Are Health Risk Assessments Worth It? How HRAs Fit Into Wellness Programs

Health Risk Assessments (HRAs) have long been part of corporate wellness programs, but their value is now under greater scrutiny. With HR departments under pressure to maximize every wellness dollar, the real question isn’t whether HRAs are outdated; it’s whether they’re being used effectively.

Do Health Risk Assessments Deliver Value?

Yes, when implemented as part of a strategic and incentivized wellness plan, HRAs can help reduce long-term healthcare costs, identify chronic condition risks early, and drive healthier employee behavior. The key lies not just in offering HRAs, but in driving participation and using the data to activate meaningful change.

• Studies of broader wellness programs show ROI ranging from $1.50 up to $6 saved per $1 spent, depending on design and uptake.
• Wellness programs have been shown to reduce absenteeism by up to 16 %.
• In one Harvard‑cited case, 57 % of high‑risk participants improved their risk status after intervention, contributing to cost reductions.
• Among large employers (>200 workers), 51 % provide financial incentives for completing HRAs, and 36 % of those incentives are $500 or more.

Why Employees Avoid HRAs (and What You Can Do About It)

Many employees skip HRAs because they don’t perceive a benefit or worry about how their data will be used. Others simply deprioritize it without a tangible reason to complete the assessment.

Employee reluctance stems from several sources:

• Low perceived benefit: Without tangible reward or feedback, completing an HRA seems abstract.
• Trust and privacy concerns: Doubts about how data is used can discourage participation.
• Competing priorities: In busy workdays, an HRA without incentive is deprioritized.

To counter these, the following are essential:

• Incentive clarity: A clearly marketed reward increases motivation.
• Transparency: Clear communication on data usage, privacy, and benefit.
• Seamless experience: Minimal steps, mobile access, reminders, and UX design reduce drop-off.

What Incentives Work Best for HRA Participation?

Incentives significantly boost participation, but not all rewards are equally effective. Here's what typically works:

• Digital gift cards: Flexible, immediate, and trackable. Employees appreciate the freedom of choice.
• Wellness-linked rewards: Tie the reward to a health-related purchase, like fitness gear or healthy groceries.
• Tiered incentives: Offer escalating rewards for completing multiple wellness milestones beyond the HRA.

The Engage2Reward™ Gift Card Ordering Platform streamlines the delivery of digital and physical gift cards, making it easier for employers to scale participation incentives without administrative complexity.

Making HRA Data Actionable

HRAs should not exist in a vacuum. Their full value is realized when linked to broader wellness efforts, such as preventive screenings, lifestyle coaching, or personalized health journeys. For example:

An employee completes an HRA and receives a gift card that can be used for wellness-related purchases. They’re then invited to join a fitness challenge or schedule a preventive screening—both of which offer additional incentives.

This "data + incentive" loop turns information into action, helping to build healthier habits and boost program ROI.

When HRAs Might Not Be the Right Fit

While powerful, HRAs aren’t one-size-fits-all. They may fall short when:

• Trust is low: Without strong data protection messaging, skeptical employees may abstain.
• No downstream pathways exist: When HRA findings don’t lead to next-step options, the effort feels futile.
• Incentives are misaligned: Excessively small rewards or overly complex structures have poor ROI.
• One-size-fits-all approach: Diverse employee segments respond differently—some may prefer non-financial nudges, gamification, or social incentives.

Key Takeaways: Making Every Health Dollar Count

• HRAs are still valuable when integrated into a complete, data-driven wellness program.
• Smart incentives, especially gift cards, drive significantly higher participation.
• Linking HRA completion to personalized wellness actions boosts engagement and ROI.
• Technology platforms like the Engage2Reward Platform simplify incentive delivery and tracking.

Final Thought

HRAs aren’t a waste, they’re a tool. Used strategically, they can create a culture of wellness, reduce long-term costs, and empower employees to take charge of their health. The difference between waste and impact lies in participation—and participation starts with the right incentive. Call our team today to learn how the Engage2Reward Platform can transform your organization's wellness strategies.