The variety of Individuals taking weight reduction medication is skyrocketing. In line with a research from the nonprofit FAIR Well being, the proportion of adults prescribed “any kind of GLP-1 drug” elevated from 0.9% in 2019 to 4% by final yr.
The rising recognition can put employers in a bind. Demand is predicted to continue to grow, and the medication are costly. As HR Govt has reported, they will price practically $1,350 per thirty days, per worker. Whereas most companies don’t but cowl GLP-1s, the stress is on. In a survey, greater than two-thirds of Individuals mentioned they’d keep at a job they don’t like if it lined these medication; 20% mentioned they’d take a brand new job to get this sort of protection.
As employers make selections about this protection, it’s essential to keep away from doing so in a vacuum. As promising as these medicines could be, their long-term success relies upon largely on one thing else. A research revealed by The Lancet validated what appears intuitive: Bodily exercise is important for making the outcomes of GLP-1s final.
“The addition of supervised train to weight problems pharmacotherapy appears to enhance wholesome weight upkeep after therapy termination in contrast with therapy termination of weight problems pharmacotherapy alone,” the research discovered. “Physique weight and physique composition have been maintained one yr after termination of supervised train, in distinction to weight regain after termination of therapy with weight problems pharmacotherapy alone.”
The lesson for HR groups is that empowering individuals with a wide selection of choices is essential— not only for repeatedly bettering well being advantages over time, but in addition for the underside line.
My firm, Wellhub, noticed this occur at Aflac. As a self-insured employer, Aflac lined GLP-1s with solely a $25 co-pay, and rapidly discovered itself spending greater than $25 million for lower than 5% of its greater than 12,000 workers.
The corporate definitely didn’t need to skimp on choices for everybody else, and in addition wished to assist that small slice of the workforce maximize the advantages of those medication. So, Aflac labored with us to roll out a free Wellhub plan, offering entry to a wide selection of assets to enhance wellness in quite a few methods, together with health, mindfulness, remedy, diet and sleep.
Fifteen p.c of the corporate enrolled on day one, and 45% have been energetic inside the first yr. Now, Aflac is acknowledged as a pacesetter in creating office wellbeing.
The overwhelming case for ROI
This type of holistic view greater than pays for itself. In our newest annual survey, Return On Wellbeing 2025, we requested greater than 1,500 CEOs throughout 10 world markets about their wellbeing packages. Findings included:
- Greater than 80% reported constructive ROI
- One in three mentioned their return tops 100%
- Just about all (97%) mentioned wellness boosts productiveness
- 73% reported stronger retention
- 67% reported a drop in absenteeism
CEOs instructed us in addition they see engagement and morale enhance as the main target grows on wellbeing, whereas burnout ranges fall. And, considerably, the overwhelming majority (91%) mentioned their healthcare bills dropped. These outcomes present why greater than three-quarters of chief executives mentioned their corporations plan to extend spending on wellbeing packages.
The final word lesson of all that is: Whereas GLP-1 protection creates ongoing prices, complete wellness creates ongoing worth.
Wellness as cultural infrastructure alongside weight reduction medication
In fact, this doesn’t imply that corporations ought to keep away from assist for GLP-1 medicines. It implies that it doesn’t matter what they resolve for that slice of the workforce, a broad wellness program is a should.
This requires not solely equipping group members with entry to assets, but in addition giving them as a lot flexibility as doable to place these assets to make use of whereas additionally getting their work carried out. As HR leaders, we will go a great distance in serving to instill that in our organizations.
Consider it as cultural infrastructure. We are able to set up the mindsets and assist that our individuals want in an effort to reside their greatest lives and ship their greatest work. We are able to attempt to assist everybody really feel extra engaged, glad and productive. That’s not simply nice for workers—it’s nice for enterprise.
