Need to know:
- Obesity drives up sickness absence and increases the risk of multiple health issues including cardiovascular disease, type 2 diabetes and some cancers including breast and bowel.
- Cost is the main deterrent for organisations wishing to offer weight-loss medication to employees.
- Employers should consider a range of weight-loss tools, including coaching to help employees make behaviourial changes that support sustainable weight management.
As well as transforming the likes of Jeremy Clarkson, Oprah Winfrey and Sharon Osbourne, as many as 2.5 million people in the UK have turned to medications such as Ozempic and Wegovy to lose weight. And, with weight management improving health risk, employers are beginning to ask whether this medication should be part of the workplace health strategy?
Obesity is a major driver of poor health, increasing the risk of multiple issues including cardiovascular disease, type 2 diabetes, non-fatty liver disease and some types of cancer. Dr Katie Tryon, deputy chief executive officer (CEO) at VitalityHealth, says: “Obesity costs the NHS around £6.5 billion a year,. Our claims data shows that members living with obesity are 35% more likely to be hospitalised, with this as high as 70% for musculoskeletal conditions and 123% for cardiac [issues].”
Employer issue
Obesity is costly for employers too. Employees who are overweight or obese are more likely to be off work due to ill health, and to be off for longer, than those of a normal weight, according to research by the Institute for Advanced Studies in Vienna: The impact of overweight and obesity on absenteeism from work across 26 European countries: an analysis of EHIS 3 microdata, published in May 2024.
Handing out weight-loss medication could help to reduce an organisation’s sickness absence but it is far from a simple move. Alison Byrne, UK workplace health consulting leader at Mercer Marsh Benefits, says she has had enquiries, but most do not go any further. “Employers have to weigh up the costs of offering this medication against the value it brings and whether it’s even their responsibility,” she explains.
Weight loss market
These issues are also being considered by the insurers. Although Bupa offers weight-loss treatment as a stand-alone option, including support and medication where appropriate, VitalityHealth is the only insurer to offer access to the medication through its private medical insurance (PMI) schemes.
It launched the service in February 2025 and has a robust framework around eligibility. Members complete a health check on the Vitality app and if they have a body mass index (BMI) of 35 or more, they may be eligible for the medication-supported weight-loss programme. This gives them access to discounted medication for up to 12 months, with discounts of up to 22%, alongside health coaching through wellbeing partner Second Nature.
While there are options, most insurers are steering clear of adding weight-loss medication to their cover. Rachel Western, principal at Aon, explains: “Medical insurers point to long-standing exclusions for weight-loss drugs and chronic conditions. Many of them are looking at it though and, if there’s demand from employers, it will drive insurer propositions.”
High risk perception
Concerns about the side-effects and possible long-term health issues of weight-loss medication are dampening demand. Government advice warns of common side-effects including nausea, vomiting, diarrhoea and constipation but also more unusual ones such as gallstone disease, pancreatitis and serious allergic reactions.
The possibility of long-term health risks can also make employers nervous. Although the medication is approved by the Medicines and Healthcare Products Regulatory Agency, long-term safety data is still emerging. Debra Clark, head of wellbeing at Everywhen, says: “An organisation could open itself up to liability if these medications are linked with serious health issues in the future. It’s difficult, especially as there are so many health benefits to being a healthy weight.”
Cost concerns
These risks may be concerning but, for many employers, it is the cost of covering this medication that is the big deterrent. Even discounted, these medications are pricey: four weeks’ medication starts at £169 on Bupa’s weight management plan.
Employers need to consider whether it is right to take this on, says Sarah Taylor, director of corporate healthcare proposition at Healix Health. “Routinely funding medication raises difficult questions around cost, fairness and where responsibility for managing long-term conditions should sit,” she explains.
These questions get even trickier when the issue of weight rebound is considered. A study from Oxford University, Weight regain following the cessation of medication for weight management, January 2026, shows that people put the weight back on four times faster than those who go for more conventional weight-loss methods. This yo-yoing can have implications for employee health but also for the cost to the employer.
Weight-loss options
Other options are also available for employers looking to support employees’ weight loss journeys. “Medication isn’t a magic bullet,” says Byrne. “Employers should take a holistic approach to weight management, which might include medication as well as advice on nutrition, exercise and support to change behaviours long term.”
Even if they do not want to pick up the tab for the jabs, organisations may want to support employees who pay for their own medication. One of the reasons so many people regain weight is they do not have any coaching alongside the medication, says Western. “This makes a huge difference to long-term weight management,” she says. “Employers could provide this service to support employees on the medication.”
Even a healthy working environment can help. Simple changes such as encouraging employees to move around regularly and offering healthier food choices can support better long-term outcomes, says Taylor.
Prepare for change
While cost may be pushing employers to a more traditional approach to supporting weight management, attitudes to the medication could change quickly. “Oral weight-loss medications are coming this year and patents will also expire,” says Tryon. “This will change perceptions.”
New regulations could also shift the agenda. Offshore Energies UK (OEUK) is introducing a safe weight limit policy for personnel on offshore installations. Mandatory from November 2026, this will impose a maximum clothed weight limit of 124kg, with a 0.7kg safety margin, to ensure individuals can be evacuated safely.
This will have far-reaching implications for employers. “One of my clients has at least 5% of its workforce over this weight,” says Byrne. “Weight-loss medication is often part of the conversation.”
With these pressures, coupled with the potential price drop of the medication, it could just be a matter of time before weight-loss drugs become a standard part of an employer’s health and wellbeing strategy.
