The employer’s guide to launching a weight loss program that works

With GLP-1 weight loss medications dominating the headlines and employee interest reaching new highs, employers across the country are asking: how do we introduce weight loss support that works for our people and our plan?

It’s not enough to simply offer access to popular drugs like Wegovy or Zepbound. Without structure, oversight, and behavioral support, these medications become an expensive benefit with short-term results.

This guide will walk you through how to launch a weight loss program that delivers real, sustainable outcomes — without blowing the budget.

Step 1: Understand the landscape

The GLP-1 era has arrived:

Prescriptions have increased over 300% since 2020 (Trilliant Health)
More than half of U.S. adults say they want to try a GLP-1 for weight loss (KFF)
Obesity now affects over 40% of working-age Americans (CDC)

These medications are effective, but expensive: $12,000–$16,000 per person per year.

As an employer, the challenge is managing rising demand and cost without sacrificing outcomes.

You’ll also need to consider:

Equity: Are you making this benefit accessible to a broad range of employees?
Risk: What happens if members experience side effects or fail to achieve results?
Engagement: Will employees understand and trust the program enough to use it?

This is where your plan design — and your vendor — matter most.

Step 2: Define success metrics upfront

Before launching any program, clarify what "success" looks like for your organization. You want measurable, health-aligned, and financially relevant outcomes. Consider:

Clinical outcomes:

Average weight loss at 3, 6, and 12 months
Improvements in metabolic health (if measured)

Medication usage:

Average dose per member
Time on medication
Tapering and offboarding success rates

Engagement metrics:

Member retention at 3, 6, and 12 months
Session attendance or coaching participation

Satisfaction and impact:

Employee satisfaction scores
Testimonials or internal feedback
Change in obesity-related claims (diabetes, MSK, hypertension)

Without metrics, you can’t measure ROI. With them, you can benchmark success — and optimize over time.

Step 3: Choose a coaching-first model

Medication alone often leads to weight regain once treatment ends. The real differentiator is coaching.

At Embla, we pair every member with a dedicated health coach trained in Acceptance & Commitment Therapy (ACT). This coaching helps members:

Navigate emotional eating, stress, and unhelpful thought patterns
Build habits around nutrition, sleep, movement, and mindset
Stay accountable and resilient through plateaus and setbacks
Prepare for life after medication

This is what makes outcomes stick. Coaching-first models don’t just reduce weight — they help employees stay healthy after they stop taking GLP-1s.

Our coaching approach includes:

Weekly 1:1 video sessions
Personalized health planning and habit tracking
Relapse prevention strategies and check-ins post-medication

A recent analysis of Embla participants showed:

16.7% average weight loss over 12 months
8 in 10 members tapering off medication without regaining weight

Step 4: Insist on clinical protocols that reduce cost

One of the biggest cost drivers in GLP-1 prescribing is dose escalation. Many vendors prescribe aggressively, moving members to the highest dose regardless of clinical need. That’s not just expensive — it increases side effects and dropout risk.

Look for a vendor that:

Uses licensed clinicians for all prescribing decisions
Starts members at the lowest effective dose
Escalates only when progress stalls — and behavioral strategies have been tried first
Has a clear offboarding and tapering plan once members meet their goals

At Embla, our lowest-dose-first approach has helped:

Cut GLP-1 usage by 66% compared to traditional programs
Reduce side effects like nausea, fatigue, and GI discomfort
Improve medication adherence and reduce dropout rates

Dose management isn’t just clinical — it’s financial. If you’re paying for GLP-1s, you need a partner who knows how to use them responsibly.

Step 5: Prioritize simplicity and speed

Even the best program won’t succeed if it’s too hard to roll out.

The right partner should:

Launch within 1–2 weeks
Provide plug-and-play materials for HR and employee communication
Handle eligibility, onboarding, and member support from end to end
Offer digital care delivery — no in-person clinics required
Provide aggregate outcome reports to HR or benefits teams

Embla was designed for minimal lift on your side. We run the program, manage the care, and support employees directly — so you can focus on strategic oversight.

Step 6: Communicate it like a benefit, not a product

Your rollout strategy matters. Weight loss is personal, emotional, and often stigmatized — so it’s critical to position your new benefit in a thoughtful, inclusive way.

Communicate:

That this benefit is voluntary, supportive, and confidential
That it’s about whole-person health — not appearance
That employees will receive personalized care and ongoing support

Avoid:

Framing it as a "weight loss challenge" or appearance-based incentive
Mandating participation or suggesting it's a fix for performance

Embla supports launch communications with templates, FAQs, employee webinars, and guidance to help you land the message with sensitivity and clarity.

Step 7: Choose a partner with staying power

Not all GLP-1 vendors are built for long-term care. Many focus on fast prescribing and low-cost access — without thinking about what happens next.

What you need is a partner who:

Has clinical leadership and protocols in place
Measures outcomes and transparently reports them
Has proven results in reducing weight and medication usage
Supports members during and after medication use

At Embla, we were built for sustainable obesity care. That means real coaching, real dose control, and real-world results that employers can stand behind.

Final thoughts: build a program that goes beyond the pill

There’s a reason so many GLP-1 programs fail to deliver long-term ROI: they focus on access, not outcomes.

The most effective weight loss programs combine:

Thoughtful benefit design
Human coaching and behavior change
Clinical dose management
Exit strategies that work
Real reporting, real data, and real accountability

If you’re ready to support your workforce with a solution that’s proven to deliver stronger results, lower medication costs, and long-term engagement — we’re here to help.