Now that GLP-1 receptor agonists such as Ozempic, a semaglutide, have proven to be an effective treatment for obesity and diabetes, the pharmaceutical drug has become increasingly popular as a weight loss solution. As a result, more pharmaceutical companies are venturing into developing GLP-1s and the market will inevitably reach beyond Ozempic and other direct pharmacy products. This presents employees, especially those who continually struggle with dieting, with more options for health and wellness — and it may compel employers to consider including GLP-1s in insurance benefit plans.

As GLP-1s are expensive and often taken for reasons of vanity vs the intended purpose of managing diabetes and obesity, it's important that you, as a business leader, carefully contemplate how to leverage GLP-1s to serve your employee population best.

Factors to consider:

Clinical Effectiveness: GLP-1 receptor agonists like liraglutide and semaglutide have demonstrated effectiveness in managing type 2 diabetes and obesity. Their inclusion can lead to improved health outcomes for those with these and other chronic conditions.

Cost-Benefit Analysis: While GLP-1s can potentially lower overall healthcare costs by preventing complications related to diabetes and obesity, it is costly and can result in higher premiums for all plans, affecting the employee benefits budget.

Market Demand: If many employees have conditions treatable with GLP-1s, offering these medications in insurance plans could boost employee satisfaction and productivity.Competitive Advantage: Comprehensive insurance coverage, including GLP-1s, can help companies attract and retain talent, fostering loyalty and job satisfaction.

Health Equity: GLP-1s inclusion promotes health equity by providing all employees access to effective treatments, regardless of income.

Utilization Concerns: Overuse or misuse of these medications might lead to higher costs without proportional health benefits. Effective use of GLP-1s may necessitate additional oversight.

Limited Evidence: While GLP-1s are effective, their long-term effects and cost-effectiveness in a larger population are under investigation.

Should you decide to move forward with including GLP-1s in your benefits plans, remember that it takes a holistic approach, including primary and preventative care, to make long-lasting health improvements that keep healthcare costs low for employers and employees.

Approach & Implementation:

* Tailored Plans: Companies may choose to include GLP-1s for employees with specific health conditions, rather than offering them to everyone. This could significantly impact plan/premium costs for both the employer and employee.

* Education and Support: Providing education and support for employees using GLP-1s can help maximize their benefits and minimize misuse.
Keeping up with changing market offerings, updated clinical information, and employee feedback on their health and well-being must be ongoing to be effective.

*Partnerships with Healthcare Providers: Collaborating with healthcare providers can ensure the appropriate use and monitoring of GLP-1s, enhancing their effectiveness and cost-efficiency.

GLP-1s can be an essential tool for employees who are struggling with obesity or trying to manage diabetes. As a healthcare consultant, I have expert knowledge of the risks and rewards associated with providing GLP-1s and can explain the boundaries you need to set up to protect yourself, your employees, and your business. Schedule a call today so I can help you make the right decision for your company.

To learn more about why paying more for a service or procedure doesn’t always equate to higher quality care and better understand how a self-funded program can benefit you, download The Healthcare Paradox today.