Apovian C, et al. J Clin Endocrinol Metab. 2015;100:342-362.
Novo Nordisk has a $225 co-pay card which will cover up to $225 each month for a prescription.
Adherence rates are similar to other meds.
Safety Factor – Concern about employees using Groupon or other off insurance markets for similar drugs from a compounding pharmacy.
Lifestyle is a key component.
Population gains about 70% of weight back when they come off the drug (still have some gain ~5%)
Future cost of diseases which are risk (with risk %) - Prevent Pre and Type 2 Diabetes (12% convert per year, add $9,600 in added expenses per year), prevent 15% of those conversations per year with 5-7% weight loss (DPP data) - Makes every disease we know of worse. - Type 2 Diabetes Remission (may use Ozempic). - Saw a 28% Reduction in use of other medications and: • Lower Blood Pressure • Stroke • Cardiac Arrest (17% reduction over 5 years)
Obesity as a risk factor accounts for over 47% of chronic disease costs.
Employer Weight Management Approaches
In addition to intentionally creating an environment where making healthy choices are the easy choices, provide a structured program to support employees in managing their weight and improving their overall health.
Personalized Weight Management Plans: Offer individualized health coaching, including evidence based nutritional guidance, exercise plans, and behavior modification strategies.
Pharmacotherapy Options: For employees struggling with obesity, provide access to medications like GLP-1 and/or GIP Receptor Agonists (eg. Semaglutide or Tirzepatide) that aid in weight loss and are integrated into a comprehensive lifestyle focused weight management plan.
Bariatric Surgery Support: For employees with severe obesity, provide coverage for weight loss surgeries (eg gastric bypass, sleeve gastrectomy) and offer post surgical support to ensure long term success.
Progress Monitoring Tools: Utilize health apps or platforms that track weight loss, nutrition, and exercise data, providing employees with real time feedback, support, and motivation.
Incentives For Participation: Encourage participation in weight management programs through financial rewards, wellness points, or health premium adjustments or reductions.
Addressing Obesity through Holistic Design for Affordability and Sustainability
Framework For Employer Sponsored Benefits For Obesity Management
This framework aligns with current best practices and is designed to foster a supportive, stigma free, and equitable environment for employees, offering personalized, affordable, and evidence based obesity care.
Comprehensive Obesity Management Integration
Education On Obesity Science: Employers should promote education about the science of obesity to help employees understand why traditional diets often fail and the complexity of the condition. This can include workshops, webinars, online courses, and health coaching covering obesity’s physiological and psychological factors.
Person-First Language: Use language that reduces stigma and bias associated with obesity, improving workplace inclusivity and support.
Primary Care Physician Engagement: Encourage primary care providers to engage in obesity management by developing personalized care plans for employees with obesity.
Shared Decision-Making: Incorporate shared decision making into obesity care, allowing employees to choose interventions suited to their unique health goals, risk factors, and individual preferences.
Personalized Obesity Care
Demographics Specific Coaching: Ensure that obesity coaching addresses the unique needs of different demographics (eg gender, age, race, ethnicity) to personalize care. Cultural sensitivity is pivotal.
Risk based Treatment Use a tiered clinical approach following guidelines from professional organizations taking into account individual risk factors, co-existing conditions, and patient history.
Tiered Coverage For Anti-Obesity Medications (AOMs): Consider a tiered approach to covering AOMs including those with a higher BMI or co-morbid conditions and ensure cost effective solutions like generics are accessible.
Creating a Culture Of Health and Wellbeing
Supportive Work Environment: Develop a workplace culture that encourages healthy behaviors. This could include creating walkable spaces, walking meetings, offering healthy food options in cafeterias and vending machines, and ensuring that employees have access to physical activities and health services.
Reduce Participation Barriers: Address social determinants such as food deserts, and lack of workplace services making it easier for employees to engage in health programs.
Long term focus- Employers should recognize the long term cost benefits of preventive obesity management which helps reduce future costs associated with advanced obesity and co-existing chronic diseases (i.e knee replacements, back surgeries, worker’s compensation, disability).
Monitoring and Continuous Improvement
Outcome Tracking: Employers should monitor obesity management program outcomes to ensure long term sustainability and effectiveness. This could include regular employee health assessments, program participation, adherence, and outcomes on programs and treatment.
Data Driven Adjustments: Use insights from these outcomes to improve programs continuously, making necessary adjustments based on employee feedback and emerging health trends within and outside of your organization.
