Thousands of UK employees are now being offered access to prescription weight loss medication as part of their workplace benefits, in a move that could reshape how employers tackle obesity and productivity.
From this week, eligible staff at participating companies will be able to obtain Mounjaro, a GLP-1 weight loss injection, at a heavily discounted rate, alongside one-to-one health coaching and clinical supervision. The benefit is aimed at adults with a BMI over 30 – or lower, where clinically appropriate – and will be delivered privately, voluntarily and under medical oversight.
The development marks a significant shift in how British employers approach long-term health conditions that affect both personal wellbeing and workplace performance.
Obesity’s Growing Toll on the Workplace
Obesity is now one of the most significant drivers of poor health in working-age adults. Beyond its well-known links to heart disease, diabetes and joint pain, excess weight has a measurable effect on energy levels, sleep quality and mental wellbeing, all of which impact work.
According to a report by consultancy firm Frontier Economics, obesity-related issues cost the UK economy £15.1 billion every year in lost productivity. They include increased sickness absence, lower on-the-job performance and greater risk of long-term health-related worklessness.
“We see how weight affects every aspect of people’s lives, including their energy, confidence and comfort in the workplace,” said Dr Zubair Ahmed, CEO of Medicspot, a medical provider behind the new service.
He said that while weight loss jabs “work”, “the cost has been prohibitive. This partnership makes clinically proven weight loss treatment far more affordable and accessible through employee benefits.”
GLP-1 drugs such as Mounjaro, and also Ozempic, work by mimicking natural hormones that regulate appetite and blood sugar, helping people feel fuller for longer and reducing cravings. Originally developed for managing type 2 diabetes, they have gained medical approval for weight management and have shown significant results in clinical trials.
Voluntary and Private
The scheme will be delivered via a credit-based benefits platform that allows staff to redeem employer-funded credits for a range of wellbeing services. In this case, that includes an initial clinical assessment, prescription access, coaching and follow-up care.
The service is entirely optional and confidential, and employers will not be told who is using the benefit.
“This is entirely voluntary and private, employers won’t know who accesses the service,” said Alex Hind, CEO of employee benefits platform Heka, which is administering the rollout. “While these medications aren’t right for everyone, we believe they should be offered thoughtfully with proper clinical oversight. For some people, they’re truly life-changing,” he said.
Participants will work with clinicians and health coaches to set goals, track progress and manage potential side effects. They will receive guidance on nutrition and behaviour change as part of a wider strategy to support sustainable results.
Pilot Schemes Show Early Promise
In early pilot programmes run by Medicspot, 94% of participants said weight loss felt more manageable than in previous attempts, while 53% reported feeling more productive at work after just a few months.
Those outcomes reflect what many experts have observed: that improving physical health often triggers knock-on benefits in energy, sleep and mental clarity, all of which feed into professional performance.
“This isn’t just about appearance. It’s about preventing heart disease, diabetes, and the cascade of health problems that follow untreated obesity,” said Dr Ahmed. “When someone achieves meaningful results, we often see their blood pressure normalise, their sleep improve, their joint pain reduce. The workplace productivity gains for society are a bonus.”
Rethinking the Role of Employers in Health
This latest development reflects a broader shift in the philosophy behind workplace wellbeing. Instead of offering surface-level perks like step challenges or discount gym memberships, some employers are starting to fund direct access to healthcare interventions that can tackle root causes of poor wellbeing.
The flexibility of the platform allows organisations to fund the programme in a way that fits their budget and policy, while letting staff choose whether or not to opt in.
With GLP-1 medications still expensive for most people, employer-subsidised access could make a real difference to those who would otherwise go without.
What Happens Next?
The programme is now live for staff whose employers use the Heka platform. Both Medicspot and Heka have confirmed the scheme complies with UK medical regulations and is delivered with full clinical oversight.
While the move may spark debate about the role of employers in personal health decisions, early indicators suggest high interest from both HR teams and employees looking for more meaningful, personalised support.
“Ultimately, said Hind, “it’s about meeting people where they are and helping them get where they want to go”.
As the pressure grows on organisations to do more than pay lip service to wellbeing, this initiative may offer a glimpse of what the future of workplace health looks like: more personal, more medical and, for some, genuinely life-changing.