Medications like Wegovy, Zepbound, and Ozempic have completely reshaped the landscape of obesity treatment.

These GLP-1 receptor agonists are highly effective: they reduce appetite, regulate blood sugar, and lead to significant weight loss. Unsurprisingly, demand has surged across the U.S., with employers now facing mounting pressure to cover them — and rethink how they approach obesity care for employers in a sustainable way.

But while these medications work — they’re not magic.

Numerous studies have shown that behavior change and weight loss must go hand-in-hand. Medication alone rarely results in sustained success. When patients stop taking GLP-1s, most regain the weight within months if no lifestyle change has occurred (JAMA).

For self-funded employers, this isn’t just a clinical concern — it’s a financial one. Covering GLP-1s without a behavior change strategy can lead to:

• Long-term drug dependency
• High pharmacy costs
• Minimal ROI on obesity-related claims reduction
• Member dissatisfaction and churn when weight rebounds

What happens when GLP-1s are used alone

Medication-only models, often seen in direct-to-consumer platforms, may offer:

• Fast access to prescriptions
• Minimal clinical oversight
• No structured support or tapering strategy

The result? Short-term weight loss — followed by high rates of dropout, weight regain, and prolonged medication use. This is often referred to as the "GLP-1 trap": employees lose weight quickly, but the underlying behaviors don’t change — so as soon as the medication stops, the weight comes back.

According to the American Journal of Managed Care, up to 68% of GLP-1 users discontinue within 12 months. Yet many continue to incur costs due to re-initiation or ongoing treatment for obesity-related conditions like type 2 diabetes, hypertension, or sleep apnea. (AJMC)

From an employer's perspective, this means high spend with little long-term gain — and no visibility into success metrics.

The coaching-first difference: sustainable outcomes and lower cost

At Embla, we believe GLP-1s should be part of a broader care model — one rooted in behavior change.

That’s why we lead with 1:1, high-quality coaching, supported by clinicians and driven by real human connection. Our coaching model is based on Acceptance & Commitment Therapy (ACT) — a science-backed approach used to change deep-seated patterns around eating, stress, and self-care. This is not wellness advice or general lifestyle coaching. It’s structured, therapeutic work with trained professionals.

At Embla, we’ve developed a smarter model built around sustainable GLP-1 programs — where behavior change is prioritized, and medication supports the process, not defines it. Our coaching-first model ensures long-term outcomes that protect both employee health and employer budgets.

Combined with clinical oversight and our lowest-effective-dose medication philosophy, this approach delivers:

• 16.7% average weight loss in 12 months, based on internal clinical outcomes
• 66% lower GLP-1 medication use, by starting low and escalating only if needed
• 8 in 10 members taper off medication without regaining weight, thanks to sustainable behavior change

These outcomes demonstrate that coaching-based weight loss programs are not only clinically effective but also financially responsible. By starting low and providing structured behavioral support, employers can maximize GLP-1 program ROI without exposing themselves to uncontrolled pharmacy spend.

Why coaching is essential — not optional

GLP-1s suppress appetite — but they don’t:

• Teach someone how to manage stress without turning to food
• Help them build healthy habits around movement, sleep, or meal planning
• Address body image, motivation, or emotional eating triggers
• Create long-term accountability after the medication ends

That’s where coaching comes in.

Embla coaches work with members to:

• Set achievable goals and build consistency in daily behaviors
• Identify and defuse unhelpful thoughts and food-related coping patterns
• Prepare for plateaus and relapses — and navigate through them
• Develop the confidence and skills to maintain weight loss for life

Real-world outcomes: what employers should expect

Employers implementing coaching-first models like Embla’s can expect:

• Improved medication efficiency — members use lower doses and taper sooner, which reduces total drug spend
• Higher engagement and adherence — weekly video coaching drives strong retention and satisfaction
• Lower long-term costs — less reliance on high-cost GLP-1s, fewer comorbidities, and healthier employee populations
• Transparent reporting — dashboards that track individual and population-level outcomes, including weight loss, medication usage, and program ROI

We’ve worked with employers where 80–85% of members stay engaged for 6+ months, and more than half continue engaging after medication has ended — because they’ve built a trusted relationship with their coach.

Summary: a smarter model for sustainable weight loss

GLP-1s have changed the game — but they’re just one tool.

Without behavior change, weight comes back. With coaching, members build the psychological skills and lifestyle foundations needed to lose weight — and keep it off.

If your organization is serious about offering obesity care that improves health and controls cost, it’s time to think beyond the pill. Coaching-first programs help members succeed with — and eventually without — medication.

Reach out to us to learn how Embla can help you offer more affordable and effective GLP-1 coverage.