A Turning Point in Obesity Care
Obesity continues to be one of the most significant and expensive health challenges today.¹ With more than 1 billion people living with obesity worldwide, and rising use of GLP-1 medications, employers are being forced to rethink how they support their populations. The World Health Organization’s new guideline on GLP-1 therapy signals a major shift in how obesity should be treated.¹ It also reinforces something Tria Health has known for a long time: medications alone are not enough. Employees need long-term, whole-person support to see meaningful and sustainable change.
WHO GLP-1 Guidelines
In December 2025, the WHO released its first global guideline on the appropriate long‑term use of GLP‑1 medications for treating obesity.¹ The organization emphasizes that obesity, like other chronic conditions, requires continuous management rather than quick-fix approaches.¹,²
The WHO was clear that medication by itself is not enough to treat a condition as complex as obesity. These medications should also be paired with structured lifestyle support, including nutrition, physical activity, and behavioral counseling.¹,³ While there are still challenges related to cost, access, and long-term data, the recommendations mark a turning point. For the first time, there is global recognition that obesity care must be comprehensive, continuous, and personalized, and that individuals can improve their health through a combination of medical treatment and long-term lifestyle support.¹
What These Changes Mean for Employers
GLP‑1 awareness and use has surged in recent years, with employees seeking access for weight loss, diabetes, and cardiovascular benefits.⁴ But covering these medications without guardrails can create significant cost pressures. Employers are increasingly working to strike a balance - supporting meaningful access to obesity care while ensuring coverage remains financially sustainable.
The WHO guidelines reinforce what many employers are already experiencing:
GLP‑1s require careful oversight to manage dosage, safety, and appropriate duration of therapy.¹,³
Long‑term success depends on supporting the whole person, not just approving a prescription.¹
Structured behavioral support should be required, not optional.
Fragmented or “quick‑win” point solutions fall short. Employers need integrated programs that address behavior, comorbidities, and medication optimization.
Forward‑thinking employers are already moving toward models that align with WHO’s recommendations. Many are adopting requirement-based pathways for GLP‑1 coverage, tightening eligibility, and pairing medication access with coaching and lifestyle‑change programs.
How Tria Health Meets and Exceeds WHO’s Standard for
Comprehensive Care
Unlike programs that rely solely on medication, Tria Health supports members with or without GLP-1 therapy - ensuring every individual receives the right care based on their unique needs. Our care team, including both pharmacists and health coaches, helps members improve their health whether or not they use GLP‑1 medications.
We support members by:
Offering guidance for those prescribed GLP‑1s, which are complex medications that require careful dose adjustment, adherence oversight, and ongoing monitoring to ensure safe and effective use
Providing personalized lifestyle, nutrition, and behavior‑change coaching for all participants
Supplying a cellular body composition scale so members can easily track progress and share updates with their health coach
Helping members build long‑term habits that support sustainable weight and chronic condition management, with or without medication
This whole‑person approach gives employers a single, integrated solution that supports long‑term health, improves outcomes, and controls unnecessary costs.
What Employers Need to Know Moving Forward
Employers must balance access, cost, and long‑term health outcomes. Because these medications are costly, plans need strong support systems in place to prevent unnecessary spending and to ensure they lead to real improvements in employee health.⁵ The most effective strategy is one that pairs appropriate medication use with long‑term lifestyle support, clear expectations, and strong clinical guidance.
To navigate this shift, employers should:
Review and refine GLP‑1 coverage criteria to ensure alignment with clinical best practices while reflecting on the organization’s philosophy around responsible, sustainable care
Require participation in lifestyle or behavior‑change programs for members using GLP‑1s
Incorporate clinical guidance to reduce unnecessary pharmacy spend and improve safe use
Equip members with tools and coaching that support sustainable progress beyond medication
Prioritize whole‑person chronic condition support instead of fragmented point solutions
By taking these steps, employers can protect their benefit budget, support long‑term health outcomes, and create a more sustainable strategy as obesity treatment continues to evolve.
Conclusion: A Smarter Path Forward for Obesity Care
The WHO’s new GLP‑1 guideline confirms that obesity is a chronic condition requiring comprehensive support. ¹,² Medication alone cannot address the full scope of the problem, and employers who rely on prescription‑only solutions risk higher costs with limited outcomes. ¹,³
References
1. WHO Issues Global Guideline on the Use of GLP‑1 Medicines in Treating Obesity
http://WHO Issues Global Guideline on the Use of GLP‑1 Medicines in Treating Obesity
2. PAHO/WHO: Guideline on the Use of GLP‑1 Therapies for Obesity in Adults
3. HealthDay / U.S. News: WHO Issues First Guidance on Using GLP‑1 Drugs to Treat Obesity
4. JAMA: What to Know About the WHO’s New GLP‑1 Drug Guideline
https://jamanetwork.com/journals/jama/fullarticle/2843811
5. PHTI Market Trend Report: Employer Approaches to GLP‑1 Coverage