A genuine wellness program would, for instance, give employees discounts on commercial fitness gym memberships or certain categories of foods, offer compensatory time off for hours worked in excess of 40 in any given week, sponsor moderated team obesity reduction contests,  sponsor smoking cessation support efforts, sponsor athletic clubs and events for employees, give vitamin D reminders throughout the cold, dark winter months, etc.<p>The typical &quot;wellness program&quot; gives you a $X discount over the plan year in exchange for a 3rd-party call center company to collect your health information and nag you to not be so unhealthy over the phone at regular intervals.  They have to tiptoe around ADA and anti-discrimination laws.  The insurance discount is wholly insufficient to pay for any measure that would genuinely impact health.  Given the choice between giving employees a direct $120 a year benefit for gym membership and splitting $50 discount to the employee and $70 expense to a professional call center nag, the group insurer invariably picks the latter.<p>You see, if you just give away the fitness gym membership, there&#x27;s no leverage to make the employee actually <i>go there and work out</i>.<p>My current company invites people to get free blood pressure checks from staff of the local hospital system.  I am not fooled by this.  This is not motivated by concern for my health, but as a means to monitor the blood pressure of employees who already feel they must do so.  The measurement is free, during business hours.  Any intervention that might improve health, such as counseling or medication, has to come from the employee&#x27;s own pocket, on their own time.