Enterprise HealthGINAGenetic Information Nondiscrimination Act
The federal law that prohibits the use of genetic information in employment and health-coverage decisions.
Key facts
- Bars use of genetic information in employment and health-coverage decisions.
- Includes family medical history within 'genetic information.'
- Shapes how wellness and HRA questionnaires are worded and stored.
What it means
GINA bars employers and health plans from requesting, requiring or using genetic information — including family medical history — to make employment or coverage decisions. It shapes how health risk assessments and wellness questionnaires are worded and how that data is segregated within an employee-health record.
Frequently asked
What counts as genetic information under GINA?
Genetic test results and family medical history. Employers and health plans may not request, require or use it to make employment or coverage decisions.
How does GINA affect wellness programs?
Wellness and health-risk-assessment questionnaires must avoid prohibited family-history questions or handle them within GINA's narrow exceptions, and the data must be segregated. It directly influences how those tools are designed.
Make compliance a by-product, not a project.
See how Enterprise Health automates OSHA recordkeeping, surveillance and reporting inside one system.