A Better Way to Think About GLP-1 Strategy

For many employers, the weight-management GLP-1 question used to feel simple. Do we cover these drugs or not? Today, it is more complicated than that. Costs are rising. Options are growing. HR teams are being asked to make decisions they can explain to leaders and employees alike. Business Group on Health says 67% of surveyed employers currently cover GLP-1s for weight management, but only 72% of those employers say they are likely to continue that coverage in 2027. The same survey found that nearly 8 in 10 employers say GLP-1s are increasing health care costs, and 87% expect oral GLP-1s to drive higher demand overall.¹

That pressure is real. So is the demand. People now have more ways to get GLP-1 care. CMS says eligible Medicare Part D beneficiaries can now access certain GLP-1 medicines for $50 a month through December 31, 2027.² Amazon says its GLP-1 program combines primary care, virtual care, and pharmacy support.³ Amazon also highlighted several payment and delivery options for oral Ozempic, a type 2 diabetes medication. The company listed prices as low as $25 a month for eligible patients with insurance or $149 through a cash-pay option using manufacturer-sponsored savings. At the time of the announcement, Same-Day Delivery was available in nearly 3,000 cities and towns.⁴

For many employees, more access may feel simpler. In the moment when a medication is hard to afford or hard to find, a clearer path can matter. But for employers, more access paths also mean more moving parts. A change in plan coverage does not always end the need. It may shift where people go for care, what support they receive, and what remains visible in the plan’s claims and reporting. That matters because a plan may lower visible spending and still have less insight into the care and support members receive.

That is why this conversation works best when it starts with a few practical questions. Who may need this care? What support comes with the medication? What can the plan still see if a member uses retail, telehealth, or cash-pay options? How will side effects, follow-up care, and long-term use be managed? Omada’s work with Lilly Employer Connect points in the same direction. More access models are beginning to pair medication with prescribing support, coaching, and ongoing care rather than offering the drug alone. ⁵

A better GLP-1 strategy does not have to be all or nothing. For some employers, it may mean tighter criteria and stronger support. For others, it may mean looking more closely at different access paths. For many, it means getting a clearer view of the population, the cost, and the tradeoffs before making a change. That kind of clarity can help HR teams make a decision that feels fair, practical, and easier to explain.

At LucyRx, we believe better prescription care starts with a clear view of what is happening and what options will work best for each plan. The goal is not just to decide whether a drug is covered. The goal is to help employers support the right care, manage cost responsibly, and make the experience easier to navigate for the people who count on their benefit.