For employers: the essentials.
- 01
A wellbeing program should have a clear purpose
Define what employees will be offered, why it is useful and whether participation is voluntary. Explain the difference between wellness education and healthcare. Do not use participation, scores or wearable readings to infer work performance, fitness for employment or a diagnosis.
- 02
Privacy should be explained before enrollment
Tell participants who operates the service, what information is requested and what their employer will receive. Discuss aggregate reporting, minimum reporting groups and protection against identifying an individual through small teams. Confirm the actual contractual controls instead of promising a privacy arrangement that has not been configured.
Review your data choices - 03
Plan practical access and support
Check supported locations, devices, onboarding, accessibility and help for people who do not own a wearable. Agree how account questions and clinical concerns are handled. Health data should use the designated secure service, not HR spreadsheets or a general website enquiry.
Ask the ONU team - 04
Evaluate the pilot responsibly
Choose realistic measures such as adoption, helpfulness and access to resources, and explain their limits. Set a review date, success criteria and the next decision. Do not claim cost savings, fewer illnesses or clinical effectiveness without evidence from an appropriate evaluation.
Find the right way to work together.
