The Health Insurance Portability and Accountability Act (HIPAA) prohibits group health plans and insurance issuers from discriminating against individuals in regard to eligibility, premiums, or coverage based on factors specific to health status. While plans and issuers vary, it is important to remember that only wellness programs issued as part of a group health plan are subject to the HIPAA nondiscrimination rules. For example, accident plans, stand-alone dental and vision, hospital indemnity, and employee assistance plans are not subject to these rules. Major medical and incorporated dental and vision, in particular, are subject to the nondiscrimination rules. Contact Human Capital to learn more about HIPAA and improving employee benefits while maintaining compliance.