Health and Human Services Secretary Robert F. Kennedy Jr. recently announced a new initiative promoting the use of wearable health trackers, framing them as central to the “Making America Healthy Again” agenda. Smartwatches, smart rings, and other wearable devices have surged in popularity as more people focus on self-improvement. These tools can monitor heart rate, daily activity, steps, and sleep—and in many cases, location data—offering users a snapshot of their overall health.
Health insurers have been quick to embrace the trend. Many now offer perks and rewards programs that encourage policyholders to share data from their wearables in exchange for gift cards, discounts, or lower premiums. UnitedHealthcare, the nation’s largest insurer, launched a program in 2023 that rewards members for tracking daily activity, sleep, and other health-related goals. Surveys show strong consumer interest: a 2015 Parks Associates study found that 35% of smartwatch owners were open to sharing health data for a discount, and a 2022 ValuePenguin poll revealed that nearly 70% of Americans would do the same.
Research suggests these devices can improve employee health, reduce employer healthcare costs, and even enhance workplace safety in high-risk industries. As a result, companies in fields like food processing, hospitality, and manufacturing increasingly encourage their employees to adopt wearable trackers. But while the technology promises benefits, it also raises serious concerns about privacy, equity, and discrimination.
One key issue is the potential misuse of sensitive health data. Fitness trackers can capture information about physical or mental conditions, sometimes revealing more than an employee intends. For instance, AI-enabled wearables can now predict pregnancy with over 90% accuracy and diabetes with more than 80% accuracy. Such insights could expose employees to pregnancy- or disability-related discrimination, despite protections under the Americans with Disabilities Act, which restricts employers from collecting medical information unless directly job-related.
Accuracy is another concern. Studies have shown that wearable devices are often less reliable on darker skin tones. The American College of Cardiology noted in 2022 that heart-rate measurements were less precise for people with darker skin, and a 2024 study found the Apple Watch Series 9 delivered less accurate readings for these users. Combined with existing racial disparities in sleep and activity levels—fueled by structural factors such as neighborhood safety, lack of walkable spaces, and limited social support—wellness programs that tie rewards to activity or sleep data risk disproportionately disadvantaging employees of color.
These inequities extend beyond wellness perks. If employers have access to detailed health data, it could influence hiring, promotions, and performance reviews. Employees flagged as pregnant, disabled, or “less healthy” may be overlooked for opportunities, while those with inaccurate readings due to skin tone or systemic barriers may be unfairly penalized.
Finally, there’s the ever-present risk of data breaches. With health-related cyberattacks on the rise, employees’ most sensitive information could become vulnerable to hackers. Beyond technical risks, widespread use of wearable trackers in the workplace could foster a culture of surveillance, undermining employee trust.
While wearable health technology offers potential for healthier workplaces and reduced costs, the risks—from privacy violations to racial inequities—are significant. Employers and policymakers should move cautiously. The promise of better health outcomes must be carefully weighed against the ethical, legal, and social costs of collecting such deeply personal data.