As wellness programs continue to increase in popularity as a means to keep health care costs under control, more employers are conducting health risk assessments to better understand their employees’ health risks. This is a logical first step—employers can’t know what health issues to focus on in their wellness program if they don’t have a firm understanding of the health of their employee population. However, employers who conduct risk assessments need to be aware how their process might be constrained by the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA).