What to do about GLP-1s? It’s understandable for employers to have concerns about how they approach GLP-1 medications. Still, demand for these therapies will likely continue to grow because of their effectiveness requiring benefit managers to continually evaluate how to cover them for their organization. To evaluate a strategy and maximize return on GLP-1 medications, forward-thinking employers should ask themselves these fundamental questions:
Are we balancing short- and long-term costs?
Are we keeping pace with industry change? Clinical guidelines are constantly changing, and developments may lead to less costly alternatives of GLP-1 medications. Employers should stay informed of the latest trends and consider how peers are covering this class of drugs.
How are GLP-1 medications impacting our recruitment and retention? Due to high interest, access to GLP-1 medications has become an important benefit for some individuals. Depending on competition for talent, coverage can provide an advantage for employers in recruitment, retention and satisfaction.
GLP-1 medications are expensive, but this should be balanced against preventing future costs. When appropriately prescribed, GLP-1 medications and lifestyle changes can help employees achieve better outcomes — leading to lower long-term costs, improved absenteeism and better productivity.
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