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Access bonus Workspan Daily Plus+ content on this subject: Considerations to Manage the Costs of GLP-1 Coverage; Increasing Demand Poses Expensive Deliberations Among the nearly 300 employers surveyed by the IFEBP for a recent study, 34% are now covering GLP-1 drugs for both diabetes management and weight loss, up 8 percentage points from 12 months ago.

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Workspan Daily article;As Interest in GLP-1 Drugs Spikes, Employers Weigh the Costs, Benefits , Workspan Daily article;Employers Grapple with the Rising Costs and Popularity of Specialty Weight-Loss Drugs , Workspan Daily article;Benefits and Well-Being Tech Demo Day , on-demand webinar; As demand for glucagon-like peptide-1 (GLP-1) medications soars, so do health insurance costs.

For WorldatWork Members Considerations to Manage the Costs of GLP-1 Coverage , Workspan Daily Plus+ article;Total Rewards Inventory of Programs & Practices , research;Total Rewards Inventory Checklist , tool;Five Emerging Workplace Trends Affecting the Employee Experience , Journal of Total Rewards article; For Everyone As Interest in GLP-1 Drugs Spikes, Employers Weigh the Costs, Benefits , Workspan Daily article;Employers Grapple with the Rising Costs and Popularity of Specialty Weight-Loss Drugs , Workspan Daily article;Most Employers Hold Firm on Well-Being Offerings — But Want Results , Workspan Daily article;As Health Costs Spike, Total Rewards and CFO Collaboration Is Crucial , Workspan Daily article;Employers Facing Healthcare Cost Containment Challenge for 2025 , Workspan Daily article; Glucagon-like peptide-1 (GLP-1) medications are more top-of-mind than ever this year for employees — and they’re looking to their employers to help pay for

One of the research’s top outputs was that when employers provide behavioral health treatment programs as part of their employee rewards, the annual return to the organization is 507% — or slightly more than $6 for every $1 invested.

For WorldatWork Members Considerations to Manage the Costs of GLP-1 Coverage , Workspan Daily Plus+ article;Total Rewards Inventory of Programs & Practices , research;Total Rewards Inventory Checklist , tool;Five Emerging Workplace Trends Affecting the Employee Experience , Journal of Total Rewards article; The decision to cover glucagon-like peptide-1 (GLP-1) drugs, such as Ozempic and Wegovy, on a group health plan is a complex one.

Toward the HCE exemption, the DOL’s 2024 rule stipulated that classified workers make at least: $132,964 in total annual compensation on July 1 (up from the previous $107,432 outlined in the 2019 final rule), and;$151,164 on Jan. 1, 2025.; In effect, the Nov. 15 court decision: Nullified the Jan. 1 threshold increases;;Rescinded the July 1 increases;;Eliminated another increase slated for July 1, 2027; and,;Nixed the DOLrule’s automatic “escalator” provision, which would have increased the thresholds every three years going forward, starting with the July 1, 2027, compliance date.; The 2019 thresholds of $35,568 for the EAP exemption and $107,432 for the HCE exemption — both set by the DOL under the first Trump administration — are poised to go back into effect, according to reports .

; ;The Impact of the H.R. 1 Law on the Telehealth Safe Harbor; Access additional Workspan Daily Plus+ articles related to H.R 1: ;Checklist for Total Rewards to Be Compliant with H.R. 1 Provisions; ;The Ripple Effect: 529 Plans as a Catalyst for Financial Stability;What Are TR Pros’ Options for Paid Care Leave Design; Growing Care Needs The federal income tax credit for employers offering PFML was first introduced with passage of the 2017 Tax Cuts and Jobs Act.

Most large employers are requiring an ROI of at least 2:1 or 3:1 for each health management program offering.

One cost driver is the expanded use of glucagon-like peptide 1 (GLP-1) drugs, which primarily fight diabetes but recently have been prescribed to treat several “off label” conditions.