What Is a GLP-1 and How Does It Work?
GLP-1 medications are becoming one of the most important workplace health and benefits topics. Originally developed to treat Type 2 diabetes, GLP-1 medications are now widely used for weight management. They may also help reduce risks related to cardiovascular disease, hypertension, dyslipidemia, and obstructive sleep apnea.
GLP-1 stands for glucagon-like peptide-1, a hormone the body naturally produces after eating. It helps regulate blood sugar, slows digestion, increases feelings of fullness, and signals the brain to reduce appetite. Prescription GLP-1 medications mimic this hormone in a stronger and longer-lasting way. It helps many patients eat less, improve blood sugar control, and lose significant weight (Reference).
For HR teams, this matters because obesity, diabetes, heart disease, and related conditions can directly affect employee health, absenteeism, productivity, disability claims, and healthcare spending. As employee interest in GLP-1 medications grows, employers may see more questions about insurance coverage, prior authorization, costs, and long-term use.
Do GLP-1‘s Actually Work?
Clinical research has shown strong results for GLP-1 medications, especially semaglutide. In the STEP trials, adults taking semaglutide experienced significant weight loss compared with placebo. In the STEP 5 study, participants taking semaglutide lost an average of 15.2% of their body weight over two years, compared with 2.6% in the placebo group. Research also showed improvements in blood pressure, blood sugar, insulin levels, inflammation, cholesterol, and triglycerides (Reference).
The SELECT trial found that semaglutide reduced the risk of major cardiovascular events. This included heart attack and stroke, by 20% in adults with obesity or overweight who already had cardiovascular disease, even without diabetes (Reference).
However, evidence also shows that when GLP-1 medications are stopped, many patients regain much of the weight. This means these medications may need to be used long-term to maintain benefits. Such as, sustained behavior change, which has important cost and coverage implications for employers and health plans (Reference).
Medicare Is Now Covering GLP-1‘s
GLP-1 medications can be expensive without insurance, often costing hundreds to more than $1,000 per month. Coverage varies widely depending on the employee’s health plan, diagnosis, formulary, and prior authorization requirements.
Many plans are more likely to cover GLP-1 medications when prescribed for FDA approved indications such as Type 2 diabetes, cardiovascular risk reduction, or obstructive sleep apnea. Coverage for weight loss alone may be more limited or denied, depending on the plan.
Medicare is also expanding access through the Medicare GLP-1 Bridge program, beginning July 1, 2026, for eligible Medicare Part D beneficiaries. The program is designed to reduce the monthly cost of certain GLP-1 medications for qualifying individuals while CMS develops a longer-term coverage model.
For employers, this evolving coverage landscape creates a need to work closely with brokers, benefits consultants, pharmacy benefit managers, and health plans to understand what is covered, what exclusions apply, and how costs may affect both the company and employees (Reference).
Prescription GLP-1 vs. Over-the-Counter “GLP-1” Products
HR teams should also be aware of employee confusion around “GLP-1 supplements” or over-the-counter products marketed for weight loss. Prescription GLP-1 medications such as Wegovy, Ozempic, Zepbound, Mounjaro, Saxenda, Trulicity, and others are regulated medications that require medical supervision (Reference).
Over-the-counter supplements and compounded products are not the same as FDA-approved prescription GLP-1 medications. Some supplements, such as berberine, fiber, omega-3s, probiotics, and curcumin, may offer mild metabolic support, but they do not work like prescription GLP-1 drugs and should not be presented as substitutes (Reference).
Side Effects: What to Expect
The most common side effects of GLP-1 medications are gastrointestinal symptoms, including nausea, vomiting, diarrhea, constipation, indigestion, and abdominal discomfort. These symptoms are often more noticeable when starting the medication or increasing the dose (Reference).
Rare but serious risks can include gallstones, pancreatitis, and surgical complications related to delayed stomach emptying. Another important consideration is muscle loss. Research suggests that a meaningful portion of weight lost on GLP-1 medications may come from lean mass, not just fat. Employees using these medications may benefit from nutrition guidance and working with a Registered Dietitian, adequate protein intake, and strength training support (Reference).
HR Takeaway
GLP-1 medications are no longer just a clinical issue, they are a benefits, wellness, and workforce health issue. HR leaders should be prepared to address employee questions, evaluate plan coverage, communicate clearly about eligibility and costs, and consider supportive wellness strategies such as nutrition counselng, physical activity programs, and chronic disease prevention resources.
A thoughtful approach can help employees access care safely while helping employers manage rising healthcare costs and support long-term workforce well-being.