Based on analysis of employer experiences, vendor data, and expert interviews, PHTI outlines five key recommendations for employers: Establish clear, clinically driven eligibility pathways for GLP-1 coverage Require participation in behavior, nutrition, or lifestyle change programs as a condition of coverage Provide structured support for employees who choose to taper or discontinue GLP-1 therapy Review existing vendor capabilities before adding additional point solutions Contract with vendors to drive outcomes while examining overall program costs The report identifies three critical phases where these solutions can support employers in managing their GLP-1 coverage: Initiation: Providing targeted GLP-1 coverage using clinical criteria, behavioral or AI-based screening, narrow prescribing networks, or step-therapy pathways that include lower-cost alternatives or lifestyle change programs

Inflammation is a powerful driver for the development of atherosclerosis and blood vessel disease and makes heart attacks more likely
The characterization of the specific binding of [ 3 H]- N -acetylaspartylglutamate to rat brain membranes
HRAs are funded entirely by your employer and governed by an employer-written plan document that can exclude weight-loss medications, require prior approval, or demand a Letter of Medical Necessity (LMN) before reimbursement
The nuclei were counterstained using DAPI (Thermo Fisher Scientific), after which the stained sections were imaged with a confocal microscope (LSM880, Zeiss)
Other medications like Kerendia (finerenone) that do not lower glucose are sometimes included as adjunctive therapies, too