GLP-1s are making headlines, but should they make it into your benefits package?
As demand for GLP-1s grows, HR leaders are feeling the pressure to decide on coverage. Employees want it, but access remains limited. While 79% of HR decision-makers agree that GLP-1 coverage supports employees’ long-term health, only 28% of large organizations (5,000+ employees) currently offer it.
HR leaders are weighing cost, utilization and long-term impact to find the best fit for their workforce. Misconceptions — like whether employees will need the medication for life or if demand will spiral out of control — can cause hesitation, leading employers to miss out on a benefit that could boost workforce health, retention and productivity. By addressing these misconceptions head-on, HR leaders can cut through confusion and confidently assess GLP-1 coverage.
1. “GLP-1s are only for people with severe obesity or diabetes.”
GLP-1s were first approved to treat diabetes in 2005, followed by weight loss in 2014. As these medications gained popularity, a common misconception popped up: that GLP-1 medication is only for those with severe obesity (a BMI ≥40) or diabetes.
However, research shows that even individuals with a BMI ≥30 or a BMI ≥27 with a comorbidity benefit from weight loss — and lower the risk of chronic conditions. “GLP-1 treatment combined with lifestyle intervention is disease prevention,” says Kristin Baier, MD, VP of clinical development at Calibrate, citing its role in lowering the risk of:
Obesity is also more prevalent than many employers realize, Baier adds, with 42.4% of U.S. adults — or two in five employees — affected.
2. “Once you start taking GLP-1s, you can never stop.”
Losing weight is tough, but keeping it off is often even harder, leading many to think GLP-1 medications are a lifelong commitment. That’s not always the case.
Recent data suggests that long-term weight maintenance is possible with the right lifestyle interventions, even after stopping medication. In a real-world example, Calibrate’s program found that over three-quarters of participants felt equipped to sustain their results without ongoing medication, and a subset maintained an average of 22% weight loss a year after cessation.
By tackling the root causes — like sleep and emotional well-being — weight management becomes far more sustainable, says Baier, stressing the importance of intervention beyond medication.
3. “If we offer it, no one will use it.” OR “If we offer it, everyone will use it.”
HR leaders naturally worry about utilization — too little wastes investment, too much drives up costs. To find the right balance, HR leaders must be selective about vendors and partner with one that takes a strategic, cost-conscious approach.
“It’s vital to partner with a vendor with clear eligibility criteria, including comprehensive assessments and clinician-led evaluations, ensuring the right employees get access while keeping costs in check,” says Baier.
Programs with lifestyle interventions also offer added safeguards, and some employees may see significant health improvements even without medication. In fact, Calibrate saw members who only participated in lifestyle interventions achieve an average of 9% weight loss at 12 months.
4. “Weight loss medications are unsafe.”
Though three-fourths of HR decision-makers agree that GLP-1 medications are beneficial for boosting weight loss, controlling blood sugar, improving blood pressure, and lowering the risk of heart disease, some still have concerns about side effects and discontinuation.
Baier stresses that safety and tolerability depend on the right approach. “Just giving someone a prescription and saying, ‘Good luck’ is not the way to go,” she says, highlighting the importance of medical oversight, proper dosing and clinician support.
A comprehensive program helps ensure safety. For example, among 17,475 Calibrate members, only 0.7% developed a contraindication, and just 5% discontinued due to intolerance — demonstrating that, with proper guidance, GLP-1s can be a safe and sustainable option for weight management.
5. “It’s hard to make a business case for offering GLP-1s.”
When you review the data, it’s hard not to see the business case for GLP-1 coverage, especially for organizations struggling with absenteeism or low productivity. “People with obesity often experience higher rates of depression, mood fluctuations, and cognitive challenges, leading them to be less engaged at work, or, in some cases, miss work altogether due to health complications,” explains Baier. “With access to the right weight management tools, employees can lose excess weight safely and regain focus and confidence — ultimately improving their overall performance.”
Offering GLP-1 benefits can lead to:
- Higher retention: 31% of employees would switch jobs to gain GLP-1 coverage — up from 21%.
- Reduced healthcare costs: A quarter of U.S. employers say obesity has the largest impact on healthcare costs. (And it takes more than diet and exercise to drive costs down.)
- Improved talent attraction: Employers increasingly leverage GLP-1 access as a competitive hiring advantage.
- Enhanced productivity: Participants in Calibrate’s comprehensive program saw nearly a 60% boost in energy levels.
Drive healthier outcomes with a holistic approach
What’s not a misconception? GLP-1 medication alone is not enough to support weight management.
Yes, GLP-1 access can lead to happier, healthier employees, but access to medication is just one part of the equation. According to Baier, GLP-1 coverage is safest and most effective when combined with long-term behavior change and lifestyle interventions.
By taking a comprehensive approach to weight management, you can ensure that the right person gets the right medication for the right amount of time — leading to better health outcomes and cost optimization.
See for yourself — schedule a meeting with Calibrate and discover how a holistic approach to weight management can benefit your organization