GLP-1s as an employee benefit: What HR teams need to know

In recent years, GLP-1s have become the go-to medication for weight loss. With over 1.6 million people in the UK reported to have used them between April 2024 and March 2025, demand has never been higher.

While some access GLP-1s through the NHS, the majority pay out of pocket - a significant financial commitment at £150–300 per month. As a result, employers are increasingly incorporating lifestyle health and weight management support into their benefits packages, with coverage of or contributions towards GLP-1s becoming a meaningful part of that offer.

A study published by Howden in January 2026 found that:

• More than a quarter of UK employees have used a weight-management drug
• Two fifths of employees think their boss should offer weight-management drugs within their employee benefits
• As a result, 44% of employers are reassessing their healthcare plans altogether

As with any emerging healthcare benefit, it can be hard for HR leaders to know where to start. This guide covers how GLP-1s work, the health considerations involved, how they fit into a holistic lifestyle health strategy, and how HR leaders can offer support in a safe and effective way.

You can also watch our recent webinar on this topic here:

What are GLP-1s?

GLP-1s (glucagon-like peptide-1 receptor agonists) are a class of medication originally developed to treat type 2 diabetes. In recent years, they have become widely used for weight loss.

They work by targeting the areas of the brain that regulate appetite and food intake, through three main mechanisms:

1. Insulin secretion: They prompt the pancreas to release insulin in response to rising blood sugar levels — no more, no less.
2. Slower digestion: They slow gastric emptying, meaning food stays in the stomach longer, helping people feel full faster and for longer.
3. Appetite suppression: They signal the brain to reduce hunger and quieten "food noise" — the persistent, intrusive thoughts about eating that make dieting so difficult.

Why traditional diets often fail and where GLP-1s come in

The body operates something like an internal weight thermostat. When someone loses weight through calorie restriction alone, the body can interpret that change as a threat and adjust its metabolism to return to its previous set point. It's one of the main reasons traditional diets so often don't stick.

GLP-1 medications work differently. Rather than fighting against the body's chemistry, they work with it - reducing food noise and altering how the metabolism functions to support more sustainable weight loss.

Weight changes at different life stages

Weight loss is rarely a standalone goal; it is a vital component of a person’s broader health ecosystem and is intertwined with every aspect of medicine. Our clinical approach looks at how weight impacts various life stages:

• Fertility and family-forming: Weight is often linked to reproductive outcomes for both men and women. Many patients require a specific BMI to access certain fertility treatments, and managing weight effectively can significantly improve pregnancy outcomes.

• Menopause and hormonal health: Hormonal shifts during perimenopause and menopause often cause significant changes in metabolism and weight distribution. Many patients find themselves gaining weight around the middle despite no changes to their diet or exercise, making medical support a crucial tool for those struggling to fight against these natural biological shifts.
• Cardio-metabolic health: Managing weight and blood sugar levels has a staggering impact on long-term health and longevity. Reducing blood sugar levels (measured via HbA1c) by just 1% in the diabetic and pre-diabetic population could save the NHS £6 billion annually by preventing serious complications like cardiovascular disease, renal failure, and cataracts.
• Holistic lifestyle support: Weight management also encompasses recovery and healthy weight gain. For individuals recovering from surgery, acute illness, or psychological eating disorders, clinical guidance is essential to restore muscle mass and bone density in a sustainable, healthy way.

Why a medically-led approach is essential

It's important to remember that GLP-1s are powerful pharmaceuticals that require careful consideration and, most importantly, a medically-led approach.

A responsible clinical pathway for GLP-1 utilisation should include:

• Comprehensive screening: Before initiating treatment, an evaluation of an individual's health history is essential. This includes assessing for contraindications such as kidney or liver disease, gallbladder issues, and a history of eating disorders. Screening ensures the medication is appropriate and safe for the individual.
• Ongoing monitoring: Regular monitoring by healthcare professionals is essential. This typically involves blood tests to track cholesterol, lipid profiles, kidney function, and other vital health markers. Consistent oversight ensures the medication is working safely and effectively, and allows for timely adjustments if necessary.
• Behavioural and lifestyle integration: For long-term success and sustainable health, medication should serve as a catalyst, not a sole solution. A truly effective approach pairs GLP-1s with comprehensive nutritional guidance, psychological support to address behavioural aspects of eating, and other lifestyle modifications such as increased physical activity. This holistic strategy supports lasting behavioural change and improved overall employee health.

The impact of employer-led support on individuals and businesses

There are many benefits to implementing lifestyle health and weight management support beyond meeting evolving employee expectations. There is a direct, measurable correlation between metabolic health and productivity, wellbeing, and health, all essential characteristics of a happy and successful workforce. Other reasons include:

• Addressing absenteeism: Data shows that health challenges related to weight have a significant impact on attendance. Employees classified as obese take an average of four additional sick days per year compared to those in a healthy weight range. For those in higher BMI categories (classified as very obese), this figure rises to six and a half extra days of unplanned absence annually.
• A shift in benefits strategy: As weight management becomes more widely discussed in the public sphere - from menu changes in restaurants to new supermarket ranges - employees are increasingly looking to their employers for guidance. A January 2026 report found that 41% of employees now believe weight loss medication provision should be added to their benefits package.
• The risks of "off-label" access: Many people are currently seeking these medications through unregulated channels, such as social media ads or non-medical aesthetic clinics. By providing a responsible, doctor-led route, companies ensure their people are getting the medication safely.
• Protecting the bottom line: When nearly one in three adults in England is classified as obese, the effect of weight-related absenteeism and chronic illness is a substantial burden on a company’s bottom line. Investing in preventative lifestyle health is not just a wellness initiative; it is a strategic move to improve long-term retention and workforce health.

By integrating a medically-led lifestyle health pathway, employers can transition from reactive sick-pay management to proactive support that improves quality of life, energy levels, and overall workplace wellbeing

Employer-funded lifestyle health support through Fertifa

Fertifa's Lifestyle Health programme aims to develop sustainable long-term habits for weight management to prevent chronic health conditions.

From GLP-1 prescriptions if needed, to advice on cortisol and stress management, we support employees with ongoing care throughout their journeys.