New class of weight-loss drugs may be worth the investment

A new class of increasingly popular weight-loss drugs has become a hot topic of discussion between employers and their brokers or advisers. The FDA's recent approval of Tirzepatide, the active ingredient found in the diabetes drug Mounjaro and newly approved weight-loss drug Zepbound, represents the latest example. 

With the potential health benefits for employees, and as more drugs in this category become developed and approved, employers should strongly consider how — and if — these drugs will be covered in their benefits program. 

The easy answer for employer health insurance programs would be to not cover these medications, but it would be wise to look at the other opportunities that could exist with a different approach.

Read more: From Wellbutrin to Ozempic, prescription prices are on the rise — how to mitigate costs 

Currently, most benefit plans cover drugs in this category for the sole purpose of treating diabetes. The majority of benefits plans do not cover weight-loss drugs due to the cost. On the surface, these weight-loss drugs seem to be a substantial cost, but a carefully designed plan that includes a combination of newly-approved weight-loss prescription drugs, counseling and coaching for lifestyle changes could unlock cost-saving capabilities while supporting those employees who are eager to make a real difference in their lives. 

Consider that just a 10% reduction in total body weight can reduce the risk of many health conditions. They include cardiovascular disease, type 2 diabetes and high blood pressure, helping to reduce long-term medical expenses.

An estimated annual medical cost of obesity in the U.S. shows that it's higher for adults with obesity than those with a healthy weight. Reversing chronic conditions by focusing on healthy lifestyle choices and promoting weight loss could reduce the number of claims made to a program, creating cost savings and avoiding larger healthcare expenses that come from being overweight and obese.

Read more: How this company saved over $5 million with a self-funded health plan

When employers contemplate incorporating weight-loss drugs into their employee benefits plans, it's crucial to assess the sustainability of this initiative. The mere inclusion of these medications is insufficient. Employers must integrate them with counseling, the support of a health coach, and establish a clear objective and end-date for the use of weight-loss drugs to avoid the risk of failure. While these drugs can aid in shedding pounds, they do not inherently instigate lifestyle changes for individuals using them. The success of including weight-loss drugs lies in implementing a comprehensive strategy and plan. Your employer clients also should evaluate whether weight management is a prevalent concern among their workforce before integrating a weight-loss strategy into their benefits plans.

Supporting employees with a benefits plan that includes wellness and weight-loss options can create more than cost savings. Showing support to those interested can improve employee morale and increase employee satisfaction and engagement. A healthier, happier workforce is more likely to participate in social events and enhance professional relationships with co-workers and management.

Read more: It is possible for employers to balance anti-obesity GLP-1s access with costs

Employers have an opportunity to improve the quality of life of their employees. Whether their employees want to be more active, feel great or be around for as long as they can for their children or grandchildren, employers should show their support. 

This could benefit millions of working Americans given that 41.9% of the U.S. population is obese. Employers can help bring this number down. Designing a benefits program that includes weight-loss coaching, guidance and pharmacy options can give employees the support they need to make a difference in their lives and jump-start their journey to better health.

With more weight-loss and healthy lifestyle initiatives being approved yearly in the U.S., it may only be a matter of time before weight-loss drugs and support options become mandated. If there comes a time when employers are required to cover these options, will they be ready to make that change today? It may be in the employer's interest to start thinking about a strategy that fits their business and employees to reduce that risk. 

Solutions for weight-loss support are not one-size-fits-all. Not all companies are the same and every benefits program should be structured to fit accordingly. Some companies could be dealing with high turnover rates that make weight-loss programs difficult to roll out and achieve sustained results over time. It is important to consider your client's employees and what their needs are when addressing the topic of weight-loss pharmaceuticals. 

Could a successful strategy be coupling the weight-loss medication to lifestyle solutions for these members? After reflecting on what a successful strategy may look like, it seems that programs of this type must have protocols in place, with employees partnered with the appropriate professionals to achieve the lasting results that would give them the returns they would be looking for with this type of investment.  Finding the right solution for each business is essential.

The potential to change people's lives is very inviting. Employers should consider this opportunity to support their people to help create a happier, healthier workforce.