Frakt and Carroll make the case against employer wellness programs:
More rigorous studies tend to find that wellness programs don’t save money and, with few exceptions, do not appreciably improve health. This is often because additional health screenings built into the programs encourage overuse of unnecessary care, pushing spending higher without improving health.
However, this doesn’t mean that employers aren’t right, in a way. Wellness programs can achieve cost savings — for employers — by shifting higher costs of care onto workers. In particular, workers who don’t meet the demands and goals of wellness programs (whether by not participating at all, or by failing to meet benchmarks like a reduction in body mass index) end up paying more. Financial incentives to get healthier sometimes simply become financial penalties on workers who resist participation or who aren’t as fit. Some believe this can be a form of discrimination.
Drum suspected as much:
For the most part, wellness programs are a means to reduce pay for employees who don’t participate, and there are always going to be a fair number of curmudgeons who refuse to participate. Voila! Lower payroll expenses! And the best part is that employers can engage in this cynical behavior while retaining a smug public conviction that they’re just acting for the common good. Bah.