Employer Benefits and Social Stigma Drive GLP-1 Use Among US Workers, Survey Finds

Employer health benefits are a key factor in whether US workers will use glucagon-like peptide-1 (GLP-1) weight-loss medications, and social stigma remains a meaningful barrier for nearly half of all Americans, according to data from a recent national survey. The poll, conducted by The Harris Poll on behalf of Wondr Health, found that 65% of employed adults would be more likely to use a GLP-1 medication if their employer covered at least part of the cost. Another 56% said they would be willing to pay out of pocket if their employer offered a behavioral support program to help manage weight loss.

The survey was conducted online in March 2026 and included 2095 US adults, including 1091 employed full- or part-time. The sample was weighted to the US general adult population. Findings carry a Bayesian credible interval of ±2.7 percentage points at a 95% confidence level. The survey was administered by The Harris Poll on behalf of Wondr Health, the leading provider of behavioral weight management and GLP-1 clinical solutions.¹

The survey covered 5 main questions assessing attitudes toward GLP-1 use, including the influence of employer cost coverage, access to behavioral support programs, willingness to use GLP-1s long-term for chronic disease management, social comfort with these medications, and workplace expectations for women experiencing perimenopause or menopause symptoms.

GLP-1 receptor agonists were originally developed to treat type 2 diabetes but have gained significant attention for their ability to produce meaningful weight loss and improve cardiometabolic health. Demand for these medications has surged, driven in part by newer approvals for obesity, cardiovascular disease, and obstructive sleep apnea. Despite this, access remains uneven, as only about 1 in 5 large employers covers GLP-1 medications for weight loss, based on 2025 data.²

The headline finding that 65% of employed adults would be more likely to use GLP-1 therapy with employer cost support was consistent across genders but showed strong variation by age. Among employed adults ages 35 to 44 years, 75% agreed that employer coverage would make them more likely to use GLP-1 therapy, compared with 60% for those ages 18 to 34 years and 64% for ages 45 to 54 years. Employer coverage influence dropped sharply among workers aged 65 years and older, only 37% of whom agreed.

When asked about behavioral support, 56% of employed adults said they would self-pay for a GLP-1 if their employer offered a behavioral program. That figure climbed to 69% among those aged 35 to 44 years. Employed adults with at least a college degree were more responsive (63%) than those with a high school education or less (49%).

Social stigma emerged as another significant factor, with nearly half of survey respondents (49%) saying they would feel more comfortable using GLP-1 medications if these treatments were more widely accepted by society. Men (53%) were more likely than women (45%) to say broader social acceptance would raise their comfort level. Mid-career adults aged 35 to 44 years showed the greatest sensitivity to social perception, with 72% agreeing. This was higher than both younger adults aged 18 to 34 years (62%) and those aged 45 years and older (44%). Higher-income Americans (household income $100K+) were also more influenced by social acceptance (54%) compared with those earning less than $75K (43%).

The findings arrive at a critical inflection point. As of 2025, an estimated 34% of non-elderly adults with employer-sponsored insurance meet clinical criteria for GLP-1 therapy, yet utilization remains well below that threshold.² These data suggest that benefit design, not just clinical eligibility, may be the stronger lever driving real-world uptake.

For clinicians, the results underscore a practical reality: Patient decision-making about GLP-1 therapy is not purely clinical. Cost, employer support, and social environment all factor into whether a patient initiates or sustains treatment. The results show that communicating the availability of employer-sponsored behavioral programs or advocating for them on patients' behalf may be important components of treatment.

Looking ahead, employer coverage strategies for GLP-1s are evolving quickly. A total of 43% of the firms with 5000 or more workers now cover GLP-1s for weight loss, up from 28% just a year earlier, although many are simultaneously tightening eligibility criteria and adding utilization management requirements due to cost pressures.² Future survey data may examine whether the addition of behavioral programs actually changes employer willingness to cover these medications and whether patient outcomes improve when coverage and behavioral support are bundled together.

This survey reinforces that GLP-1 access is subject to behavioral, social, and structural considerations. Most employed Americans are open to GLP-1 therapy, but their willingness to start or sustain treatment is meaningfully tied to whether their employer makes it easier. For health care professionals, understanding these dynamics can inform how they counsel patients about realistic barriers and how they engage with employer and insurer stakeholders. As the GLP-1 market continues to mature, aligning coverage design with behavioral support may be among the most impactful interventions in the obesity treatment landscape.

"Weight-loss medications like Wegovy and Zepbound are often discussed in terms of drug costs, but our new data suggests employees view them as part of a broader approach to improving their health," said Scott Paddock, CEO of Wondr Health.¹ "Employers have an opportunity to shape how these treatments are used by pairing medication access with a lifestyle and behavioral program proven to help people lose weight, improve their health, and maintain these results over time, even as medications are adjusted or discontinued."

References

1. Wondr Health. New Wondr Health/Harris poll: two in three workers say employer health benefits would influence GLP-1 use. Business Wire. April 7, 2026. Accessed April 8, 2026. https://www.businesswire.com/news/home/20260407781254/en/New-Wondr-HealthHarris-Poll-Two-in-Three-Workers-Say-Employer-Health-Benefits-Would-Influence-GLP-1-Use.

2. Rae M, Claxton G, Amin K, et al. Perspectives from employers on the costs and issues associated with covering GLP-1 agonists for weight loss. Peterson-KFF Health System Tracker. January 12, 2026. Accessed April 8, 2026. https://www.healthsystemtracker.org/brief/perspectives-from-employers-on-the-costs-and-issues-associated-with-covering-glp-1-agonists-for-weight-loss.