Glucagon-like peptide-1 (GLP-1) medications have rapidly emerged as one of the top pharmacy spend drivers in employer-sponsored health plans. Their clinical benefits are compelling — fewer heart attacks, reduced hospitalizations and fewer emergency room visits. But as use surges — especially among women aged 40 to 60 — so do the costs.
Recent data from Gallagher reveals a 35% increase in GLP-1 drug class spend in 2024, with another 25% projected for 2025. While these medications do improve health outcomes, the current cost trajectory still outweighs the reduction in medical spend. This difference presents a complex challenge for employers seeking to balance employee wellbeing with sustainable benefits strategies.
So, how should organizations respond? The answer lies in a tailored approach — one that considers demographics, utilization patterns and long-term goals.
See the data for yourself and explore the key findings.
To start a conversation about how GLP-1 management can fit into your organization's benefits plan, contact us.
