Wellness programs encourage employees to adopt or maintain healthy lifestyles - or at least take the first steps toward learning about healthy alternatives. These programs can be a huge help in managing skyrocketing healthcare costs.

Choosing healthier lifestyles can mean reduced incidence of disease. This can allow employers to lower their plan utilization, thus lowering health benefits costs, and in turn, increasing profits. There are additional bottom line benefits too, such as increased productivity, fewer workers' compensation claims, better attendance, and improved morale.

There are several federal and state laws that impact the design of a wellness program. For example, the Americans with Disabilities Act (ADA) requires employers to offer a reasonable accommodation to an employee with a known disability, and it prohibits employers from making medical inquiries or requiring medical examinations (unless job-related and consistent with business necessity).

Employers have a great deal of flexibility in designing wellness programs and should work closely with insurance providers when developing programs that provide financial incentives or benefits through group plans. A carefully designed and implemented wellness program can lead to a happier healthier workforce, and a healthier bottom line.