Reward Your Health lets the employer design the incentive, which also makes the employer responsible for getting it right.
HAP describes Reward Your Health as its next generation of employee well-being, with incentives for health behavior changes and biometric improvements. The employer customizes the design.
What the program is and what members do.
What the program is
HAP says Reward Your Health provides incentives that drive health behavior changes and biometric improvements. It is an incentive layer, in contrast to iStrive, which is the platform employees use to track activity and take a health assessment. HAP’s page does not publish reward amounts or a sample design.
What the employer can customize
HAP says the employer sets eligibility, including whether employees only or employees and their covered spouses can take part. The employer also sets timelines, incentives and requirements. HAP directs employers to their representative for details, so the design is built with the carrier rather than chosen from a fixed menu.
What members do
HAP’s page does not describe the member steps in detail. Because the program targets behavior changes and biometric improvements, members would be expected to take part in activities and, depending on the design, reach biometric goals. Ask HAP for the member-facing materials of a live design before judging the experience.
Eligibility, funding and plan design.
Who can use it
HAP offers Reward Your Health to employers and notes on its employer resources page that customers get access to it. The page does not say which group sizes or funding types qualify. Eligibility varies by plan and funding, so confirm that a fully insured or self-funded group of your size can use it.
How it is funded or sold
HAP does not publish pricing, who pays for rewards or whether the program is included or a buy-up. That is the single most important detail to obtain. The reward money may come from the carrier, the plan design or the employer budget, and the answer changes the annual cost of the program.
Where it fits in a plan design
Incentives sit on top of the benefit, often as a contribution credit, a cash reward or a plan-design reward. Reward Your Health can pair with iStrive, the quarterly challenges and the consultant’s incentive design support. It is most useful where the employer has a clear goal, such as screening participation or tobacco cessation.
What to settle before relying on it.
Is the reward tied to a health outcome?
Incentives tied to health outcomes fall under HIPAA and ACA wellness rules, and programs that collect health data or involve spouses can raise ADA and GINA questions. We would have employment counsel review the final design, including any alternative path for employees who cannot meet a biometric target.
Who pays for the incentive?
Get in writing whether HAP funds any reward, whether the employer funds all of it and whether there are fees to administer it. Then model the cost at realistic participation. A generous reward with high engagement can cost more than the employer expected.
Should spouses be eligible?
HAP lets the employer decide whether covered spouses take part. Including spouses widens the reach and the cost, and it adds compliance considerations around health data. Ask HAP how spouse data is handled and what the employer would see, then decide with counsel.
Common questions about this program.
Does Reward Your Health lower our premium?
HAP does not say that it does. Michigan law (MCL 500.3426) lets insurers offer premium rebates for employer wellness programs that show results, capped at 30%, or 50% for tobacco cessation. Ask HAP whether any rebate applies to this program.
Is Reward Your Health subject to wellness rules?
Incentives tied to health outcomes fall under HIPAA and ACA wellness rules and may raise ADA and GINA questions. Have employment counsel review the design before launch.
Can we reward employees and spouses?
HAP says the employer can choose employees only or employees and covered spouses. The choice affects cost and compliance, so it should be settled with HAP and counsel.
Programs and vendors named on this page
Official pages for the services mentioned above. Availability, cost and eligibility vary by plan and employer group, so confirm what applies to your group with the carrier.
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