Omada Health joins Lilly Employer Connect to offer GLP-1 care through employers

Omada Health said on May 7, 2026 that it will act as an independent program administrator in Eli Lilly's Employer Connect program, offering its GLP-1 Care Track — clinical evaluation, prescribing and ongoing medication management — to employers ^[1]. The move adds a direct-to-employer channel alongside Omada's existing pharmacy benefit manager and cash-pay pathways ^[1].

Omada said the integration lets it offer another option with transparent net cost for Zepbound, the brand name for tirzepatide, and lets employers set defined contribution levels, which the company describes as a predictable cost structure for obesity medications ^[1]. Financial terms of the arrangement have not been disclosed, and no start date or list of participating employers has been reported ^[1].

The announcement came with findings from an Omada survey of more than 3,000 GLP-1 patients who were not Omada members. Omada said the survey was not conducted with or on behalf of Lilly ^[1]. In that 2026 survey, 18% of participants reported full insurance coverage for GLP-1s prescribed for weight loss, and 44% said they paid more than $250 a month for their medication ^[1]. Omada compared the coverage figure with its 2024 survey of 2,000 non-Omada GLP-1 patients and said full coverage was lower among the newer participants ^[1].

Other survey results point to gaps around the prescription itself: 61% of respondents wanted more time to discuss weight loss with their provider, 44% said their primary care provider's practice was too busy for meaningful support between visits, 68% wanted additional nutrition guidance and 66% wanted exercise support ^[1].

“Employers continue to tell us they want to better support their employees' health but face real challenges in providing coverage for obesity management medicines like Zepbound,” said Kevin Hern, senior vice president, Lilly Employer, Lilly USA ^[1]. Sean Duffy, chief executive and co-founder of Omada Health, said many patients are “not receiving the support or access necessary to turn these medications into sustainable progress” ^[1].

Omada also cited published analyses of its own program showing that members who stayed on a GLP-1 medication through 12 months lost an average of 18.4% of body weight at one year, compared with 11.9% in comparable real-world evidence, and that members largely maintained their weight on average after stopping the medication, in contrast to typical weight regain seen in key clinical trials ^[1]. Those analyses were published in September 2025 and January 2026, before the employer program was announced, so they describe Omada's existing care track rather than results from the new arrangement ^[1]. Omada says it has served more than one million members across more than 2,000 customers and has 30 peer-reviewed publications ^[1].

Why it matters for patients

Employer coverage is one of the main routes to a weight-loss GLP-1 for working-age adults, and this arrangement is aimed at employers deciding how to design that coverage. For employees whose plans choose the Omada program, the model pairs the prescription with clinical evaluation and ongoing management rather than dispensing medication alone ^[1]. Which employers will offer it, and what members would pay, has not been reported ^[1].

Cost is the most concrete finding in the survey data: fewer than one in five respondents reported full insurance coverage for weight-loss GLP-1s, and 44% reported paying more than $250 a month ^[1]. The same survey found that most respondents wanted nutrition and exercise support alongside the medication ^[1].

Omada describes coverage for weight-loss GLP-1s as limited and inconsistent, and says employers now have several ways to adapt how coverage is designed ^[1]. Nothing in the May 7, 2026 announcement changes coverage under any existing health plan by itself; whether a given employer adds such a program is a separate decision, and none have been named ^[1].