For the first time, the World Health Organization (WHO) has issued guidance on the use of GLP-1s to treat obesity and has called for equitable access to help meet the global need.1 Fortunately, the market is moving in that direction with sweeping price cuts from manufacturers. However, some recent developments are adding to the complexity faced by employers: demand is anticipated to increase and new oral GLP-1 medications for obesity are likely to be approved soon.
These developments also represent an unprecedented opportunity for employers to expand GLP-1 access while responsibly covering and managing costs through strategies such as cost-sharing, direct-to-consumer models, and bundled services. By strategically applying new and creative levers, you can help your employees safely access weight health care and drive more sustainable health outcomes. Long-term weight management translates into positive outcomes at the organizational level, including improved population health, productivity, and retention. The cost savings tied to sustainable weight loss can be significant. Research finds that when individuals with at least one chronic condition are able to lose weight and move from having obesity to overweight, annual healthcare expenses are reduced by 20%.2
With so many news reports about GLP-1s, it’s no surprise that employers have questions about navigating the evolving landscape. First, the oral version of Novo Nordisk’s Wegovy is likely to be approved soon, which is anticipated to create a surge in demand for members who were previously reluctant to take an injectable GLP-1. Prices of the injectable version are already decreasing ahead of a timeline negotiated with the U.S. government.3
Another major brand, Zepbound, will be available at lower cash prices as well, via Eli Lilly’s direct-to-consumer channel.4 As prices drop, demand is projected to increase, and employees will come to their benefits teams with more requests for coverage of these impactful medications. Employers need a strategy to harness the availability of these lower prices in new and innovative ways.
Employers not yet covering GLP-1s are already feeling the squeeze of employee demand and may be hesitant, given the high costs traditionally associated with covering these medications. Even as costs continue to come down, employers are looking for solutions that balance availability and affordability while maximizing health outcomes for their members.
Now is the time to implement a strategy for GLP-1s and weight health that takes advantage of the current market dynamics. Keep in mind that the cost of doing nothing often exceeds the cost of covering medications and implementing a pragmatic approach. To help control costs and maximize your ROI, the evidence points to integrating medication with comprehensive, behavior-focused wraparound care. You’ll want to define adherence support tactics and right-size your strategy to fit your organization’s access goals, including determining the percentage of medication costs that fits your unique budget.
As WeightWatchers adapts to the evolving market, we recently launched WeightWatchers RxFlexFundTM, the first-of-its-kind solution designed to help employers provide access to GLP-1s through responsible prescribing and cost-effective funding. The program combines direct pricing from leading pharmaceutical manufacturers across a wide formulary of authentic GLP-1 medications with flexible employer subsidy coverage, all integrated with our comprehensive clinical weight management and behavioral support.
We’ve secured the best price for you. WW has leveraged strategic collaborations to bring the best value to our clients. With pricing direct from the manufacturer, we’re ensuring ensuring transparent and competitive costs for your members.
“Flex” is right in the name. WW RxFlexFundTM was designed to flex with your goals and needs over time. Employers can contribute a set, flexible subsidy of 25%–75%, which offers budget predictability and helps manage costs.
The key lever is integrated clinical and behavioral support. We’re talking about comprehensive bundled services that include:
For your employees, WW RxFlexFundTM means reduced out-of-pocket costs, safe access to FDA-approved medications, and the support they need to stay engaged, connected, and accountable.
If this feels like a lot, we get it. We’re here to support you and help customize a solution that works for your employees, your business, and your budget. Click here to schedule a time.
If you’d like to hear more about the changes happening in the GLP-1 marketplace, we have a webinar coming up. Add your name to the list for “Navigating the GLP-1 Dilemma: How employers can balance coverage and cost.” Sign up today.