Corporate wellness programs are a popular way to encourage healthy habits and regulate healthcare costs. Many of these programs begin with an initial health assessment. But some are concerned that the health assessments violate the Americans with Disabilities Act, since the ADA generally limits when employers can ask employees about their health or require them to undergo an exam. In April, the EEOC provided guidance on how employers can implement wellness programs without violating the ADA. The guidance says that if an employer requests an employee’s health information or asks the employee to undergo an exam, the program must be voluntary. To be voluntary, employers must provide notice describing what information will be collected, what will be done with the information, and how it will be kept confidential. The program must also be reasonably likely to promote health or prevent disease. The rule isn’t final yet. The public can comment on the EEOC’s proposed rule until June 19, 2015.