Humana says Go365 can be tailored to each company, so the real question is who does the tailoring and whether Humana still offers it.
Humana says Go365 can be customized to each company’s needs. Customization is a design process, and it depends on Humana still offering the employer version to your group.
Humana Is Exiting Employer Group Medical
Humana has announced it is exiting its employer group commercial medical business, including the wellness and rewards programs tied to it. Treat this page as background on how Go365 works, and confirm with Humana whether any program is open to a specific group before relying on it.
What the program is and what members do.
What Humana says about customization
Humana’s workplace page says Go365 has the capability to customize its experience for each company’s individual needs, and that Humana can help find a fit for employees. The page describes it as suited to companies of any size. It does not list what can be changed, such as branding, activities, reward levels or reporting.
Where employees use it
Humana says the program fits employees’ lifestyles, with access on smartphones, tablets or desktop computers. For an employer with field staff, shift workers or remote employees, device flexibility matters more than a worksite kiosk. Humana does not publish adoption data by device or workforce type.
What employers have said
Humana’s page includes employer quotations. A city government employee services representative said the program brought departments together, created friendly competition and developed walking groups and fitness programs. A school system benefits executive said it gives feedback, education and goal setting. These are testimonials chosen by Humana, not measured results.
Eligibility, funding and plan design.
Who can use it
Humana presents the program as available to companies of any size, which suggests tailoring is not limited to large employers. The limiting factor is availability, since Humana announced in 2023 that it was exiting employer group commercial medical and the associated wellness and rewards programs. Check your group’s status.
How it is sold
Humana does not publish on the workplace page how customization is scoped or priced. Expect a design conversation with Humana, a statement of what is included and a written reward budget. Do not rely on a verbal description, and compare terms to alternatives before signing.
Where it fits
Customization fits an employer with a clear culture, a defined health risk profile and someone internal to run the program. Without an internal owner, a flexible platform tends to sit unused. The testimonials Humana shows come from large public employers with organized departments, so test whether your group resembles them.
What to settle before relying on it.
Who designs the program and who runs it?
Ask Humana who configures the experience, how often it changes, and what the employer must do each year. Customization that requires heavy employer effort is a cost even if no fee is charged. Decide who on your team owns it before you commit.
What can and cannot be changed?
Ask for a written list of what is adjustable: activities, reward amounts, eligibility, spouse participation, communications and reporting. Reward design tied to health outcomes falls under HIPAA and ACA wellness rules and can raise ADA and GINA questions, so have employment counsel review it.
Is the testimonial group like ours?
The employers quoted on Humana’s page are large public employers. Ask for references from groups of your size and industry, and ask what participation rate they reached. Participation is the number that determines whether any reward budget pays off, so ask for it by name.
Common questions about this program.
Can Go365 be customized for a small employer?
Humana says the customizable experience is available to companies of any size. Humana also left employer group commercial medical, so confirm with Humana what it can offer your group today.
Does Humana publish Go365 participation results?
Not on the workplace page we reviewed. It includes testimonials from employers, which are opinions, not measured results. Ask Humana for participation data in writing.
What should be in writing before we customize?
Get the scope of customization, the reward budget and who funds it, the reporting you will receive and the term of the arrangement. Have counsel review any incentive tied to health outcomes.
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.
Where these details come from.
This page summarizes what Humana publishes. Programs change, so confirm current details with the carrier before relying on them.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program: cost, plan performance, risk and administration.
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