Employer GLP-1 care, done right. Clinically supported programs that keep employees healthy and businesses thriving.
Joined October 2021
- Tweets173
- Following239
- Followers4.8K
- Likes58
eMed retweeted
@eMedHealth is leading the charge in healthcare transformation, and the FQ Health Summit was just the beginning. Now healthcare needs to move at the speed we deserve. @eMedHealth and the @femalequotient kicked off the Next Era of Women's Health with @SheMed_UK founders Chloe & Olivia Ferro, & @ShelleyZalis.
eMed retweeted
We thought GLP-1s were about the scale. Turns out they’re rewriting the history of our health! Heart, kidney, liver, joints, sleep, addiction. Once-in-a-lifetime medicines. The list is still growing. @EricTopol
Pharmacy costs are immediate and visible. The broader impact can take longer to surface. So what happens when GLP-1 programs are evaluated based on what shows up first?
Our latest What People Are Asking piece looks at why timing matters when evaluating GLP-1 program performance.
Click the link to read more: emed.com/resources/blog-post…
eMed retweeted
Employees are frustrated, even angry right now. Employers cutting GLP-1 coverage to save money are being short sighted. Losing access to medication people rely on isn't an option.
GLP-1s are essential modern healthcare, and they reduce long-term costs too.
Ask your employer about @eMedHealth.
bloomberg.com/news/articles/…
eMed retweeted
GLP-1s have changed what's possible in healthcare, and employees are counting on them.
Employers should be expanding access, not cutting it. That's exactly what @eMedHealth was built for.
washingtonpost.com/business/…
eMed retweeted
Betting on yourself. Writing your own playbook. Building @eMedHealth.
That's what I got into with @LizClaman.
Listen here: podcasts.apple.com/us/podcas…
90% of eMed GLP-1 Program Participants stay adherent to their program.
Why it matters: population health is about identifying risk, intervening early, and keeping people engaged over time. That’s our model.
GLP-1 ROI is only as strong as the assumptions behind it. Here’s how to build a model your CFO can trust. emed.com/resources/blog-post…
Worth knowing: A 2025 analysis of 719,000+ employees found that work-loss costs increased with each higher obesity category. The workforce impact goes well beyond healthcare claims. pmc.ncbi.nlm.nih.gov/article…
The prescription is not the program. Members on eMed's program lost an average of 41.6 lbs at 12 months. That's what happens when support doesn't stop after the script gets filled.
Source: eMed internal member outcomes data, 12-month GLP-1-naive cohort (N=416)
When food noise fades, healthy habits become easier to sustain. That’s what comprehensive obesity care is designed to support.
Learn more: emed.com/resources/blog-post…
eMed retweeted
Bank of America CEO Brian Moynihan is right to raise the question of GLP-1 costs.
But here's the bigger question every employer should be asking: What's the cost of doing nothing?
Chronic disease is already one of the largest costs facing employers.
The medication is the catalyst, not the strategy.
The organizations that come out ahead will focus on outcomes, adherence, and long-term health, not just pharmacy spend.
cnbc.com/2026/08/05/bank-of-…
64% of the US workforce are obese or overweight.
The total economic burden was: $425.5B in 2023 alone.
ajmc.com/view/medication-use…
Chronic workplace stress isn't just a productivity problem. It's a metabolic one. Prolonged cortisol exposure contributes to insulin resistance, visceral fat, and systemic inflammation. The body keeps the score.
Salehidoost & Korbonits, J Neuroendocrinol 2022 (PMID: 35980242)
We're curious: what actually stops people from staying on a GLP-1 program?
0%Side effects
0%No clinical oversight
40%Unsustainable program
60%Not seeing results
5 votes • Final resultsDuring our recent eMed x @Aon_plc webinar on the future of employer-sponsored GLP-1 programs, Byron Beebe highlighted a shift in how employees experience healthcare.
“Employees aren't just patients anymore, they're consumers.”
Employer GLP-1 programs are increasingly judged not just on access, but on the experience they deliver.
Starting a GLP-1 program: relatively straightforward. Sustaining it with the right support structure: that's where the work is.
During the eMed x @Aon_plc webinar, Linda Yaccarino shared why coverage decisions and program design need to be viewed together.
“Match access with adherence, and that's where affordability gets unlocked.”
For employers, the conversation is moving beyond coverage alone toward creating programs that support engagement, outcomes, and long-term value.