Health care trends can help spread life-changing medical and pharmaceutical innovations. They can also cause costs to skyrocket. That’s the story of glucagon-like peptide-1 drugs (GLP-1s).
Initially developed to treat Type 2 diabetes, the drugs are now often prescribed for weight loss. But they’re expensive, and employers have been forced to change the coverage for GLP-1s. How can you effectively communicate change for such a popular (and effective) medication?
The average 10% increase in health insurance premiums is partially due to GLP-1s. A recent US senate report modeled various uptake scenarios, concluding that the trend could “bankrupt our entire health care system.” The study also found that nearly half of all American adults are interested in taking weight loss drugs.
These drugs are more than a mere trend, though. They’re producing life-altering results for people who follow the recommended program. And, although clinical trials are ongoing, it appears GLP-1s show promise in treating Alzheimer’s disease, heart disease, and sleep apnea.
Unsustainable Costs Lead to Difficult Changes
Many employers are hearing from dismayed employees who have now realized their coverage for Wegovy and Zepbound has changed…or even ended. Even diabetes drugs like Ozempic and Mounjaro (often prescribed off-label for weight loss) may now require a diabetes diagnosis.
Another new coverage scenario requires employees to join a weight loss program with frequent health coach check-ins…and weigh-ins. If you don’t keep up with the program, you don’t get your prescription.
25,000 Frustrated State Employees in North Carolina
In 2021, 2,800 state employees were taking GLP-1 drugs. In two years, that number jumped to 25,000, costing 10% of what the plan pays for all prescription drugs combined. Costs in that same period rose from $3 million per month to $14 million.
The state tried to grandfather the 25,000 users, but were told they would lose the 40% rebate from the manufacturer. In the end, North Carolina opted to end coverage completely.
Communicating an Unpopular Change in Coverage
While it might seem easier to bury the bad news, this merely delays the backlash you might have avoided with effective communications. Get in front of the situation if you can.
There’s a three-phased change management communication plan that can help you create messaging and a timeline when you need to communicate an important change.
Looking for a Good Example?
Blue Cross Blue Shield of Michigan did a great job explaining their coverage change for GLP-1 drugs. And this approach works whether you’re getting in front of the change or dealing with it in hindsight. They talked to their members like reasonable adults, explaining the discontinuation of GLP-1s in plain language, backed by facts and numbers.
If you’ve already found yourself in the headlights over GLP-1 coverage, you probably need to communicate with some displeased employees…ASAP. When creating your messaging:
- Be honest and clear. You know this is difficult news for many people. This wasn’t an easy decision for leadership.
- Show empathy. Let employees know you understand their frustration. If you know someone relying on a GLP-1 for weight loss, mention that.
- Use numbers. Employees have bank accounts, so they know how expenses and income work. If you can, show them the real numbers behind your decision. GLP-1s are too expensive, and if you kept up the current trend, it would dramatically increase premiums for everyone.
- State facts. Mention other large companies or health care networks that have also changed coverage for GLP-1 weight loss drugs. Refer people to articles or studies showing that the long-term effectiveness of these drugs is beginning to show no significant benefit to overall health, and that weight regain is an issue.
Communicating change is never easy, especially when it affects employees personally. But having a plan in place can make the situation far less stressful, and your communications far more effective and authentic.
Download the change management communication plan
