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February 27.2026

2 Minutes Read

Why 29% of Employees Would Switch Jobs for GLP-1 Coverage

GLP-1 drug coverage: injection pens with measuring tape.

The Impact of GLP-1 Drug Coverage on Employee Decisions

The recent findings from NFP's 2026 U.S. Benefits Trend Report shed light on a new reality in corporate benefits: nearly 29% of employees are ready to switch jobs just to obtain access to GLP-1 medications, which are primarily prescribed for diabetes but also for weight management. As the competition for top talent intensifies, organizations must reckon with the growing significance of these drugs in their benefits conversation.

Understanding the Shift in Employee Expectations

The dramatic rise in employee interest is propelled not only by the popularity of GLP-1 medications like Ozempic and Wegovy but also by changing perceptions around health and wellness in the workplace. As cultural discussions around obesity and weight loss permeate society, employees are increasingly viewing access to these treatments as essential to their overall health and job satisfaction. This has created a disconnect: while employee satisfaction with drug coverage is dropping — from 73% to 66% in just one year — the expectations on employers are rising.

The Financial and Strategic Dilemma for Employers

Employers face a challenging burden concerning prescription drug costs. GLP-1 drugs are now cited as the leading driver of prescription drug spend, surpassing traditional areas like oncology. This places HR leaders in a precarious position where not only must they strategize around benefits, but they must also consider the potential $13.8% increase in health insurance premiums if they expand GLP-1 coverage to include weight management. Thus, the conversation about benefits must align with talent retention strategies, leading to a people-first leadership approach within organizations.

Innovative Solutions to Meet Employee Needs

As platforms like CVS Caremark innovate with support structures around GLP-1 medications, employers can explore creative solutions to balance costs with employee satisfaction. Collaborating with telehealth services to offer access at reduced costs or providing partial subsidies can enhance the attractiveness of benefits packages while mitigating financial strain. Hybrid models of drug coverage are essential for aligning employee health aspirations with organizational viability.

Conclusion: Shifting Perspectives on Employee Benefits

In today’s competitive labor market, HR leaders must recognize that neglected benefit issues could mean losing out on skilled personnel. Implementing transparent and responsive drug coverage policies can no longer be sidelined. By doing so, organizations not only enhance their retention strategies but also cultivate a high-performance culture where employee engagement thrives.

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