By: Taylor Graveline

As GLP-1 medications continue their meteoric rise, transforming the treatment of diabetes and obesity, employers across the country are confronting a new healthcare reality. Once considered a niche therapy, GLP-1s are now projected to become the best-selling drug class globally, fueled by skyrocketing demand, relentless marketing, and growing expectations from employees themselves.

But while employee appetite for GLP-1 access has grown, insurance carriers have adapted more slowly. Many employers now find themselves caught between soaring pharmacy costs and increasing pressure to offer weight management benefits that matter.

“GLP-1s are no longer a ‘nice to have’—they’re becoming a competitive necessity in the workplace,” said Brandon Newman, CEO of Xevant and providers of Ivím at Work, an employer-focused weight management solution that combines personalized clinical oversight with cost control to help companies offer meaningful obesity care without breaking the bank. “Companies that don’t address this now risk falling behind in both recruiting and retaining top talent.”

GLP-1s Are Reshaping the Benefits Conversation

Healthcare costs were already a mounting concern for self-funded employers before GLP-1 medications entered the spotlight. Now, the surge in demand is colliding with shrinking coverage from major carriers, creating an unsustainable financial challenge.

Recent industry data suggests a significant shift in how employees view weight management support. GLP-1 therapies, in particular, have quickly emerged as one of the most desired healthcare benefits, according to recent polling from SHRM. Employees are increasingly willing to consider job changes based on whether these medications are covered, an insight echoed in a recent report from BenefitsPro. The takeaway for employers is clear: traditional wellness programs alone may no longer meet the evolving expectations of today’s workforce.

“Obesity is a biological condition, not necessarily a lifestyle failure,” Newman explained. “Addressing it requires clinical care from a professional, not just wellness apps or gym memberships.”

A New Model for a New Era

Recognizing the urgency, employers are beginning to seek solutions that go beyond piecemeal fixes. Programs like Ivím at Work are emerging to meet that need with a more holistic approach. Rather than simply providing access to medications, Ivím at Work builds a framework around four key pillars:

• Cost: Predictable, sustainable pricing to avoid runaway pharmacy claims.
• Care: Clinical oversight, lifestyle coaching, and proper patient monitoring to improve outcomes.
• Choice: Flexible benefit design that can integrate with existing health plans or operate as a standalone offering.
• Control: Robust reporting tools that give employers insight into program engagement and ROI.

“Employers shouldn’t have to choose between offering GLP-1s and protecting their budgets,” said Newman. “We built our model to help companies balance both responsibly and sustainably.”

This focus on long-term health outcomes and cost management offers a striking contrast to cash-pay clinics or startups focused solely on medication volume.

Build a Competitive Edge Through Comprehensive Employee Care

The broader implications extend beyond immediate cost containment. Offering structured GLP-1 access is increasingly seen as a way to strengthen employer brand and loyalty.

“Weight management benefits that include both care management and access to medication show employees that their company sees them as whole people, not just workers,” Newman said. “It sends a powerful message about the organization’s culture, values, and commitment to their employees’ well-being both in and out of the office.”

With top talent now weighing benefits like GLP-1 coverage alongside salary and flexibility, leading employers are adapting. It’s no longer just about staying competitive—it’s about creating a future-ready workforce.

A Moment of Opportunity

As the healthcare landscape evolves, employers are rethinking balancing rising costs with meaningful, high-impact benefits to retain top talent. For organizations ready to explore a more sustainable approach to obesity care, resources like Xevant’s comprehensive GLP-1 guide for employers can offer a helpful starting point. Looking to take the next step? Consider connecting with a healthcare benefits expert to explore tailored strategies that align with your workforce and goals. In a market where weight management quickly becomes a strategic differentiator, forward-thinking companies have a clear opportunity to lead.

Disclaimer: This article is for informational purposes only and does not constitute medical or professional advice. Employers should consult with healthcare and benefits experts to make informed decisions regarding weight management programs and medication coverage.