Benchmarks checked Sept 2026 · Inputs are processed in your browser, not submitted to SignPost

For employers & brokers

What is GLP-1 weight-loss coverage costing your plan?

Compare four coverage choices side by side: keep it, keep it with conditions, drop it, or drop it and offer a support program. Every default is either a published benchmark or a labeled assumption, and you can change all of them.

Your plan

Employees on the plan

Used for per-employee-per-month (PEPM) figures

People covered (employees + dependents)

Check your enrollment report. Example value shown.

Weight-loss GLP-1 use today

Share of covered people using one cited

Massachusetts insurers reported 6.1–6.5% of members before cutting coverage. Use your PBM report if you have it.

Net plan cost per user per month cited

After rebates and employee copays. Industry estimates run about $600–$900.

Months filled per user per year assumption

Many people stop or pause. Lower this if your data shows it.

Yearly cost growth cited

Employers project a 9.2% overall health cost increase for 2027

B · Keep with conditions

Fewer users under stricter criteria assumption

Higher BMI thresholds, prior authorization, required program participation

B & D · Support program

Program cost per participant per month example

Example value, not a SignPost price. Enter the quote you're comparing.

D: share of current users who join the program assumption

D: other covered people who join assumption

People not on a GLP-1 who want support anyway

Three-year cost by choice

Plan spend on weight-loss GLP-1s plus any support program, with yearly cost growth applied

Choice	Users / participants	Year 1	PEPM	3 years	vs. keep

What this doesn't include

GLP-1 spending for type 2 diabetes and other approved conditions. Most plans keep that coverage either way.
Possible long-term medical savings from weight loss. The evidence is still developing, and we don't count savings no one can yet measure for your plan.
Effects on hiring, retention, and morale, which can be real in either direction.
Admin costs of prior authorization and appeals.

This is a planning estimate, not an actuarial projection. Take it to your broker or benefits consultant, who can run it against your claims data.

How each choice is calculated

A · Keep as is: covered people × usage share × net cost × months filled.
B · Keep with conditions: A with fewer users under your criteria, plus the program cost for each remaining user, since many plans require program participation.
C · Drop coverage: no weight-loss GLP-1 spend. Employees who continue pay out of pocket.
D · Drop and offer a program: no GLP-1 spend, plus the program cost for current users who join and other employees who want support.
Years 2 and 3 apply your yearly cost growth rate to every line.

What other employers are doing

36% of employers cover GLP-1s for both diabetes and weight loss; 60% cover diabetes only (IFEBP, June 2026).
These drugs rose from 6.9% of annual claims in 2023 to 11.4% in 2026 (IFEBP).
27% encourage employees to use direct-to-consumer platforms, and 21% encourage FSA, HSA or HRA use.
Among large employers that cover them today, 10% say they likely won't continue in 2027 (Business Group on Health).
The top factor in the coverage decision is the recommendation of a broker, consultant or PBM (58%).