Weight loss benefits are quickly becoming a standard part of employer-sponsored health plans — driven in large part by the rising popularity of GLP-1 medications. But as employers begin to cover drugs like Wegovy and Zepbound, many are realizing that access alone doesn’t guarantee results. The real challenge isn’t just coverage — it’s sustainability, safety, and ROI.
Most members don’t just need a prescription. They need real support. And while many turn to DIY apps hoping for a low-cost alternative, those tools rarely deliver long-term success. Without human guidance, structured behavior change, and clinical oversight, progress stalls — and pharmacy costs grow.
In this article, we’ll break down why DIY weight loss apps fall short, how Embla’s model drives stronger outcomes with less medication, and what employers should consider when evaluating benefits that include GLP-1s.
Why GLP-1 medications need more than access
GLP-1 receptor agonists are among the most effective weight loss medications ever developed. They reduce appetite, regulate blood sugar, and lead to 15–20% weight loss in many users. But their long-term success hinges on what comes with them — or what doesn’t.
A 2021 study published in JAMA found that most patients regain nearly two-thirds of their lost weight within a year of stopping semaglutide, especially when behavioral support is missing. (source)
In another study by AJMC, over 50% of patients on GLP-1s stopped taking the medication within 12 months, citing side effects and lack of support as common reasons. (source)
Medication alone can initiate weight loss. But to sustain it — and eventually taper off — members need a behavioral foundation that DIY apps simply don’t provide.
The limits of DIY apps in weight loss
Self-guided apps have exploded in popularity. But despite slick interfaces and calorie-tracking features, they rarely deliver long-term success. Why?
- They’re not personalized. Most apps provide general advice, not tailored guidance based on a user’s medical history, emotional patterns, or daily barriers.
- They rely on motivation. Logging meals and completing goals requires high self-discipline — something most users struggle to maintain over time.
- They don’t address emotional or psychological drivers. Apps rarely tackle why people overeat (stress, shame, fatigue, boredom), which is crucial for real behavior change.
- No live human support. When setbacks hit, there’s no coach or clinician to help you course-correct or stay accountable.
As a result, users often drop off within weeks. Even those who see initial progress usually struggle to maintain results when motivation dips or life gets busy.
Why Embla’s coaching-first model works better
At Embla, we combine low-dose GLP-1 treatment with high-impact video coaching rooted in Acceptance & Commitment Therapy (ACT). This science-based approach helps people build sustainable routines around food, movement, mindset, and recovery from setbacks.
Here’s how our approach compares to DIY apps:
- Personalization: DIY apps offer generic recommendations. Embla offers tailored plans based on intake, habits, and progress.
- Support: DIY apps have little to no real support. Embla provides weekly 1:1 coaching with ACT-trained professionals.
- Medication strategy: DIY platforms often promote fast dose escalation. Embla starts with the lowest effective dose and only escalates when necessary.
- Behavior change: Apps focus on tracking. Embla focuses on active habit building and mindset tools.
- Tapering and offboarding: Apps rarely help with stopping medication. Embla has a structured plan to help members taper off safely and successfully.
Embla members achieve 16.7% average weight loss at 12 months, using 66% less GLP-1 medication than traditional escalation-based models. 8 in 10 members taper off successfully without regaining weight.
Why employers should care about the difference
Offering GLP-1s as a benefit is no longer optional — it’s expected. But how you offer them matters more than ever.
Programs that rely on medication alone:
- Lead to higher dropout rates and minimal ROI
- Cause side effects that reduce engagement
- Leave members dependent on long-term, high-cost medication
- Provide no visibility into outcomes or usage trends
A coaching-first model:
- Promotes gradual, sustainable behavior change
- Encourages adherence and long-term engagement
- Reduces GLP-1 usage (and pharmacy spend)
- Supports safe tapering off medication
According to the International Foundation of Employee Benefit Plans (IFEBP), GLP-1 coverage can increase plan costs by up to 9% annually if unmanaged. (source)
Embla’s model helps employers meet demand without risking cost overruns.
Key takeaways for benefits leaders
If you’re evaluating weight loss solutions for your team, here’s what to look for:
✅ Is medication use managed through clinical review and lowest effective dose protocols?
✅ Do members get real, weekly support from trained coaches?
✅ Is there an off-ramp to help taper off medication safely?
✅ Can the vendor report on usage, outcomes, and engagement trends?
✅ Does the program actually reduce long-term spend?
If the answer is no to any of the above — it’s probably just another GLP-1 access program, not a sustainable obesity care solution.