Even the most seasoned and well-adjusted remote workers know the risk: if you’re not careful, working from home can bring your physical activity to a standstill.
Employers know this, too. Increasingly, they are looking for ways to bolster their wellness programs by offering fitness trackers, such as those made by Fitbit, Garmin, and Amazon, to help employees log more movement during the day. Another popular option called Oura makes smart rings that can track sleep, fitness, temperature, and even signs of illness. An Oura dashboard even lets employers view the likelihood of illness across their entire workforce.
Employees who log a certain amount of physical activity can then received insurance discounts through many major health insurance companies, such as UnitedHealth Group, Blue Cross Blue Shield, Cigna, and Aetna. Beneficiaries can get reimbursed for prescription co-pays and other healthcare costs under their deductibles.
But fitness trackers in the workplace, and health surveillance in general, also carry considerable privacy risks. More than 60 million records from Fitbit, Apple, and other companies were compromised in June after a data breach on GetHealth, a third-party group that provides employee fitness incentives. Data breaches of fitness trackers like Strava have revealed personal details such as the name and location of participants, even in anonymized data. Security risks aside, you may not even want to have so many personal details about your employees at your fingertips. After all, constant surveillance won’t exactly put your team at ease.
Before offering fitness trackers to your employees, here are a few things you should keep in mind:
1. Fitness trackers will save you money on premiums, for now.
Workplace fitness tracker programs often offer discounts on insurance premiums if employees meet certain fitness goals. Some employees can earn as much as $1,500 a year they can apply towards their health insurance premiums. Workers can get free or discounted wearables, workout clothing, and even gym equipment. On the employer side, a few studies have shown that fitness trackers can help you save money on premiums. But some companies have reported that their insurance costs have remained the same.
At present, there are no laws or regulations in place to stop insurers from using fitness tracker data to raise premiums. In an article published in The Journal of American Medicine, researchers from the American Medical Association raised concerns that such data could raise insurance premiums for some groups.
“Wearables can collect information on physical activity, calorie intake, blood pressure, and weight. Insurance companies are now using this data for rewards programs, but there are no regulations stopping them from doing the opposite,” wrote the authors.
2. The data your employees share isn’t protected by HIPPA.
Healthcare providers and health insurers are barred from sharing any patient information due to HIPAA, the Health Insurance Portability and Accountability Act. But that ban doesn’t extend to Google, Apple, or any private companies through which employees elect to share their healthcare data. As the Wall Street Journal reports, there’s nothing under HIPAA that would bar third-party companies from analyzing or selling the healthcare data users voluntarily give up.
If you’re looking to adopt fitness-tracker programs, read up on the device-maker’s privacy policies and be prepared to answer questions from employees. You will have the added responsibility of explaining to workers how much access your own company has to their data, and how it’s being used. Workers need to understand that you will not be using data from the fitness trackers against them, and are under no obligation to sign-up for the program.
3. The research on fitness tracker effectiveness is mixed.
For some people, wearing a device that tracks their activity levels is enough of a reason to get off the sofa. But changing health habits permanently requires a lot more effort. One study published in The Lancet from researchers at the Duke-NUS Medical School found that wearing an activity tracker, along with a cash incentive, improved the fitness levels of employees. But after the cash incentive was discontinued after six months, employees didn’t maintain their previous fitness levels. The study also compared employees who wore fitness trackers to those who did not, and found no real difference in the amount of activity performed.
But a number of other studies indicate that fitness trackers do help increase activity levels; either by small or moderate amounts. In one analysis of 28 studies with more than 7,000 participants published in the British Journal of Sports Medicine, researchers found that those with fitness trackers were more physically active than those in groups without. Added features like setting personal goals and text reminders were the most effective in getting people to exercise.
If your company chooses to enroll in a fitness tracker program, keep in mind that you’re unlikely to entice all of your employees to adopt it. If you want to help improve the health of workers you can also try methods like subsidized gym memberships, healthy food choices at work, or reimbursement for fitness equipment. While fitness trackers can certainly play a role in improving health outcomes, they are just one tool. Substantive lifestyle changes, including good nutrition, sleep, and fitness, also are required.