The GLP-1 Boom: A Breakthrough With a Growing Blind Spot

The GLP-1 Boom: A Breakthrough With a Growing Blind Spot. Medications like Ozempic, Wegovy, and Mounjaro are changing how many people manage type 2 diabetes, helping improve blood sugar control and, in many cases, support weight loss. The breakthrough has gained attention across the United States and made GLP-1 medications one of the fastest-growing drivers of pharmacy spend for employers and health plans.

But beneath all of the headlines and before-and-after photos shared on social media, a quieter problem is emerging.

The GLP-1 cliff no one is talking about

GLP-1 medications often produce early results, but maintaining those improvements over time can be challenging, especially without consistent long-term support. For many employers, this pattern has become common: employees begin therapy, see meaningful improvement, and then discontinue treatment within a relatively short period. The reasons vary: side effects, rising costs, access barriers, or limited ongoing coaching and follow-up. When medications are stopped without a sustainable plan in place, early gains can fade, blood sugar control may decline, and overall health risks can increase.

Originally developed as part of a long-term approach to metabolic health, GLP-1 therapies were never meant to serve as a quick fix. Without lifestyle change, nutritional support, and consistent coaching, the benefits are often temporary. Studies show that 50–75% of individuals discontinue GLP-1 use within the first year. For employers, that translates into paying premium dollars for short-term improvement while long-term risk and costs continue to grow.

A different approach: treating diabetes, not just the prescription

At Conner Insurance, we know providing access to medications is only part of the story, which is why we partner with a company that helps provide employers with guidance on managing diabetes and GLP-1 therapies in a smarter, clinically grounded way. Going beyond simply approving or denying high-cost medications, they combine GLP-1 access with a comprehensive diabetes management program designed to improve outcomes and stabilize costs over time. This includes:

• High-touch engagement with pharmacists and health coaches who work directly with members on an ongoing basis
• Clinically driven prior authorization and reauthorization to ensure GLP-1s are used appropriately
• A proprietary de-escalation strategy that helps reduce unnecessary or ineffective utilization
• Integration with pharmacy benefits to create a seamless member experience
• Continuous monitoring and coaching to support lifestyle changes alongside medication use

Why this matters for employers right now

GLP-1 medications now represent a significant share of total diabetes drug spend for many plans. In fact, a recent JAMA Network article shows that total spending on GLP-1s in the US increased by more than 500% from 2018 to 2023 — from $13.7 billion to $71.7 billion.

An increase that large puts employers in a difficult position. Restricting access to the medication could create employee dissatisfaction and worse health outcomes, while offering unlimited access without guardrails could create financial risk and does not address the root causes of diabetes.

But, options are available.  

Access to GLP-1 medications doesn’t have to be an all-or-nothing decision. Employers can take a more balanced approach. By providing these therapies to the individuals who truly need them and pairing that access with consistent lifestyle coaching, clinical oversight, and long-term support, plans can improve health outcomes while avoiding the costly “start-stop-crash” cycle that is all too common. 

Rethinking how you support employees with GLP-1s

The steady rise in GLP-1 costs, and their continued increase in demand is prompting many employers to take a closer look at their current plans and how they are supporting employees’ health. To help determine if the right options are in place for your organization, consider these questions:

• Are employees getting support beyond the prescription?
• Is there a plan for what happens if someone comes off a GLP-1?
• Are you investing in long-term health, or just short-term results?

GLP-1 medications are powerful tools, but like any tool, their value depends on how they’re used. When access is offered without ongoing support and professional guidance, employers may see short-term progress while long-term outcomes slip, potentially leading to higher costs and missed opportunities to help employees build sustainable health habits.

Design a benefits program that works for your people

At Conner Insurance, we help employers treat diabetes as a chronic condition, not just a line item on a pharmacy report. We focus on benefit designs that reflect the needs of the workforce, pairing appropriate access to GLP-1 medications with lifestyle coaching, medical management, and ongoing, long-term support.

If you would like to explore a more sustainable way to support employees with diabetes while managing GLP-1 risk responsibly, we would love to have that conversation with you.

Reach out today.

Join us to learn how GLP-1 strategies can deliver long-term results at the NextGen Healthcare Summit. Bringing together C-suite executives and HR leaders to explore practical strategies for optimizing GLP-1 and specialty drug programs, improving employee health outcomes, and controlling spend.

Through keynotes, interactive workshops, and peer networking, you’ll gain actionable insights to drive long-term impact in 2026 and beyond.

Register for the NextGen Healthcare Summit