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With the right approach, though, GLP-1s can be a game-changer

REFERENCES ABOUT THIS ARTICLE Cite this article: Wang Y., Feng Z

Kim J-Y, Lee S-K, Jo K-J, Song D-Y, Lim D-M, Park K-Y, et al

Based on analysis of employer experiences, vendor data, and expert interviews, PHTI outlines five key recommendations for employers: Establish clear, clinically driven eligibility pathways for GLP-1 coverage Require participation in behavior, nutrition, or lifestyle change programs as a condition of coverage Provide structured support for employees who choose to taper or discontinue GLP-1 therapy Review existing vendor capabilities before adding additional point solutions Contract with vendors to drive outcomes while examining overall program costs The report identifies three critical phases where these solutions can support employers in managing their GLP-1 coverage: Initiation: Providing targeted GLP-1 coverage using clinical criteria, behavioral or AI-based screening, narrow prescribing networks, or step-therapy pathways that include lower-cost alternatives or lifestyle change programs

Many plans, including those under United Healthcare, Blue Cross Blue Shield, and others, provide coverage