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A Structured Solution For Employers Facing GLP-1 And Metabolic Health Benefit Pressure
A Structured Solution For Employers Facing GLP-1 And Metabolic Health Benefit Pressure
Health Dividend 360 gives large employers a voluntary, employee-paid metabolic health plan — offering access to FDA-approved treatment, wholesale pricing, clinical support, and pre-tax payroll deduction without requiring the employer to add a costly new medical-plan benefit.
Built For Large Employers With Complex Benefit Environments
Jumbo Employers
Organizations with 10,000+ employees facing significant GLP-1 and metabolic-health benefit pressure. Health Dividend 360 is purpose-built for this scale.
Self-Insured Employers
Self-funded employers who bear direct claims risk have the most to gain from a structured voluntary alternative that reduces medical-plan exposure.
Public Employers
State and local government employers, school districts, and public institutions managing large employee populations with complex benefit obligations.
Union & Multi-Employer Plans
Taft-Hartley and multi-employer benefit plans managing metabolic-health costs across diverse member populations.
Why Employers Need A Structured Approach
The GLP-1 and metabolic-health benefit challenge is not going away. Employers that ignore it risk employee dissatisfaction and talent pressure. Employers that cover it without a structured framework risk significant, open-ended claims cost growth. Health Dividend 360 offers a third path.
Escalating GLP-1 Claims Costs
GLP-1 medications can cost $12,000–$18,000 per employee per year at retail. For large employers, even modest utilization rates can generate tens of millions in annual pharmacy spend.
Medical Plan Liability Exposure
Adding GLP-1 coverage to the medical or pharmacy plan creates open-ended liability. Without a structured management framework, utilization and cost can grow faster than projected.
Employee Demand & Dissatisfaction
Employees are increasingly aware of modern obesity-care options. Excluding coverage — or restricting it — can drive dissatisfaction, turnover, and reputational risk with the workforce.
No Structured Measurement Framework
Most employer benefit programs lack a longitudinal framework to measure metabolic-health outcomes at the population level, making it difficult to demonstrate ROI or manage utilization.
Six Core Program Elements Designed For Large Employers
Voluntary & Employee-Paid
The program is designed to be fully voluntary and participant-funded. Employers can offer meaningful access without directly absorbing a new medical-plan benefit cost.
FDA-Approved Treatment Pathways
Health Dividend 360 is built around FDA-approved treatment options and responsible clinical oversight — not unregulated compounded medications or retail wellness programs.
Wholesale Pricing Access
Structured program access may allow participants to access medications and clinical services at significantly lower cost than retail or out-of-pocket alternatives.
Pre-Tax Payroll Deduction
Where available and properly structured, employees can pay for the program through pre-tax payroll deduction, increasing affordability and participation.
Employer Integration Ready
The program is designed for large-employer benefit environments — including payroll systems, eligibility management, enrollment platforms, and broker/consultant coordination.
Patented MHI Measurement
The Metabolic Health Index provides longitudinal, population-level health scoring — giving employers a structured view of program outcomes and metabolic-health trends over time.
What Health Dividend 360 Delivers For Your Organization
Health Dividend 360 is designed to create value at both the individual employee level and the organizational level — improving access to care while protecting the employer's benefit plan from unmanaged cost growth.
Offer employees access to modern metabolic health care without adding a new medical-plan benefit
Reduce pressure on the medical and pharmacy plan from unmanaged GLP-1 utilization
Provide a structured, FDA-approved alternative to retail weight-loss programs
Demonstrate employer commitment to employee health and wellbeing
Measure population-level metabolic health outcomes through the patented MHI framework
Integrate with existing payroll, eligibility, and enrollment infrastructure
Coordinate with your existing broker, consultant, or benefits leadership team
Potential for meaningful employer savings — projected at $16.5M–$39.7M annually for a 50,000-employee group
Projected Annual Savings For A 50,000-Employee Group
For large employers, Health Dividend 360 can reduce pressure on the medical plan while giving employees a meaningful, affordable benefit. Projected annual employer savings may range from:
Actual savings will vary based on population demographics, participation, medication utilization, program design, claims experience, and employer-specific benefit strategy.
Ready To Evaluate Health Dividend 360 For Your Organization?
Our team works directly with employers, benefits directors, CFOs, and their broker or consultant partners to evaluate fit, model savings, and design a program that works for your organization.