Omada Health joins Lilly Employer Connect as an independent program administrator

Omada Health announced on May 7, 2026, that it will serve as an independent program administrator in Eli Lilly's Employer Connect program, offering its GLP-1 Care Track directly to employers ^[1]. The care track includes clinical evaluation, prescribing, and ongoing medication management for people using GLP-1 drugs, and it will now run alongside Omada's existing pharmacy benefit manager and cash-pay pathways ^[1].

The partnership gives employers a way to offer Zepbound, Eli Lilly's tirzepatide product, with what the company describes as a transparent net cost and a defined contribution structure, meant to create more predictable budgeting for obesity medications ^[1]. Kevin Hern, Senior Vice President of Lilly Employer at Lilly USA, said employers want to support workers' health but struggle to provide coverage for obesity management medicines like Zepbound ^[1].

The announcement was paired with results from an Omada survey of more than 3,000 non-Omada GLP-1 patients ^[1]. The survey found that only 18% of respondents had full insurance coverage for GLP-1 medications used for weight loss, down from prior findings in Omada's 2024 survey of 2,000 patients ^[1]. Nearly half, 44%, said they paid more than $250 a month out of pocket for their medication ^[1]. The survey also found gaps in support: 61% of patients wanted more time to discuss weight loss with their provider, and 44% felt their primary care provider's practice was too busy to offer meaningful support between visits ^[1]. Most patients, 68%, wanted more nutrition guidance, and 66% wanted more exercise support while on treatment ^[1].

Omada also cited its own published analyses. One found that members who stayed on their GLP-1 medication through 12 months in Omada's program lost an average of 18.4% of body weight, compared with 11.9% in comparable real-world data ^[1]. A separate Omada analysis found members largely kept weight off after stopping medication, which the company contrasts with weight regain seen in the SURMOUNT-4 trial of tirzepatide, a study cited in Omada's own release notes ^[1]. These are company-generated figures, not independent clinical trial results, and the sources here do not include outside verification of these specific outcome numbers.

Why it matters for patients

For workers whose employers use Lilly's Employer Connect, this creates another route to reach Zepbound with coordinated support, on top of PBM and cash-pay options many companies already offer ^[1]. The cost and coverage gaps described in Omada's survey reflect what many patients already experience: limited insurance coverage for weight-loss GLP-1s and monthly bills that are often well above $250 ^[1]. Whether an individual employer adopts this new administrator, and what that means for an employee's specific copay or access to prescribing, will depend on each employer's plan design, which is not detailed in these sources.

The survey also points to a broader access issue beyond price: many patients say they aren't getting enough time with providers to discuss weight loss, nutrition, or exercise while on these medications ^[1]. That gap in behavioral support, separate from the cost of the drug itself, is part of what Omada's program is designed to address, according to the company ^[1].

What happens next

The sources do not specify when individual employers will begin offering Omada's GLP-1 Care Track through Lilly Employer Connect, or how many employers plan to adopt it. Omada says its care track is now available through the three leading pharmacy benefit manager solutions, direct-to-employer programs, and cash-pay options, but exact rollout timing for specific employer plans is not detailed in the available material ^[1].