GLP-1 coverage: a critical factor in talent retention and acquisition
Employer-sponsored coverage of GLP-1 medications is no longer just a healthcare benefit—it’s a decisive factor in attracting and retaining top talent. A new 9amHealth survey highlights how employee expectations around GLP-1 access have shifted, presenting both opportunities and challenges for employers and health plans.
The growing demand for GLP-1s in the workplace
As medications like Ozempic, Wegovy, and Zepbound continue to rise in popularity, more employees see GLP-1 access as a must-have job benefit. According to the 9amHealth survey,
- 54% of Americans are using or want to use a GLP-1 medication—an increase of 6% from last year.
- 73% of employees say GLP-1 coverage is important in deciding whether to take or stay at a job (up from 67%).
- Employer-sponsored coverage has more than doubled, from 30% to 63%.
- 31% of employees without coverage would consider changing jobs to get it (up from 21%).
These figures indicate that for many workers, GLP-1 access now ranks alongside traditional job perks like healthcare coverage, flexible work schedules, and company equity.
Why coverage alone isn’t enough
While the demand for GLP-1 medications is clear, employers and health plans must also consider long-term health outcomes and cost-effectiveness.
“Our survey shows that exercise rates among GLP-1 users are declining, which raises concerns about long-term health outcomes,” said Dr. Avantika Waring, Chief Medical Officer at 9amHealth. “Employers and health plans must look beyond prescriptions and invest in comprehensive weight health solutions—otherwise, they risk paying for the medication without seeing the full health benefits.”
Balancing coverage with ROI
Even with growing employer-sponsored coverage, cost remains a challenge. Employees without GLP-1 coverage are making significant financial sacrifices—59% report cutting back on spending to afford their medications, compared to 30% last year.
At the same time, the obesity drug market is expected to reach $150 billion by 2033, underscoring the importance of strategic employer and health plan approaches. Employers need to evaluate how to structure coverage to balance costs while delivering sustained health improvements.
The risk of compounded GLP-1s
Supply shortages of GLP-1 medications have also led to a different trend: 37% of survey respondents have turned to non-FDA-approved, compounded versions of these drugs. This raises serious concerns about safety, efficacy, and regulatory compliance—factors that employers and health plans need to address when considering coverage options.
A smarter approach to weight health
Obesity impacts more than 100 million U.S. adults, and by 2030, nearly half of the population is projected to be affected. The associated medical costs are significant, ranging from $1,800 to $3,097 higher per year for individuals with obesity compared to those at a healthy weight. Employers and health plans that take a comprehensive approach—integrating GLP-1 access with lifestyle support, behavioral coaching, and metabolic health tracking—can see better health outcomes and cost savings.
Download the full trend report
Download the full 9amHealth Trend Report for a deeper dive into the latest data and employer strategies. Learn how forward-thinking organizations are structuring coverage to attract talent, manage costs, and drive better health outcomes.