More than half of U.S. adults say they’re interested in using a GLP-1 medication for weight loss. As obesity rates rise — and employee interest grows — employers are feeling the pressure to act. The question is no longer should you offer weight loss support, but how to do it responsibly, affordably, and at scale.

Here’s a step-by-step guide to adding weight loss support to your benefits package in a way that actually works — for your people and your plan.

1. Understand the employee need — and the business impact

Obesity isn’t just a personal issue. It’s a business issue with deep clinical and financial implications.

More than 40% of U.S. adults meet the clinical criteria for obesity, according to the CDC. Obesity is also a leading risk factor for a range of high-cost chronic conditions, including type 2 diabetes, hypertension, musculoskeletal issues, sleep apnea, and depression. These conditions often result in more frequent absences, reduced productivity, and increased medical claims — which quickly adds up for self-funded employers.

The CDC estimates that employers lose an estimated $173 billion each year due to obesity-related medical expenses and productivity losses. In short, when employees struggle with weight, employers feel it in their bottom line.

That’s why adding weight loss support isn’t just about responding to employee interest — it’s a strategic investment in population health and long-term cost control.

2. Avoid one-size-fits-all programs

Many wellness vendors still rely on cookie-cutter solutions: fast access to prescriptions, generic content libraries, and low-touch app experiences. But obesity is a complex, chronic condition — and generic solutions rarely work.

Effective programs take the opposite approach. They:

• Match each member with a dedicated coach who builds trust and provides continuity
• Tailor care plans around each person’s lifestyle, barriers, and motivation
• Combine medication management with real-time human support

Personalized care isn’t just nicer — it’s more effective. Real-world data shows that when individuals feel seen, heard, and supported, they’re more likely to stay engaged, follow through on healthy changes, and reach sustainable outcomes.

3. Prioritize programs with dose control and offboarding

Medications like Wegovy, Zepbound, and Mounjaro are clinically powerful, but financially risky if used without structure. Most GLP-1 medications cost between $12,000 and $16,000 per member annually — and use is growing fast. Trilliant Health reports GLP-1 prescriptions have increased more than 300% in the past two years.

If just 10% of your covered population starts a GLP-1, your annual pharmacy spend could rise 8–9%, according to IFEBP.

That’s why smart employers ask:

• Are we starting at the lowest effective dose?
• Are we escalating only if progress stalls?
• Do we have a clear offboarding plan for when goals are met?

At Embla, we follow a lowest effective dose protocol that holds members steady as long as they’re progressing. We increase only if necessary, and we support tapering when members are ready. This reduces side effects, improves adherence, and enables 8 in 10 members to come off medication without regaining weight — all while cutting medication use by 66% compared to standard protocols.

4. Build in behavior change, not just prescriptions

GLP-1s reduce appetite and improve metabolic control — but they don’t build habits. They don’t teach people how to manage cravings, create structure, or recover from a setback.

Behavior change is what determines whether weight loss sticks.

That’s why at Embla, we lead with coaching. Every member is paired with a dedicated health coach trained in Acceptance & Commitment Therapy (ACT). Together, they work on real-life challenges like emotional eating, planning meals, navigating social pressure, and staying active with limited time.

Our coaching includes:

• Weekly video sessions with the same provider
• A personalized plan for lifestyle and mindset changes
• Long-term support through medication tapering and habit consolidation

This approach leads to stronger outcomes. On average, our members lose 16.7% of their starting weight in 12 months, using significantly less medication. Coaching gives people the skills they need to sustain weight loss — not just chase a number on the scale.

5. Choose a solution built for employers

A great experience for members is important. But so is an efficient experience for your HR and benefits team.

Look for a partner that:

• Can go live within 1–2 weeks
• Handles onboarding, member eligibility, and program education
• Offers real-time clinical support when members have questions
• Provides structured reporting on engagement, outcomes, and medication use
• Integrates seamlessly with your existing benefits infrastructure

Embla was built specifically for self-funded employers. Our turnkey model requires no onsite setup, minimal lift from internal teams, and full-service support for members — all in a digital-first package.

Final thoughts: support that delivers outcomes — not just access

The conversation around GLP-1s is here to stay. But if employers want real ROI from their weight loss benefit, they need more than medication access.

The best programs combine:

• Clinical oversight to reduce unnecessary spend
• Personalized coaching to ensure behavior change
• Tapering plans to avoid long-term dependency
• Transparent reporting to evaluate what’s working

With the right partner, you can help your employees achieve meaningful, sustainable weight loss — while controlling cost and boosting overall health.

Talk to our team to see how Embla helps employers bring world-class weight loss support into their health plan.