National survey findings suggest that employers must consider much more than just coverage of medication to achieve successful, sustainable weight loss benefits design. The right strategy integrates clinical guidance, behavioral health support and ongoing monitoring and outcomes measurement.
It’s no secret that employers are playing catch-up when it comes to the rapidly evolving GLP-1 market. Most strategies today are still reactive and fragmented, with fewer than 20% of large employers consistently covering these drugs for weight loss. But new data from Wondr Health and The Harris Poll confirms what employees truly want.
The impact associated with costs, utilization and long-term management are now priority concerns for benefits leaders, especially since data suggests employee expectations are rising. In fact, some employees are beginning to factor GLP-1 coverage into job decisions and expressing willingness to switch employers for better benefits.
It’s time for employers to take a step back and consider thoughtful benefits design that helps employees manage weight loss for the long term without breaking the company bank. And sustainable strategies will consider much more than just coverage of medications, which is exactly what a new data from Wondr Health and The Harris Poll suggests employees are looking for.
What do employees want from GLP-1 benefits?
The Harris Poll surveyed more than 2,000 U.S. adults on behalf of Wondr Health, identifying several factors shaping how Americans approach weight-loss medications:
- 65% of employed adults say they would be more likely to use a GLP-1 medication for weight loss if their employer covered at least part of the cost.
- 56% of employed adults say they would be more likely to pay out of pocket for a GLP-1 medication for weight loss if their employer offered a behavioral support program to help manage weight loss.
- 63% of employed adults say they would be willing to take a GLP-1 long-term if it helped reduce or eliminate other medications used to manage chronic conditions.
Among employed Americans ages 35 to 44, one of the largest segments of the workforce, the results in each category were even higher:
- 75% would be more likely to use a GLP-1 medication for weight loss if their employer covered at least part of the cost
- 69% would be more likely to pay out of pocket for a GLP-1 medication for weight loss if their employer offered a behavioral support program to help manage weight loss
- 73% would be willing to take a GLP-1 long-term if it helped reduce or eliminate other medications used to manage chronic conditions
How do social perceptions factor into GLP-1 use?
Employer benefits design is critical to maximizing the opportunities of GLP-1 use, but survey results also suggest social stigma can influence whether people feel comfortable using them for weight loss.
- Nearly half (49%) of Americans say they would be more comfortable using GLP-1 medications for weight loss if treatments were more widely accepted by society.
- More men (53%) than women (45%) say social acceptance is a factor in their comfort with GLP-1 use for weight loss.
- Mid-career employed adults ages 35-44 (72%) are more likely than their younger and older counterparts (62% ages 18-34 and 44% ages 45+) to be impacted by social stigma for GLP-1 use for weight loss.
- Higher-income Americans appear more sensitive to social perceptions around GLP-1 use for weight loss. Those with an annual household income of $100k+ are more likely than those with an annual household income of less than $75k to say broader societal acceptance would increase their comfort using GLP-1 medications for weight loss (54% vs. 43%).
How can employers succeed with GLP-1 coverage and benefits?
Impactful GLP-1 benefits programs recognize that obesity care is complex and highly personal at a foundational level. Industry realities point to discontinuation rates for GLP-1s within the range of 40–50% within the first year, often leading to regained weight and lost metabolic health benefits as well as higher costs for employers.
A sizable and growing body of industry evidence emphasizes the importance of individualized, comprehensive approaches that combine nutrition, physical activity and behavioral support. When benefits design recognizes how these therapies address the biological drivers of obesity, employers can help reduce stigma, support more informed health decisions and expand access to flexible care options.
How Wondr Health can help employers succeed with GLP-1 benefits design
At Wondr Health, we have designed an integrated, personalized approach to obesity care that combines clinical guidance, behavioral health support and continuous outcomes measurement. We pair evidence-based lifestyle intervention with clinician-informed protocols, helping employees build sustainable habits related to nutrition, movement and mindset.
Ongoing monitoring and outcomes tracking, such as weight, engagement and metabolic health indicators, give benefits managers visibility into real-time insights, allowing ongoing assessment of program performance and opportunities to tweak and adjust as needed. This combination of clinical oversight, behavioral coaching and measurable outcomes lays a sustainable foundation for success, leading to healthier, more satisfied employees and translating into stronger ROI for employers associated with improved productivity, reduced absenteeism and lower long-term healthcare costs.
