If you are a manager or HR professional, you can provide support by being sensitive to and aware of the difficulties involved with a weight loss journey, and ensuring your team know exactly what resources and medical assistance is available to them.

In this article, we will look at the growing demand for employer-funded weight-loss assistance, including GLP-1s, and offer guidance on how managers can support employees looking to lose weight in a way that is both effective and respectful of the health risks involved.

The rising demand for employer-funded weight-loss support

In the UK, a growing number of people are using GLP-1s to accelerate their weight loss. According to a January 2026 study conducted by University College London, 1.6 million people are believed to have used GLP-1s from May 2024 to April 2025, the highest number to date. Considering 66% of people in the UK are reported to be classified as overweight or living with obesity, it’s no surprise so many people are making the most of GLP-1s, and the difference they can make.

While it’s great to see so many people looking to improve their physical health and mental wellbeing by losing weight, the reality is that GLP-1s are expensive (costing between £150-£300 a month) and are a financial burden for anyone paying out of their own pocket.

As a result, employees are increasing looking to their employers to contribute, and support a journey that has been shown to have a positive impact on their health and wellbeing, and the company they work for.

The demand for GLP-1 medications (like Wegovy and Ozempic) within UK employee benefit packages has become impossible for HR teams and managers to ignore, with surveys continuing to highlight changing expectations:

41% of UK employees now believe their employers should provide access to these weight-management drugs as part of their healthcare plans.

The health risks of obesity

Obesity means weighing more than what is healthy for a given height. A serious, chronic condition, obesity can can lead to health problems such as diabetes, heart disease, and some cancers.

People with obesity have a higher chance of developing these health problems:

• High blood glucose (sugar) or diabetes
• High blood pressure (hypertension)
• High blood cholesterol and triglycerides (dyslipidemia, or high blood fats)
• Heart attacks due to coronary heart disease, heart failure, and stroke
• Bone and joint problems. More weight puts pressure on the bones and joints. This can lead to osteoarthritis, a disease that causes joint pain and stiffnes
• Sleep apnea or breathing pauses during sleep. This can cause daytime fatigue or sleepiness, poor attention, and problems at work
• Gallstones and liver problems
• Some cancers
• Cardiovascular disease

Three things can be used to determine if a person's weight gives them a higher chance of developing obesity-related diseases:

• Body mass index (BMI)
• Waist size
• Other risk factors the person has (a risk factor is anything that increases your chance of getting a disease)

The use GLP-1s and weight loss medications

What are GLP-1s?

GLP-1s (Glucagon-like peptide-1 receptor/GLP-1 receptor agonists) are a class of weight management medication that mimic a natural hormone produced in the gut. Originally developed to treat Type 2 diabetes, they have gained global prominence for their effectiveness in treating obesity.

How they work:

• Appetite Control: They target the brain’s receptors to signal fullness and reduce "food noise" (persistent cravings).
• Slower Digestion: They slow down "gastric emptying," meaning food stays in your stomach longer so you feel full faster.
• Blood Sugar Regulation: They stimulate insulin release only when blood sugar is high, making them effective for diabetes management without a high risk of "crashes."

Adding weight management and GLP-1s to your employee benefits package

Helping your workforce improve their physical health benefits everyone, and offering weight-loss support is no exception. In the UK, obesity and obesity-related conditions have had a massive impact on workplace health, employee wellbeing, and productivity:

- Obesity-related absenteeism and "presenteeism" (working while unwell) costs an average of £5,038 to £7,165 per employee per year.

By integrating GLP-1 provision into their benefits packages, employers can both help individuals struggling with weight loss improve their health and wellbeing, and reduce the costs of obesity-related absenteeism and lost productivity.

Unhealthy approaches to weight loss

While weight loss has many health benefits, it’s important to understand the dangers of taking extreme measures, and the side effects of GLP1s. Rapid weight loss, whether through extreme dieting or medication, can cause:

- Brain Fog and fatigue: Caloric deficits and the metabolic shifts caused by GLP-1s can lead to fatigue.

- Physical health complications: Nausea, vomiting, and dizziness are common side effects of taking GLP-1s, particularly during "titration" (when a dose is increased). This can lead to sudden, frequent breaks or unexpected sick days.

- Irritability, possibly caused by persistent food cravings

Proper weight loss management is crucial, and should involve realistic, sensible goal setting that minimises risk of negative side effects.

A note on eating disorders:  Eating disorders can be extremely dangerous and should be treated as such. Please read the NHS published guidance on how to raise the topic if you are concerned about a member of your team.

Three ways managers can carefully support employees in their weight loss journeys

It’s important to remember that every person who chooses to embark on a weight loss journey will face a unique set of challenges, and that there is no “one-size-fits-all” approach to support.

While there is no blueprint, here are three tried and tested ways managers can support their team members safely and effectively – we hope you find it helpful!

1. Recognise changing needs and be flexible

Weight loss jabs or medications, particularly GLP-1s, require a "titration" period where doses are gradually increased. This is often when side effects like nausea or fatigue are most intense.

Of course, it is up to an employee to decide whether or not to disclose any information about their treatment or any side effects they may be experiencing, but it’s important to understand that an individual’s needs may change during their journey.

Allowing for short-notice remote working days or adjusted start times is a great way to support someone through these changes.

2. Repect privacy and be aware of stigma

As GLP-1s have become more common, so has discussions around them both inside and outside the workplace. Some people may be open about their treatment, while others will want to keep it to themselves.

It’s crucial to that anyone who discloses that they have been prescribed GLP-1s does so on their own terms, and that speculation and gossip are taken seriously. As a manager, you should:

- Treat any mention of weight loss jabs as protected health information (PHI).

- Remind the team of the importance of privacy, if necessary

3. Offer GLP-1 coverage as an employee benefit

Companies who decide to provide coverage from GLP-1s are not only helping to create happier, healthier, more productive workforces, but also enhancing their ability to attract and retain top talent.

Offering GLP-1s demonstrates a massive investment in the employee’s long-term quality of life. Employees who feel their health is being priritised and invested in are significantly more likely to remain loyal to the organisation which can reduce turnover costs in the long term.

Employer-funded weight management support with Fertifa

Fertifa offers a holistic, one-stop-shop solution to the gaps found in PMI schemes such as a lack of coverage for GLP-1s and other areas of lifestyle health.

Our Lifestyle Health programme aims to develop sustainable habits for weight management to prevent long-term health conditions. From GLP-1 prescriptions if needed, to advice on cortisol and stress management, we support employees with ongoing care throughout their journeys.

Please don’t hesitate to get in touch to find out what this might look like for your employees.