AARP v. United States Equal Employment Opportunity Commission

AARP Loses Challenge to Workplace Wellness Program Rules

The AARP sued the Equal Employment Opportunity Commission (EEOC) to stop new regulations about workplace wellness programs from taking effect. The advocacy group argued that these rules would allow employers to pressure workers into sharing personal health information by offering incentives or penalties related to participation in company wellness programs. AARP claimed the regulations violated federal law protecting workers' rights.

The court sided with the EEOC and refused to block the new rules, which went into effect on January 1, 2017. The judge found that AARP couldn't prove their legal challenge would likely succeed. This meant employers could continue operating wellness programs under the new federal guidelines.

What This Means for Workers:
This ruling affects how your employer can run workplace wellness programs. Under these regulations, companies can offer incentives (like lower insurance premiums) or impose penalties to encourage participation in health screenings, biometric testing, or wellness activities. While you generally can't be forced to participate, there may be financial consequences for opting out. Workers should carefully review their company's wellness program policies to understand what personal health information they may need to share and what the costs of non-participation might be.