While the latest GLP-1 pricing headlines offer hope for individuals looking to access these medications at a lower cost, they raise concerns for employers and payers who must navigate utilization, coverage gaps, and budget implications.
GLP-1 costs may appear more predictable under the the latest most-favored-nation (MFN) pricing deals. However, the ‘$149 a month’ headlines may create a false sense of security, as they likely refer to the starting dose. In reality, out-of-pocket costs for GLP-1 injectables and orals are expected to be around $350 a month or higher depending on the medication and dose.
These headlines don’t necessarily reflect what employers will face in 2026. Employer pricing, rebates, and utilization risk remain outside of the MFN pricing deal. What the MFN deal does signal is that we’re in a strong transitional period, as direct-to-consumer (DTC) options outpace traditional channels. While employer pricing is largely unaffected, this consumer price stability may offer employers some clarity on what 2026 could bring for GLP-1s.
So, this isn’t a time to rush decisions. It’s a moment to take a breath. I encourage you to try one of my favorite exercises from our solution. Then, gather the facts, and put the right resources in place to help you build a smarter, more sustainable GLP-1 strategy for your people and your budget.
What GLP-1 pricing changes really mean for employers
With so much change in the market, there are a few things employers need to pay attention to:
We’re off the GLP-1 pricing roller coaster (for now): After multiple price adjustments throughout 2025, we now have a more stable view of what FDA-approved GLP-1 medications will cost for a while. Out-of-pocket prices will likely hold steady over the next one to two years. This stability gives employers something they haven’t had in a while: the ability to plan. Instead of reacting to every new headline, employers can take a beat to start configuring strategies that balance access, safety, and cost.
Self-pay pathways are growing: Even before this pricing announcement, many employees were choosing to access GLP-1s through direct-to-consumer channels. Now, more manufacturers are setting lower self-pay prices that bypass traditional Pharmacy Benefit Managers (PBMs) and insurance systems. These medication pathways make it increasingly difficult for employers to maintain visibility into GLP-1 use and related risk, progress, or safety for their employees.
Increased accessibility doesn’t have to blow the budget: With GLP-1s more accessible than ever, we’re working with our clients on strategies that balance budget and outcomes. This means providing the right medication at the right dose to the right person at the right time. This level of clinical guidance, coupled with a strong behavior-change foundation, is how smart employers are addressing adherence issues, clinical outcomes, and chronic-condition costs.
A practical playbook for doing this well
As we work with our clients to navigate this new reality, here are four things that will help employers deliver responsible access, measurable results, and long-term cost sustainability.
1. Start with prevention as a reliable cost lever
The best claim is the one that never happens. And the surest way to control long-term costs is through preventive care, including a strong behavior-change program. This lowers chronic disease risk and builds the everyday skills people rely on to stay healthier over time, whether or not they use a GLP-1.
2. Build in clinical oversight
Sound clinical oversight ensures personalized obesity care management supporting safe prescribing, appropriate dose escalation, and timely medication adjustments when needed. This approach helps ensure GLP-1s are used only when clinically appropriate and in the safest, most effective way.
3. Choose a flexible care model that configures to your needs
Every population has their unique challenges, including their GLP-1 needs. Wondr Health helps our clients evaluate different configurations for GLP-1 coverage based on their budget and benefit strategy. Our solutions support both covered and self-pay pathways, offering scalable programs that deliver outcomes. By enabling multiple GLP-1 options, we give our clients flexibility and clear visibility into what’s happening across their population.
4. Use data to guide your benefits strategy
Employers can’t make informed decisions without the right data. They need transparent tracking for engagement, weight, adherence, adverse events, and predictable cost modeling for projected spend. Good data takes the guesswork out of your benefits strategy.
Next steps: Moving forward with clarity instead of urgency
While we’re in this transitional period, my advice is simple: take a breath and choose flexible partners that help your people stay engaged, achieve real progress, and maintain safety and support over time. If you want to explore what this looks like for your population, connect with our Wondr Health team. We’re here to help you confidently navigate the evolving obesity benefits landscape.
