Emily, Are you planning on leveraging these health assessments to directly or indirectly lower costs? Meaning, is your health provider providing a discounted rate quote if X# or Y% complete a health assessment? Or are you banking on the hope that members being more involved in their wellness will—over time—lead to lower and fewer claims, which would increase your overall annual premium? Do you provide HRA/HSA money? If so you could conditionally incentivize that annual benefit by requiring participation in health assessments. My previous employer used to have “wellness credits.” These were two 30-minute blocks of time weekly any employee could use to work out in the on-site gym while on the clock. Our health provided also gave us a modest “wellness account” we could use for employee wellness activities. From this account we purchased yoga balls employees could use at their desk, had free after work aerobics/Zoomba/yoga classes, and even paid for rounds of golf if the employees walked. However, I’d caution against only using on-site health assessments as a lot of people are sensitive about their health issues and aren’t keen on being weighed and measured in front of their coworkers. So providing a waiver that their doctor can sign saying the employee received their annual (free) physical, would be highly recommended. Please let me know if you have any questions and I hope this helps.