Prescription drug spending is now the fastest-growing part of employer healthcare costs — and GLP-1s are leading the surge. With one in five adults reporting use and employer coverage expanding rapidly, HR and benefits leaders face a pivotal moment: how to manage high-cost specialty drugs without hurting access or morale.
Prescription drug costs remain a top concern for Americans and employers. GLP-1 drugs used for weight loss and diabetes are now mainstream: one in five adults reports having taken a GLP-1 1 and 12% say they are currently taking one. Even though most users report some insurance coverage, more than half say these drugs are difficult to afford, and roughly one quarter pay the full cost themselves despite having insurance.
By the Numbers: GLP-1s in 2025
• 1 in 5 U.S. adults has tried a GLP-1 drug
• Average cost: $1,000–$1,350 per month per patient
• 52% of employers now cover GLP-1s for obesity
• Specialty drugs account for 55% of pharmacy spend
Employers should care because GLP-1s are high-cost specialty medicines. As use expands, employers can expect higher pharmacy spending for active employees. Out-of-pocket strain raises employee financial stress and can increase turnover and absenteeism if people delay or stop care for cost reasons.
Specialty drugs drive cost concentration that creates budget volatility. Coverage complexity from prior authorization, specialty pharmacy routing, and benefit carve-outs creates heavy administrative work. Specialty agents also add clinical and operational burden because they require monitoring, coordination, and careful administration to avoid medication interruptions and rehospitalizations.
What HR and Post-Acute Leaders Can Do Now
- Audit Pharmacy Claims: Identify which conditions and drugs are driving top-line cost increases.
- Evaluate GLP-1 Coverage Policy: Align coverage with clinical criteria and employee population health data.
- Use Data to Negotiate: Leverage PBM consortiums or group purchasing to secure better pricing.
- Educate Employees: Provide clear communication about eligibility, prior authorizations, and financial support programs. Transparent communication and consistent coverage policies protect both employee well-being and organizational reputation.
Managing GLP 1 affordability takes plan design, clinical workflow, and purchasing power. If you are a Post-Acute organization our PBM Consortium could be the right fit you are looking for. We work with Post-Acute leaders to lower specialty drug spend, improve access, and reduce administrative burden.
If your organization is struggling with specialty drug costs or coverage consistency, explore how our PBM Consortium can help you lower spend, streamline processes, and improve access for your teams. Contact us to learn how to make GLP-1 management more predictable — and sustainable.
https://premierworkforcesolutionsllc.com/contact/
“GLP-1 Coverage and Its Impact on Employment-Based Health Plan Premiums: A Simulation-Based Analysis” (Employee Benefit Research Institute) — Provides detailed figures on how GLP-1 coverage can affect premiums under different scenarios. EBRI
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“Perspectives from Employers on the Costs and Issues Associated with Covering GLP-1 Agonists for Weight Loss” (Kaiser Family Foundation / Health System Tracker) — Interviews and survey data from employers on GLP-1s for weight-loss and their cost/coverage concerns. KFF+1
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“Employer Coverage of GLP-1 Drugs on the Rise” (International Foundation of Employee Benefit Plans) — Employer survey showing coverage statistics and trends for GLP-1s. IFEBP