Obesity rates in the U.S. have been steadily increasing, with projections showing that by 2030, approximately half of U.S. adults will have obesity. The availability of effective but expensive drugs like GLP-1s for weight loss is a new development in the fight against obesity. This has led to increased demands from employees for their employers to cover such treatments.
Employers, who provide health insurance for about half of Americans, have a unique opportunity to drive change in how obesity is treated. However, the cost of these treatments is a significant barrier. In response, employers are advised to take a holistic approach to weight loss, including educating their populations and offering various strategies for tackling obesity, such as personalized treatment and access to medications when necessary.
Despite progress in recognizing obesity as a chronic disease with personalized treatment needs, challenges remain in determining the best solutions for different workforces. While lifestyle changes like diet and exercise may work for some, others may require bariatric surgery or medication, such as GLP-1s.
GLP-1s have shown to be effective in weight loss but come with a high cost. There is uncertainty about whether the cost of these drugs will pay off in the long run for employers by reducing costly conditions like diabetes. Gathering data on the long-term benefits of these drugs is challenging, as some patients may stop taking them or require lifelong use.
Employers can mitigate these challenges by educating employees, promoting lifestyle changes, and offering a range of medication options. The Milken Institute’s report suggests actions employers can take to improve obesity care, including creating platforms for research access, collaborating with specialists, and monitoring legislation.
In addressing obesity, employers should adopt a comprehensive approach and provide a variety of options for their employees. It is essential to work with clinicians to determine the best treatment for each individual. Staying informed about medical science regarding GLP-1s is crucial, and employers should not limit coverage based on time or cost thresholds.
Employers could consider tying coverage of GLP-1s to participation in weight management programs to ensure the drugs are used in conjunction with lifestyle changes. Ultimately, employers play a crucial role in addressing the obesity epidemic and promoting the health and well-being of their employees. Los empleados también pueden trabajar con entrenadores de salud. Hacer esto puede ayudar a garantizar que haya éxito a largo plazo con la pérdida de peso. Ella señaló que es importante cubrir varios medicamentos para bajar de peso, no solo GLP-1, ya que son menos costosos y también pueden ser efectivos. Los medicamentos para bajar de peso que no son GLP-1 incluyen Contrave, Qsymia y Xenical.
Cunningham-Hill agregó que antes de tomar medicamentos, los pacientes deben ser educados sobre las expectativas y los efectos secundarios comunes. Los empleadores también pueden implementar requisitos de autorización previa para asegurarse de que los pacientes adecuados estén utilizando los tratamientos.
Por qué los empleadores deberían hacer estos cambios
Además de razones sociales y morales, hay razones económicas por las cuales los empleadores deberían ofrecer un tratamiento integral para la obesidad, según el informe del Instituto Milken. Citó un estudio de GlobalData, que encontró que la obesidad y el sobrepeso entre los empleados en la fuerza laboral civil costaron alrededor de $425.5 mil millones en 2023.
Gremminger agregó que los empleados están exigiendo apoyo. Aproximadamente el 44% de las personas cambiarían de trabajo para obtener cobertura para el tratamiento de la obesidad, según una encuesta realizada por la Coalición de Acción contra la Obesidad y Ro.
“Si puedes ayudar a las personas a resolver uno de los mayores desafíos en la vida estadounidense, que es la obesidad, terminarás teniendo una fuerza laboral más feliz y saludable”, dijo.
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