GLP-1 medications like Wegovy, Zepbound, and Ozempic are rapidly transforming obesity care. They’re clinically effective, widely discussed in the media, and increasingly in demand by employees — especially in employer-sponsored health plans.
But there’s a catch: these drugs come with a steep price tag. On average, GLP-1s cost $12,000–$16,000 per person, per year. That number quickly adds up when even a small percentage of your workforce is eligible.
One recent estimate from the International Foundation of Employee Benefit Plans suggests that offering broad GLP-1 coverage could increase employer health plan costs by up to 9% annually, depending on uptake and plan design. And unlike high-cost conditions like cancer, obesity can affect 30–40% of the working-age population — making it a broad and growing financial risk.
If you’re a self-funded employer or plan advisor, the question isn’t whether to offer access — it’s how to do it responsibly.
The problem: high-dose, open-access models burn budgets
Many GLP-1 programs (especially direct-to-consumer platforms) focus on:
- Quick access and high-dose prescriptions
- Minimal coaching or follow-up
- Medication as the primary (or only) weight loss strategy
That model may deliver fast results, but it also leads to:
- High pharmacy costs from automatic dose escalation
- Increased dropout rates due to side effects and lack of support
- Weight regain when members stop taking medication without a tapering plan
- No long-term behavior change, making members dependent on GLP-1s indefinitely
- No visibility for employers into medication usage, outcomes, or ROI
These programs often treat GLP-1s like a standalone solution — and that approach simply isn’t sustainable in a self-funded environment.
The solution: low-dose GLP-1s + structured coaching
At Embla, we’ve developed a smarter, more sustainable model that puts behavior change first and medication in its proper role — as a temporary support, not a lifelong prescription.
Our approach includes:
- Starting members at the lowest effective GLP-1 dose, not the maximum
- Keeping members at that dose for as long as possible, because our data shows high doses are not needed for meaningful results
- Weekly 1:1 video coaching with licensed health professionals trained in Acceptance & Commitment Therapy (ACT)
- Medication escalation only if progress stalls and all other strategies have been exhausted
- A structured offboarding and tapering plan once members reach their goals
- Full transparency for employers, including aggregate data on medication dosage, tapering, engagement, and weight loss
This model works. Across thousands of members, we’ve seen:
- 16.7% average weight loss at 12 months
- 66% lower average GLP-1 dose usage compared to traditional programs
- 8 in 10 members successfully taper off without regaining weight
- Improved energy, mobility, and quality of life across tracked populations
- Reduced risk of downstream comorbidities, including type 2 diabetes and hypertension
5 key strategies for cost-effective GLP-1 coverage
Here’s what we recommend for employers that want to offer GLP-1s without blowing their budget:
1. Use a coaching-first model
GLP-1s are not magic pills. Members need psychological support, habit change, and help managing setbacks — especially when side effects hit or motivation drops. Coaching reduces dropout risk and improves long-term results. ACT-based coaching, in particular, helps members work with urges, thoughts, and emotions that drive unhelpful eating patterns.
2. Start low and monitor closely
Most members don’t need the highest dose to succeed. We start with the lowest effective dose and hold steady until progress plateaus. This not only lowers medication costs, but also minimizes side effects like nausea, fatigue, and digestive discomfort that often lead to dropout.
3. Require clinical oversight
GLP-1s aren’t vitamins — they require regular clinical supervision. Ensure your program includes physician-led protocols, clear criteria for dose changes, and safety monitoring. Embla’s medical team reviews each case and works closely with coaches to keep care personalized and safe.
4. Build in offboarding support
One of the biggest drivers of waste is indefinite GLP-1 use. Without coaching and an off-ramp, members are likely to stay on medication far longer than necessary. At Embla, we guide 8 in 10 members off medication without regaining weight — because they’ve built habits and mindset tools that last.
5. Track outcomes and ROI
If you can’t measure it, you can’t manage it. Employers need visibility into who’s progressing, who’s tapering, how much medication is being used, and whether weight loss is sustained. Embla provides quarterly reports with outcome trends, engagement metrics, and medication insights — so you can justify spend and optimize your benefit strategy.
Final thoughts
Offering GLP-1s doesn’t have to mean sacrificing your budget. With the right program design — one that combines clinical oversight, coaching, and a clear tapering strategy — employers can meet employee demand and manage long-term spend.
At Embla, we help employers do exactly that. Our program is:
- 100% digital and turnkey (go live in 1–2 weeks)
- Built around low-dose medication + high-impact coaching
- Designed to deliver sustainable weight loss — without medication dependence
- Proven to reduce GLP-1 spend by up to 66% per member
If you’re ready to offer GLP-1s without blowing your budget — let’s talk.