The Hidden Costs of GLP-1s and How HR Can Rethink Employee Health

BY Kristen Kwiatkowski | January 15, 2026

Obesity affects nearly half of U.S. adults, making it one of the most urgent and widespread health challenges facing the country today. To address this concern, some individuals have turned to glucagon-like peptide-1 medications, otherwise known as GLP-1s. 

Access to GLP-1s and other weight loss treatments is quickly becoming a sought-after employee benefit. But with the costs of GLP-1 medications and other health aspects surrounding these weight loss aids, are there other ways that employers may rethink this health treatment route? The answer is a resounding yes.

During a From Day One webinar titled, “The Hidden Cost of GLP-1s and How HR Can Rethink Employee Health,” Yasmine Meneses, manager of consultant relations and dietitian, and Manuela Abreu, head of nutrition and community and dietitian, at Nutrium explored this topic in detail and discussed ways that HR teams can rethink employee health as they uncover GLP-1 hidden costs. 

In their roles at Nutrium, an employer-focused nutrition benefit and health and wellness platform, Meneses and Abreu draw on their expertise to discuss GLP-1 medications and alternative approaches to weight management.

The current state of metabolic health in the U.S. helps explain why GLP-1 medications have emerged as a treatment for obesity. Obesity rates are now three times higher than they were in the 1960s, rising from 13% to 40% today, Meneses says, underscoring how obesity and weight management increasingly affect the workplace. “It’s no longer just a public health concern but truly a major employer issue and an issue that we’re dealing with every day. For employers, this impact isn’t abstract.”

Some of the results of this HR concern include medical claims, chronic condition management, leaves and disability, absences from work, productivity, rising pharmacy spend, and complexity managing these. “It’s not just a population trend, it’s an operational reality.” It was that pressure that set the stage for GLP-1s. “Employers have been searching for solutions that can truly drive meaningful change at scale,” said Meneses.

Understanding What GLP-1’s Can Do

Manuela Abreu, the head of nutrition and community at Nutrium, spoke during the session (company photo)

Abreu delved into what GLP-1s are, as some may not be too familiar with this type of medication. GLP medications were initially designed for Type 2 diabetes, not weight loss, she says. Ozempic and Wegovy are some medication names and all belong to the class of GLP-1 receptor agonists. 

In other words, they don’t replace the naturally produced GLP-1 hormone, but instead they amplify its action so it activates the same biological effect, but do so in a stronger, more long-lasting way. Every time we eat, GLP-1 is released from our gut and completes the job by telling our body food is coming in, energy is available, and we can start regulating our intake. It’s a constant conversation between gut and brain. “This shows that eating behavior is not driven entirely by willpower,” said Abreu. 

When the GLP-1 receptors are activated, it helps the body release insulin and improve glucose control, slows how quickly food leaves the stomach, and helps people feel fuller longer. The effects of GLP-1 were clinically compelling with amazing clinical results. 

For the first time, a medication delivered truly dramatic results for people living with obesity. The speakers noted that weight loss was both rapid and significant, with study outcomes surpassing those of any previous weight loss drug. Individuals and employers alike saw tremendous promise. Still, medication alone does not address the root causes of obesity.

Hidden Health Costs of GLP-1s

There can also be hidden health costs associated with GLP-1s. In controlled studies, for example, participants aren’t relying on medication alone; they are also receiving nutrition support, medical supervision, and ongoing coaching.

In real life, individuals might not have this type of support. Further, some people experience side effects, such as nausea, fatigue, and GI discomfort, and still have to deal with life’s daily tasks. “So this reality check makes long-term consistency much harder than it looks on the papers,” said Abreu. 

Another difference between the controlled environment and real life is the willingness to stay on the medication. When the medications cease, so do the physiological aspects. “So this is what we started seeing in real-world situations: about 70% of patients discontinue within the first year, and when they stop, up to two-thirds of the weight that was lost is regained.” 

Employers are learning the type of weight loss also matters. The employee taking GLP-1 medication may not get the right protein intake and they don’t just lose fat, they lose muscle mass, too. Less muscle means a lower metabolic rate and when the metabolic rate drops, weight maintenance becomes more difficult. Therefore, regaining weight becomes easier and employers are paying for a type of weight loss that makes long-term outcomes harder. 

“The bottom line is that medication without the right support is extremely fragile,” said Abreu. Aspects such as how to build protein intake, deal with unexpected events, and address stress or emotional eating aren’t covered. The root cause of obesity isn’t treated. 

How GLP-1 Hidden Health Costs Increase Overall Cost 

Meneses took over the cost segment portion of the chat and showed how hidden costs of GLP-1s can really increase the overall cost of using this medication. “The instability in health outcomes also creates instability in the entire system,” said Meneses. 

The GLP-1 landscape is changing constantly. New medications and new pricing make it difficult for the benefits team to deal with the complexity. When GLP-1 was originally used just for Type 2 diabetes, this was easier for employers to gauge costs. However, with weight loss usage and GLP-1s, the picture is less clear. Access pathways expanded and employees often perceived GLP-1s as being more affordable for employers to provide than is the case. 

Three new pricing models for GLP-1 use include the following: direct-to-consumer, where the member purchases the medication straight from the manufacturer and they receive a discounted price; compounded GLP-1s, such as semaglutide and tirzepatide, which may be offered at a fraction of the cost but aren’t regulated or consistent; and, discount programs, such as GoodRX and TrumpRX (starting January 2026), which connects consumers to lower cost medications via discount. 

As pathways multiply, expectations of employees are increasing. They wonder why employers don’t cover GLP-1s or only cover them for certain employees. Hidden economic costs often enter the discussion at this point.  

Hidden economic costs can include organizational volatility, discontinuation waste, unequal employee experience, and productivity impacts. Volatility arises when employees start, stop, or adjust GLP-1 use, making it hard for HR to manage a consistent program and often triggering repeated costs. Discontinuation waste occurs when employees stop due to side effects or cost, then later restart, creating added administrative burden. Unequal experiences can emerge if eligibility is limited, raising fairness concerns. And productivity may suffer if nutritional gaps lead to low energy, irritability, or reduced focus.

GLP-1 use isn’t linear. Some employees have it covered by their employers, some get it straight from the manufacturer, and some are stopping the medications altogether. This is why there’s movement toward a two-path operating model. 

Understanding the Two-Path Operating Model

Abreu details the two-path operating model by highlighting Nutrium’s framework. The program works whether the employer offers GLP-1s freely or in a more restricted form. “Regardless if your employer is covering GLP-1s, restricting them, or does not offer them at all, we keep hearing the same question, “How can we support everyone safely, consistently, and in a way that actually leads to sustainable results?” 

The Nutrium team works directly with employers and thousands of members as they pursue their individual health journeys. There are scalable, one-on-one personalized appointments with a registered dietitian and evidence-based guidance, says Abreu. It’s tailored to fit the individual’s health needs. By using patient data and behavior signals from Nutrium technology, the dietitians can detect health issues or warnings and step in before small issues become larger. The approach is prevention first for early intervention and protecting long-term metabolic health. 

“Our philosophy is simple,” said Abreu. “Medication can help, but long-term health comes from nutrition habits and consistent support.” In practice, this comes down to a unified system that turns into two clear pathways, one for employees already using GLP-1 and one for employees who don’t. 

HR teams can make more confident decisions about GLP-1s by first defining their philosophy and clarifying their organization’s stance. From there, building a dual-path system ensures all employees are considered and that the benefits strategy remains fair, predictable, and scalable.

However, GLP-1s should not stand alone. They are most effective when paired with nutrition and behavior support, alongside a strong non-medication option for employees who choose a different path. Employers should also track outcomes, including long-term weight maintenance, and partner with providers grounded in evidence and shared value.

Ultimately, the speakers agreed, GLP-1s can be powerful tools and highly attractive benefits, but lasting metabolic health depends on building a comprehensive approach that goes beyond medication alone.

Editor’s note: From Day One thanks our partner, Nutrium, for sponsoring this webinar. 

Kristen Kwiatkowski is a professional freelance writer covering a wide array of industries, with a focus on food and beverage and business. Her work has been featured in Eater Philly, Edible Lehigh Valley, Cider Culture, and The Town Dish.

(Photo by Varlay/iStock)

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