A more thoughtful approach to GLP-1 and employee benefits

Alight helps employers turn GLP-1 coverage decisions into a sustainable strategy that balances employee access, cost control, clinical support and effective administration.

As demand for GLP-1 medications grows, employers need a practical way to support their workforce while managing affordability, governance and long-term program sustainability.

Alight brings together benefits administration, reimbursement capabilities, digital experiences and clinical partners to help organizations choose and evolve the right approach.

A more thoughtful approach to GLP-1 and employee benefits

What Alight can support

Strategy and program design aligned with workforce needs, coverage and cost priorities
Flexible reimbursement administration with employer-defined eligibility, funding and spending controls
Clinically managed care available through independent clinical partners
Member navigation and digital experiences that connect employees with benefits, purchasing paths and support
Reporting, savings opportunities and ongoing optimization as needs and market options evolve

Internal data shows meaningful savings opportunities

Alight’s 2025 analysis of assessed Health Pro-logged savings across its navigation book of business found:

42%

of reviewed prescriptions were GLP-1 drugs, up from 32% in 2024

16%

of reviewed GLP-1 drugs had a lower-cost option available, up from 14% in 2024

$2,790

was the average annual member savings for each GLP-1 drug with a lower-cost option, up from $2,117 in 2024

These findings show the value of pairing thoughtful program design with tools that help members find more affordable medication options.

Built around four priorities

Access

Define who is eligible and how employees will obtain medications

Affordability

Set sustainable funding, reimbursement limits and other financial guardrails

Clinical Support

Determine the appropriate level of screening, prescribing, medication management and ongoing guidance

Administration

Establish a clear approach to eligibility, reporting, communications and program governance

One connected benefits strategy. Two flexible paths

Employers can use flexible reimbursement, clinically managed care or a combination of approaches for different populations. Alight helps coordinate these options within the broader benefits experience.

Flexible, employer-defined reimbursement

A configurable GLP-1 Health Reimbursement Account allows employers to reimburse eligible medication expenses while defining eligibility, funding and reimbursement limits. Employees can use eligible direct-purchase options or seek reimbursement for approved pharmacy purchases through Alight Worklife^®.

Best suited for employers that want to:

Set clear eligibility, funding and spending limits
Give employees flexibility across eligible purchasing paths
Align employer funding with utilization
Integrate reimbursement, account management and reporting

Clinically managed GLP-1 care

Through the Alight Partner Network, employers can offer a coordinated program with eligibility screening, clinician involvement, medication management, lifestyle guidance and ongoing engagement. Alight’s partnership with eMed connects these capabilities with the broader benefits experience.

Best suited for employers that want to:

Introduce structured clinical eligibility and oversight
Coordinate screening, prescribing, fulfillment and monitoring
Support adherence and ongoing engagement
Connect medication treatment with broader health support

Alight supports the benefits experience and partner connection; clinical services and treatment decisions are provided by independent, licensed clinicians who determine treatment eligibility and appropriateness.

One strategy can include more than one path

Organizations may use different approaches for distinct populations, begin with reimbursement and later add structured clinical support or combine financial guardrails with a coordinated care experience.

How Alight helps

Define the strategy

Assess workforce needs, current coverage, financial priorities and the desired level of clinical support

Coordinate the right solutions

Serve as the connecting layer across benefits administration, reimbursement, member navigation, digital experiences and clinical partners, creating a more cohesive employer and employee experience

Administer and evolve the program

Support eligibility, account administration, claims, reporting and ongoing adjustments as needs change

Build a strategy that fits your workforce

Whether you are evaluating access, reconsidering coverage or seeking greater financial and clinical structure, Alight can help identify a sustainable path forward.

Talk with a GLP-1 benefits expert

Discuss your workforce needs, current coverage and cost priorities with Alight to identify the right GLP-1 strategy.

Frequently asked questions about Alight's GLP-1 programs

What solutions does Alight offer?

Alight GLP‑1 HRA Solution

An employer-controlled reimbursement strategy that helps organizations expand access to GLP1 therapies while maintaining control over eligibility, funding levels and overall spend. Employees have flexibility in how they access medications, while employers benefit from reporting, governance and predictable cost management.

eMed Clinically Managed GLP‑1 Program

A comprehensive, end-to-end clinical solution that includes eligibility screening, prescribing, medication fulfillment, adherence monitoring, coaching and ongoing clinical support. This option is well suited for organizations looking for a dedicated partner to help manage the entire GLP-1 journey and drive measurable health outcomes.

Alight Well GLP‑1 Digital Pathway

A scalable digital lifestyle solution that supports weight management through healthy behavior changes, including nutrition, activity, sleep and stress management. It can be deployed independently or alongside clinical and reimbursement-based GLP1 strategies. By driving engagement in preventive health, digital care and behavior-change programs, Alight Well helps employers improve workforce wellbeing while creating opportunities to reduce healthcare costs and maximize the value of their benefits investments.

What is the difference between reimbursement and clinically managed care?

A reimbursement model emphasizes employer-defined funding, eligibility and employee purchasing flexibility. A clinically managed program provides improved accessibility and a more structured care journey that may include clinical screening, prescribing, medication management and ongoing monitoring.

How does Alight help employers determine the right approach?

Alight assesses the employer’s goals, workforce, current coverage, financial priorities and desired level of clinical and administrative support, then helps evaluate the pathways that best fit.