Employees would take a job if Ozempic was part of their benefits package

The demand for popular weight loss drugs isn't slowing down anytime soon — and offering them in your benefits package could play a key role in recruiting younger generations of employees.  

According to data from KFF, over 12% of Americans have tried these medications and nearly 40% using them solely for weight loss. But as access remains limited — often by cost or insurance coverage — companies are now evaluating how, or whether, to include these drugs in their benefits packages.

"In the last few years, a lot of the conversation around obesity has been on the interest in GLP-1s and their cost," Elina Onitskansky, founder and chief executive of Ilant Health, previously shared with EBN. "We believe that GLP-1s are an important tool to address obesity, but think it's critical to focus the conversation not on a specific treatment, but broadly on the importance of treating obesity in a sustainable way to improve health, longevity and well-being — as well as the bottom line."

Growing demand for GLP-1s as a workplace benefit

A recent survey by wellness solution provider AlynMD found that 65% of Americans want to lose weight, and while exercise and diet remain the dominant tools, a sizable portion of the population is exploring faster and more medically managed solutions. While 82% still turn to traditional methods, 7% report using prescription medications like Ozempic, a number expected to climb as social acceptance grows and public awareness skyrockets.

Despite the buzz, most Americans are still cautious: 66% worry about becoming dependent on the medication, and 70% fear regaining the weight after stopping. Even so, younger generations are embracing the shift — nearly one-third of millennials and Gen Z say GLP-1 drugs would be their preferred weight loss method, and more than 1 in 4 say they'd be more interested in a job if it included access to these medications.

Read more: Benefit managers face booming demand for GLP-1 benefits 

Recognizing the growing interest in GLP-1 medications, some employers are exploring ways to offer them as part of their health and wellness benefits — either directly through insurance or by expanding eligibility for Health Savings Accounts (HSAs) or Flexible Spending Accounts (FSAs). This approach could provide a competitive edge in a tight labor market, especially with younger workers: 39% of millennials and 35% of Gen Z say access to weight loss drugs would improve their job satisfaction or productivity.

Yet the idea remains polarizing. Only 14% of Americans believe insurance should cover weight loss drugs for everyone, the survey found. A larger group supports more limited coverage, only for those with medical conditions like obesity. And many remain undecided, reflecting broader uncertainty around fairness, affordability and long-term outcomes.

Alternative benefits for sustainable weight loss

For employers hesitant to cover prescription weight loss drugs, there are still impactful ways to support employee health and wellness goals. Nutrition stipends or reimbursements for meal kits and grocery delivery can make healthy eating more accessible. On-site or virtual fitness classes is another effective approach, particularly as 60% of Americans say they struggle to find time to exercise; scheduling these classes during the workday or lunch breaks can help employees fit movement into their routines.

Read more: Let's move: How to make fitness a part of the workday 

Mental health and weight loss coaching can address the behavioral side of weight management, supporting long-term success beyond quick fixes. Similarly, app-based health programs that gamify progress, offer habit tracking, and build online communities may resonate with younger employees accustomed to social media-driven wellness trends. 

Employers can also consider implementing incentive-based wellness programs that reward healthy behaviors — such as reaching activity goals or maintaining balanced nutrition — with perks like reduced insurance premiums or bonuses. Taken together, these benefit strategies create a more holistic and inclusive approach to weight management that doesn't rely solely on medical interventions.

"There's no debating that GLP-1 medications have a ton of great proven outcomes for people with diabetes and people with obesity," Kristin Hall, VP of clinical programs and patient experience at apree health, previously told EBN. "But the unit price of these drugs is substantially high in the United States. It's essential for employers to focus on behavior change alongside medication so employees can reach their goals."