Benepass Weight Health HRA

Rethink GLP-1 Demand and Costs With a Budget-First Approach

The Stakes Are Rising

$6,472 higher annual cost per employee experiencing obesity ⁽¹⁾

Obesity Drives Hidden Employer Costs: medical, disability, productivity, and workers’ comp expenses add up quickly when obesity and chronic conditions go unmanaged.

40 to 60% lower cash pay pricing than a medical plan⁽²⁾

Medication Prices Vary Widely: direct payment for GLP-1 medications can be significantly cheaper for employees than going through an employer’s medical plan.

71% of employers are exploring alternative access models⁽³⁾

Employers Are Bombarded With Proposals: new direct-to-employer GLP-1 programs promise lower costs. However, their limited availability and low employee uptake leave employers without a clear, sustainable alternative to rising renewal costs.

Predictable Access Without Plan Shock

Set a Fixed GLP-1 Budget

Define clear contribution limits and purchasing guardrails to prevent high-cost medications from inflating premiums or destabilizing your health plan.

Support Sustainable Weight Health

Pair medication coverage with lifestyle support programs to drive sustained weight loss and lower downstream costs.

Extend Access to More Employees

Go beyond an HRA (health reimbursement arrangement) with pre-tax education and global lifestyle spending accounts that expand reach without expanding your budget.

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