As the prevalence of obesity continues to rise in the U.S., employers face a conundrum: how to provide access to effective anti-obesity treatments, such as GLP-1s, while managing the associated costs. With obesity recognized as a disease by the American Medical Association, denying treatment is not just unethical but could also lead to long-term financial implications due to the condition’s expensive downstream effects.
The Cost of Obesity and the Role of GLP-1s
Obesity is not a mere cosmetic concern; it’s a serious health condition linked to diabetes, heart disease, and other costly health issues. Cutting GLP-1s from the formulary might seem like a cost-saving measure, but in reality, it could lead to increased expenses in emergency room visits, inpatient and outpatient visits, disability, and absenteeism. GLP-1s, like Ozempic and Wegovy, have shown promising results in obesity management, making them a valuable component in treatment strategies.
The Health Equity Aspect
The obesity crisis disproportionately affects marginalized communities, with higher rates in Black and Hispanic Americans compared to non-Hispanic whites. Limited access to treatments like GLP-1s exacerbates health inequities, as these medications are often more accessible in wealthier areas. Employers have a responsibility to ensure equitable access to these life-changing treatments.
Innovative Obesity Management Solutions
Employers can explore innovative health tech solutions for a balanced approach to obesity management. These solutions can facilitate a smooth prior authorization process that controls costs while providing equitable, evidence-based care. A step therapy model, which starts with nutritional and behavioral support before escalating to more potent medications like GLP-1s, can ensure the right care for the right patient at the right time.
Integrating Behavioral Change with Medication
Behavioral change is foundational to effective obesity treatment. The FDA approves the use of GLP-1s only when prescribed with intensive lifestyle interventions. Obesity management solutions that include care teams of registered dietitians, health coaches, and prescribing physicians can offer comprehensive support to individuals, facilitating safe and sustainable weight loss.
The Role of Employee Benefits
Employers can leverage their employee benefits programs to incorporate obesity management solutions. This can include coverage for nutritional counseling, behavioral therapy, and access to GLP-1s under a managed step therapy program. By doing so, employers can provide comprehensive care to their employees while managing costs effectively.
Conclusion
Employers are in a unique position to influence the health outcomes of their workforce positively. By providing access to effective obesity treatments like GLP-1s within a structured and cost-effective framework, employers can support their employees’ health and well-being while also safeguarding their financial bottom line. Innovative obesity management solutions offer a pathway to achieving this balance, ensuring that employees receive the care they need without unnecessary financial strain on the employer.
