What Multinational Employers Need to Know About GLP-1s

What Multinational Employers Need to Know About GLP-1s
March 16, 2026 5 mins

What Multinational Employers Need to Know About GLP-1s

What Multinational Employers Need to Know about GLP-1s

GLP-1 medicines for weight loss are increasingly popular in the U.S., prompting employers to consider coverage for employees. While not as common yet globally, GLP-1s spark a broader discussion around using data and analytics to identify health risks and address obesity as a disease.

Key Takeaways
  1. Differences in healthcare systems and obesity rates mean there is no one-size-fits-all solution for addressing population health.
  2. It is highly recommended that any obesity management solution that includes GLP-1 medications have the appropriate wraparound care to ensure long-term success.
  3. Using data and analytics, employers can better pinpoint health risks among their workforce and target interventions aimed at improving population health and productivity.

The use of GLP-1 medications  for weight loss has recently surged in the United States, with about 12% of adults using them for all purposes and nearly two-thirds of those adults using them for weight loss as a primary or secondary goal.1 U.S. employers have responded to this rise, and its attendant costs, in a variety of ways, depending on their specific situations and goals. Some organizations with higher turnover may not see the benefit of covering these medications, as the cost savings are a long-term issue. Others who want to maximize the benefit are creating screening, adherence and programs to support weight loss as conditions of coverage. 

But how has the rest of the world responded to GLP-1s, and how should employers — especially multinational companies — respond? As with any global perspective on healthcare, the answers vary due to cultural, regulatory and systemic differences. We explore how employers can stay ahead of this evolving topic. 

Diverse Systems Lead to Diverse Needs

Knowing the scope of the problem, the costs of various solutions and the specific risk to employee health and productivity faced by organizations is the basis for any population health strategy. This starts with the data an employer may already have on hand, including health claims and absentee information.

Employees in many countries are not expecting access to GLP-1 medications through their employers at nearly the same rate as they are in the U.S. For example, a recent survey showed 71% of employees in the U.S. thought covering GLP-1s for weight loss was important,2 while in England that number was just over 40%.3 This trend mirrors consumer demand for GLP-1s for weight loss, which is higher in the U.S. compared to some other countries. 

There are a few reasons for this, including how healthcare systems are structured in different countries, the types of benefits employees expect and typically receive from their employers and the scope of obesity within each region. In the U.S., healthcare insurance is heavily subsidized by employers, whereas in countries with national healthcare systems, the employers’ contributions are more indirect. Employers in countries with national healthcare have an interest in the cost aspect given payroll contributions help fund healthcare, but they have less direct control over whether specific medications are covered.  

Obesity and GLP-1 Usage in Selected Countries
Country Percent of Obesity in Adult Population4 Adult Population Using GLP-1s for Weight Loss 
(or Type 2 Diabetes with Weight Loss as Secondary Goal)
Australia 31.7% 2.0% as of mid-20255
Canada 33.5% 3.9% as of 20246
Denmark 18.7% 9.1% as of 20257
Germany 19% 9.6% as of 20268
Saudi Arabia 23.1% 14.2% as of Dec. 2024 (limited study)9
United Kingdom 26% 2.9% as of 202510
United States 40.3% 7.4% as of 202611

Since GLP-1s have historically been more affordable outside the U.S., interested individuals haven’t expected subsidized costs from employers. Furthermore, several GLP-1 medications are due to go off patent in certain countries such as Canada and India in 2026, meaning that generics and biosimilars will become more prevalent, further lowering costs.

But that doesn’t mean employers in other countries, especially multinational companies with a significant employee presence in the U.S., aren’t interested in obesity management. Obesity is a risk factor for a host of serious health issues, including Type 2 Diabetes, cardiovascular disease and certain cancers. Additionally, research has suggested that employees with obesity are far more likely to miss work time because of illness.12

GLP-1s are shown to be effective in helping patients lose weight, especially when the medications are administered with proper support. Aon’s latest GLP-1 workforce-led research in the U.S. suggests that use of the medications can lead to a reduction in major adverse cardiovascular events (MACE), provide specific advantages for women’s health such as a lower incident rate of ovarian and breast cancers, and begin to bend the cost curve. 

Multinational employers are increasingly looking at how to use data and analytics to target these risk factors and develop comprehensive solutions for weight management. 

37%

GLP-1 users saw a 37% reduction in hospitalizations caused by MACE over the 24 months following therapy initiation.

Source: Aon’s Workforce-Focused Analysis on GLP-1s: Phase Two Findings

Using Data to Guide Employer Strategies and Support

No matter what strategy employers take on obesity management, it’s important for them to know the issues they face — and this starts with data. Even if employees aren’t demanding coverage for GLP-1 medications, employers should know where their future obesity and related health risks lie. By utilizing data and analytics, employers can identify potential high-cost claimants and high-risk populations that may drive future health issues, offering a view of future employee needs. 

“We have more of a framework around wellbeing than we used to, so employers need to understand what their challenge is. Is it absenteeism? A specific medical condition? Then we need to make sure that we have enough in the toolbox for both the preventative and intervention side, highlight where the weakness is, target that group and help them address it.” 

- Dr. Jeanette Cook, Principal Wellbeing Consultant, Health Solutions, United Kingdom

Whether it’s pharmaceutical interventions with targeted adherence programs, wellbeing initiatives or education, employers worldwide are looking for ways to reduce obesity and its associated health challenges. Yet, GLP-1s are only one part of a larger solution. The broader question for HR and business leaders is: How do we as an employer create and sustain programs that allow employees to manage their weight and prevent the costly and damaging effects of obesity-related illnesses?

“The attention around weight loss drugs is a good reminder for employers of the importance of responsible and well-communicated benefit design. Positioning GLP-1s as one option with clear clinical guardrails within a broader continuum of care can help build confidence and trust, while reinforcing a holistic, employee-centric approach to workforce wellbeing.”

- Dr. Andro Sandoval, Chief Medical Officer, Health Solutions, Asia Pacific

Tips for Supporting Employee Obesity Management and Wellbeing

Regardless of whether employees are taking weight loss medications, employers should evaluate their overall wellbeing program and how it supports population health. 

  • Nutritional Support: For those taking GLP-1s, it’s crucial that as their caloric intake decreases, they have sufficient nutritional intake. Education and support are essential. Sustaining healthy weight over the long term requires ongoing nutrition guidance and lifestyle changes. 
  • Exercise Programs: Because muscle mass loss is a risk for those losing weight with the assistance of GLP-1s, exercise programs that are tailored to specific needs are a key component for a healthy lifestyle and supporting obesity management. 
  • Mental Health Support: Obesity can be linked to disordered eating habits, depression, anxiety, elevated stress and other mental health challenges. One study finds individuals with obesity are 18% to 55% more likely to develop depression. It’s important to make sure that employees wanting to lose weight have adequate access to mental health care.13
  • Behavioral and Lifestyle Coaching: To make the medication as successful as possible, and in some cases provide an off ramp to taking it, many programs provide wraparound services that include healthy lifestyle coaching. Providing that kind of support for employees is vital to the success of a holistic wellbeing program.
  • Adherence Support: If employees are taking GLP-1 medications, adherence to the medication regimen is a big factor in the success of the program. Aon’s workforce-focused GLP-1 study in the U.S. finds adherence of 80% or greater leads to better results. Even simple interventions like refill reminders and coaching can help.

These types of support need to be personalized to fit into lifestyles and specific needs — whether they are standalone obesity management programs or part of wraparound services that include GLP-1 coverage.

By using data to identify health risk factors, inform targeted interventions and benefit offerings, employers can create successful, cost-effective programs to improve population health, which in turn leads to a more productive workforce. For multinational employers, who may have employees in various types of healthcare systems, these programs can be valuable regardless of whether GLP-1 coverage is provided by the employer or not. 

3-10

Obesity reduces life expectancy by an average of 3-10 years. It increases the risk for Type 2 Diabetes, hypertension, heart disease, stroke and a dozen other conditions.

Source: National Health Service, United Kingdom

Contact us

As organizations look at their population health risks, including obesity management, Aon’s human capital analytics and workplace wellbeing capabilities can help guide strategy. Contact us to get started.

Contact Us

1 KFF Health Tracking Poll: Prescription Drug Costs, Views on Trump Administration Actions, and GLP-1 Use, KFF
2 Should employers cover GLP-1s?, Alight
3 Weighing up weight-loss benefits provision, HR Grapevine
4 Global Obesity Observatory, World Obesity Federation
5 “Every bite counts” – GLP-1 weight loss medicines and the future of food, Rabobank
6 Impact of GLP-1 Drugs on Consumer Eating Habits and Food Industry Trends, Dalhousie University
7 GLP-1 and the Nordic way: How weight-loss medicine fits into structured lifestyles, YouGov
8 How weight-loss injections are reshaping FMCG in Germany, YouGov
9 Prevalence and Factors Associated with GLP-1 Receptor Agonist Use for Weight Management Among Overweight and Obese Adults in the Eastern Province of Saudi Arabia, MDPI
10 Prevalence of use and interest in using glucagon-like peptide-1 receptor agonists for weight loss, BMC Med 
11 KFF Health Tracking Poll: Prescription Drug Costs, Views on Trump Administration Actions, and GLP-1 Use, KFF
12 Overweight people more likely to take sick leave, European study finds, The Guardian
13 Obesity and psychological distress, The Royal Society Publishing

Aon’s Thought Leaders
  • Dr. Andro Sandoval
    Chief Medical Officer, Health Solutions, Asia Pacific
  • Rachel Western
    Principal, Health Solutions, United Kingdom
  • Linda Beavis
    Global Leader, Mobility, Health Solutions, United Kingdom
  • Dr. Jeanette Cook
    Principal Wellbeing Consultant, Health Solutions, United Kingdom

General Disclaimer

This document is not intended to address any specific situation or to provide legal, regulatory, financial, or other advice. While care has been taken in the production of this document, Aon does not warrant, represent or guarantee the accuracy, adequacy, completeness or fitness for any purpose of the document or any part of it and can accept no liability for any loss incurred in any way by any person who may rely on it. Any recipient shall be responsible for the use to which it puts this document. This document has been compiled using information available to us up to its date of publication and is subject to any qualifications made in the document.

Terms of Use

The contents herein may not be reproduced, reused, reprinted or redistributed without the expressed written consent of Aon, unless otherwise authorized by Aon. To use information contained herein, please write to our team.

Aon's Better Being Podcast

Our Better Being podcast series, hosted by Aon Chief Wellbeing Officer Rachel Fellowes, explores wellbeing strategies and resilience. This season we cover human sustainability, kindness in the workplace, how to measure wellbeing, managing grief and more.

Aon Insights Series Asia

Expert Views on Today's Risk Capital and Human Capital Issues

Aon Insights Series Pacific

Expert Views on Today's Risk Capital and Human Capital Issues

Aon Insights Series UK

Expert Views on Today's Risk Capital and Human Capital Issues

Client Trends 2025

Better Decisions Across Interconnected Risk and People Issues.

Construction and Infrastructure

The construction industry is under pressure from interconnected risks and notable macroeconomic developments. Learn how your organization can benefit from construction insurance and risk management.

Cyber Resilience

Our Cyber Resilience collection gives you access to Aon’s latest insights on the evolving landscape of cyber threats and risk mitigation measures. Reach out to our experts to discuss how to make the right decisions to strengthen your organization’s cyber resilience.

Employee Wellbeing

Our Employee Wellbeing collection gives you access to the latest insights from Aon's human capital team. You can also reach out to the team at any time for assistance with your employee wellbeing needs.

Environmental, Social and Governance Insights

Explore Aon's latest environmental social and governance (ESG) insights.

Q4 2023 Global Insurance Market Insights

Our Global Insurance Market Insights highlight insurance market trends across pricing, capacity, underwriting, limits, deductibles and coverages.

Global Risk Management Survey

Better Decisions Across Interconnected Risk and People Issues.

Regional Results

How do the top risks on business leaders’ minds differ by region and how can these risks be mitigated? Explore the regional results to learn more.

Top 10 Global Risks

Trade, technology, weather and workforce stability are the central forces in today’s risk landscape.

Industry Insights

These industry-specific articles explore the top risks, their underlying drivers and the actions leaders are taking to build resilience.

Human Capital Analytics

Our Human Capital Analytics collection gives you access to the latest insights from Aon's human capital team. Contact us to learn how Aon’s analytics capabilities helps organizations make better workforce decisions.

Human Capital Quarterly Insights Briefs

Read our collection of human capital articles that explore in depth hot topics for HR and risk professionals, including using data and analytics to measure total rewards programs, how HR and finance can better partner and the impact AI will have on the workforce.

Insights for HR

Explore our hand-picked insights for human resources professionals.

Workforce

Our Workforce Collection provides access to the latest insights from Aon’s Human Capital team on topics ranging from health and benefits, retirement and talent practices. You can reach out to our team at any time to learn how we can help address emerging workforce challenges.

Mergers and Acquisitions

Our Mergers and Acquisitions (M&A) collection gives you access to the latest insights from Aon's thought leaders to help dealmakers make better decisions. Explore our latest insights and reach out to the team at any time for assistance with transaction challenges and opportunities.

Natural Resources and Energy Transition

The challenges in adopting renewable energy are changing with technological advancements, increasing market competition and numerous financial support mechanisms. Learn how your organization can benefit from our renewables solutions. 

Navigating Volatility

How do businesses navigate their way through new forms of volatility and make decisions that protect and grow their organizations?

Parametric Insurance

Our Parametric Insurance Collection provides ways your organization can benefit from this simple, straightforward and fast-paying risk transfer solution. Reach out to learn how we can help you make better decisions to manage your catastrophe exposures and near-term volatility.

Pay Transparency and Equity

Our Pay Transparency and Equity collection gives you access to the latest insights from Aon's human capital team on topics ranging from pay equity to diversity, equity and inclusion. Contact us to learn how we can help your organization address these issues.

Property Risk Management

Forecasters are predicting an extremely active 2024 Atlantic hurricane season. Take measures to build resilience to mitigate risk for hurricane-prone properties.

Technology

Our Technology Collection provides access to the latest insights from Aon's thought leaders on navigating the evolving risks and opportunities of technology. Reach out to the team to learn how we can help you use technology to make better decisions for the future.

Trade

Our Trade Collection gives you access to the latest insights from Aon's thought leaders on navigating the evolving risks and opportunities for international business. Reach out to our team to understand how to make better decisions around macro trends and why they matter to businesses.

Transaction Solutions Global Claims Study

Better Decisions Across Interconnected Risk and People Issues.

Weather

With a changing climate, organizations in all sectors will need to protect their people and physical assets, reduce their carbon footprint, and invest in new solutions to thrive. Our Weather Collection provides you with critical insights to be prepared.

Workforce Resilience

Our Workforce Resilience collection gives you access to the latest insights from Aon's Human Capital team. You can reach out to the team at any time for questions about how we can assess gaps and help build a more resilience workforce.

More Like This

View All
View All
Subscribe CTA Banner