Fewer employer plans will cover GLP-1 drugs for weight loss in 2027. WTW's 2026 survey found 53% of employers with at least 100 workers cover them, down from 57% in 2025. Some employers that drop coverage point workers to manufacturer self-pay programs, partial reimbursement or weight-management programs instead.
Key facts: WTW's survey of 471 employers found GLP-1 weight-loss coverage fell for the first time in three years, and 30% of employers that still cover the drugs are considering dropping them. · Employers that drop coverage may offer partial reimbursement, coaching programs, or a referral to drugmakers' self-pay programs, according to CNBC. · GLP-1s prescribed to treat a diagnosed condition such as obesity can be paid with HSA or FSA money, CNBC reports. The 2027 HSA limits are $4,500 (self-only) and $9,000 (family).
On Monday, November 2, 2026, many workers are in the middle of picking next year's benefits. Some will notice that something is missing. A CNBC report published October 27 found that more employers, including large ones, are dropping or shrinking coverage of GLP-1 drugs for weight loss, such as Wegovy and Zepbound, for 2027.
The main data behind the story comes from a benefits survey released the next day. Here's what it says, and what some employers are offering instead.
What the Survey Found
Benefits consultancy WTW released its 2026 Best Practices in Healthcare Survey on October 28. It surveyed 471 U.S. employers with at least 100 employees between June 22 and August 7, 2026.
- 53% of those employers cover GLP-1s for weight loss, down from 57% in 2025. WTW says it's the first decline in three years.
- 30% of employers that still cover the drugs are considering dropping them.
- 91% of employers that have dropped coverage or are thinking about it cite cost.
Cost is the background to all of this. WTW says employers expect their healthcare costs to rise 9.7% in 2027, even after plan changes. CNBC also cites a Marsh survey of more than 1,800 employers that projects an 8.2% rise in health insurance cost per employee for 2027, with GLP-1 use accounting for a full percentage point of that.
Not everyone is cutting back. CNBC quotes Bank of America's CEO saying the company views its GLP-1 spending as "a good investment" in employee health. Policies vary a lot from one employer to the next.
What Some Employers Are Offering Instead
According to CNBC, employers that drop coverage tend to take one of three routes.
Pointing workers to self-pay programs. Some employers send workers to drugmakers' direct-to-consumer programs, such as Novo Nordisk's NovoCare or Eli Lilly's LillyDirect. WTW found 8% of employers have done this and 28% are planning or considering it. CNBC reported starting self-pay prices of $149 a month for the lowest dose of the Wegovy pill, $199 for the Wegovy shot and $299 for Zepbound.
The Fine Print: Those self-pay prices may not hold. CNBC reports that Novo Nordisk says its current promotional pricing may be modified or canceled in 2027. If your plan is dropping coverage, don't build your 2027 budget around today's price.
Partial reimbursement. Some companies drop the drugs from their pharmacy benefit but reimburse part of what employees pay out of pocket, working with outside vendors.
Weight-management programs. Other employers contract with outside companies for coaching on nutrition, exercise and behavior change. Marsh told CNBC these programs cost employers about $65 to $100 per employee per month, or $150 or more if they include prescribing. Employers usually pay for them, not workers. The program results CNBC cites come from the vendors themselves.
Where HSAs and FSAs Fit In
CNBC reports that GLP-1s can be reimbursed from a health savings account (HSA) or flexible spending account (FSA) when a licensed provider prescribes them to treat a diagnosed condition, such as obesity. IRS Publication 502 lists which medical expenses qualify.
The IRS has set 2027 HSA contribution limits of $4,500 for self-only coverage and $9,000 for family coverage. The FSA limit is $3,400 for 2026, and the 2027 figure hadn't been announced when CNBC published. One trade-off CNBC points out: HSA money you spend now isn't left to grow for later.
What This Means for You
This is general education, not advice. If you take a GLP-1 for weight loss, or you're thinking about it, a few things are worth checking before your employer's enrollment window closes:
- Read the 2027 drug list. Coverage for weight loss can differ from coverage for diabetes. Look at the formulary or ask HR about your specific situation.
- Ask what replaces it. If coverage is ending, ask whether your employer offers reimbursement, a weight-management program or a self-pay referral.
- Plan your accounts. If you expect to pay out of pocket, factor that into your 2027 HSA or FSA election.
- Talk to your prescriber before changing or stopping any medication.
Got a question about your 2027 benefits choices? Send it to us, and we may answer it in a future article.
This article is general education, not medical, tax or insurance advice. Plan rules, drug prices and coverage vary by employer and change from year to year. Check your own plan documents.
Sources:
- CNBC: GLP-1 drug coverage is being dropped by employer plans: What to know about 2027 weight-loss options (Oct. 27, 2026)
- WTW: 2026 Best Practices in Healthcare Survey press release (Oct. 28, 2026)
- IRS: Revenue Procedure 2026-24 (2027 HSA limits)
- IRS: Publication 502, Medical and Dental Expenses
Frequently asked questions
How do I know if my employer plan will cover GLP-1s for weight loss in 2027?
Check your 2027 open enrollment materials, the plan's drug list (formulary) and its Summary of Benefits and Coverage, or ask your HR or benefits office. Coverage for weight loss can differ from coverage for diabetes, so ask about the specific use.
Can I use my HSA or FSA for a GLP-1?
CNBC reports that GLP-1s are eligible for HSA and FSA reimbursement when a licensed provider prescribes them to treat a diagnosed medical condition, such as obesity. Your account administrator can tell you what paperwork it needs.
