Discover how employers can build scalable, sustainable GLP-1 strategies that balance access, outcomes, and cost control amid changing pricing and utilization trends.
As conversations about lowering GLP‑1 costs continue to dominate the benefits landscape, optimism is growing. Self-pay pricing agreements and the emergence of oral GLP-1 medications are expected to expand access for individuals.
For employers, however, lower prices don’t automatically translate into lower risk. Greater access can drive higher utilization, introduce new cost pressures, and widen visibility gaps. Employer pricing also still doesn’t align with consumer pricing, and rebate structures remain in flux.
That’s why forward‑thinking employers are taking a different approach. Rather than chasing a moving target, they’re focusing on what they can control, including putting guardrails in place to ensure appropriate use, sustainable outcomes, and optimized spend.
The scale problem: Why employer GLP-1 strategies must be built for growth
The number of people using GLP‑1 medications is growing rapidly. With new indications gaining approval, easier ways to take these medications, and more options in the research pipeline, GLP‑1s are quickly becoming mainstream.
That growth brings a new imperative: GLP‑1 strategies must be designed to scale. Programs that struggle to deliver consistent outcomes or cost control today will only become more strained as utilization increases. Employers need approaches that balance access with sustainability.
What a sustainable GLP‑1 cost and benefits strategy looks like
Employers navigating GLP‑1 costs most effectively are building strategies designed to hold up as the landscape evolves. They’re putting the right systems of support in place early and recognizing where GLP‑1 care is headed, not just where it is today.
We recently partnered with a leading software company to combine behavioral support with targeted GLP‑1 access. The result: 93% medication retention, sustained engagement well above benchmarks, significant weight loss, and millions of dollars in projected cost savings. This demonstrates how pairing targeted medication access with behavior change drives both outcomes and cost avoidance.
How this organization improved health while containing costs
- Behavior change + medication. This organization paired GLP‑1s with a comprehensive behavior change program. While GLP‑1s are powerful tools, they don’t replace the need for guidance around nutrition, movement, sleep, stress, and daily habits. People do best when medication is part of a broader approach that helps them build sustainable health behaviors. Employers that invest in this foundation are more likely to see lasting value from medication use.
- Highly engaging experience. Strong engagement translated directly into better outcomes and lower risk. At six months, ongoing program utilization and medication adherence significantly exceeded industry benchmarks, helping reduce future healthcare spend.
- A future‑ready strategy. Meaningful weight loss (5–10%) drove measurable clinical improvements and both short‑ and long‑term cost savings from reduced healthcare spend. In total, the strategy delivered a 4.6x ROI and $2.8M in cost savings.
- A flexible approach. The GLP‑1 landscape isn’t standing still. Prices will change. Evidence will continue to evolve. Workforce needs will shift. Employers like our partner that build flexibility into their strategy from the outset are better positioned than those that lock themselves into rigid designs based on today’s assumptions.
Key questions benefits leaders should ask about their GLP-1 strategy
As employers take a closer look at their own GLP‑1 strategies, here are a few questions that can help determine whether their approach is built for what’s ahead:
- Is proven behavior change foundational to our approach, or an afterthought?
- Are we taking a personalized approach to providing weight-loss medications and wraparound obesity care?
- Where do we have clear visibility into GLP‑1 usage today, and where are the gaps?
- As access expands, do we have the right support in place for effective, sustainable care?
These questions signal a shift in focus. Even with many unknowns, savvy employers are thinking more deliberately about whether their benefits strategy is built to hold up over time.
Building a future-ready GLP-1 strategy for employers
The work ahead is about designing a strategy that holds up as GLP‑1 and obesity care continues to evolve. Employers that plan for change and build the right support around these medications are better positioned to deliver outcomes and contain costs.
If you’re evaluating how access and affordability impact your GLP-1 strategy, feel free to schedule a strategy session with our experienced team. Interested in more insights on GLP-1 and benefits strategies? We’ve previously explored how employers can respond to evolving GLP-1 pricing dynamicsand how to balance access and affordability.
