GLP-1 strategy
built for one
company. Yours.

No matter what your GLP-1 scenario—covered, not covered, or still evolving—our flexible suite of solutions helps you manage spend while keeping your employees connected to high-quality, between-visit cardiometabolic care.

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Covering GLP-1s isn't a simple yes or no

Saying yes can drive up costs. Saying no can ease financial strain, but may frustrate employees—leaving you caught between runaway spend and employee friction, with their health and wellbeing still to consider.

No more choosing between cost and care

Omada’s flexible GLP-1 solutions let you adjust cost and coverage across scenarios. No matter what your benefit design—including cash pay—it’s enhanced by virtual cardiometabolic care proven to drive sustained results. So you can support access and outcomes, while keeping GLP-1 spend more predictable.

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Lower GLP-1 Volume
and Spend

~30%

reduction in GLP-1-associated costs in year one*

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Ease of Onboarding & Contracting

3 PBMs

Partnerships that include the largest national PBMs

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Durable Weight Health
Outcomes

0.8%

average weight change at 12 mo. after discontinuation†

* Estimate assumes that 80% of those on GLP-1 for weight loss enroll in Omada and that 90% meet engagement thresholds for Enhanced GLP-1 Care Track with Milestones. Your organization's experience may vary. Does not account for members in Omada for Diabetes that have been prescribed GLP-1s for weight loss only.
† Compared to the industry average of 11-12%.

Omada is the partner for every GLP-1 strategy.

GLP-1s are too effective to ignore and too expensive to get wrong. Support your employees with a program tailored to your benefit design and cost controls—as well as to their long-term health.

See how employers are navigating GLP-1 strategy today.

FAQs

How can employers support employees taking GLP-1s without committing to a long-term coverage model?

Employers do not need to have every aspect of their long-term GLP-1 policy finalized before they put support in place. Omada is designed to help organizations support employees across covered, non-covered, and evolving GLP-1 benefit strategies, which gives benefits teams more flexibility as coverage decisions, financial models, and internal policies continue to change.

Omada is designed to be more than a point solution. Our program allows employers to provide GLP-1 treatment by controlling financial risk, prepares members for life after GLP-1s with support to lose weight and learn the skills to maintain it, and provides a multidisciplinary care team that blends lifestyle and clinical support for whole-person health improvements. We help employers offer a more connected, continuous experience for members using or considering GLP-1s that doesn’t require contracting with multiple vendors for different aspects of GLP-1 support, including virtual care programs for cardiometabolic conditions that often also affect people living with obesity.

Omada helps employers balance employee support with financial responsibility through a flexible, configurable approach. Our solution adapts as strategies and budgets evolve—minimizing disruption while protecting benefit spend. Employers can choose from four coverage models with options for enrollment, engagement, and prescribing, delivering support without unnecessary financial risk. This approach goes beyond traditional gatekeeping to better align cost control with access to care. Omada also delivers measurable results, including $1,448 in average long-term healthcare savings per participant in year one and ~30% lower GLP-1-related costs.

Omada’s GLP-1 program support for members taking or considering GLP-1s is expansive in order to meet the needs of each individual member. Members considering GLP-1s can schedule and meet with a third-party obesity medicine-trained provider—right from the Omada app—for a comprehensive clinical assessment that includes medical history, mental health screening, readiness for behavior change, and cardiometabolic risk factors. For members taking GLP-1s, the program model includes comprehensive support features, such as dedicated health coaches, emphasis on side-effect management, food and activity guidance, exercise plans designed to help build and maintain lean muscle mass, peer communities, biometrics tracking, and basic education on how GLP-1s work and what members can expect.

No. Omada’s GLP-1 program can help employers in both covered-benefit and non-covered-benefit scenarios. For example, initiatives like Omada’s GLP-1 member cash-pay options, with or without employer contribution, can help expand access in non-covered benefit scenarios with options for some of the most affordable cash pay prices for FDA-approved GLP-1 medications on the market. With member cash-pay options, you cover the cost of the GLP-1 companion program, your employee covers the cost of the medication. Omada can support employers at different stages of their GLP-1 coverage journey, rather than only meeting the needs of organizations that already have a fully established coverage strategy.

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