring those concerns are addressed legally and fairly.

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