Rightway Launches Program to Prove ROI on Soaring GLP-1 Drug Costs

NEW YORK, NY – April 07, 2026 – As employers nationwide grapple with the explosive costs of GLP-1 medications, pharmacy benefit and care navigation company Rightway today announced a new program designed to answer a billion-dollar question: is the investment paying off? The company launched Care Complete Weight Management, a solution that integrates clinical support directly within the pharmacy benefit to provide employers with measurable data on health outcomes and return on investment.

The announcement comes as companies face a high-stakes dilemma. GLP-1 drugs like Wegovy and Zepbound, while effective for weight loss and managing diabetes, carry price tags of around $1,000 per member per month. This has made them a primary driver of soaring healthcare costs, with some industry reports projecting pharmacy cost increases of over 11% heading into 2026. Despite the expense, employee demand is high, and a growing number of employers are providing coverage.

Rightway’s move is based on its own third-party research, which highlights a significant disconnect. A 2025 survey of 200 benefits leaders at large, self-insured companies revealed that while 83% desperately want comprehensive outcomes data—such as changes in BMI and improvements in related health conditions—most currently have no way to access it. This data gap leaves employers funding a massive new category of spending with little to no visibility into its actual value.

The High-Stakes Gamble on GLP-1s

The rapid adoption of GLP-1s has transformed them into what one benefits expert called a "third pillar of pharmacy spend," yet most employers lack a mature strategy for managing it. In 2025, an estimated 44% of large employers covered these medications for weight loss, a significant increase from prior years. This number is expected to climb as the drugs gain approval for other conditions like cardiovascular disease and sleep apnea, moving them from a perceived "lifestyle" benefit to a critical component of chronic disease management.

However, the financial strain is undeniable. Faced with unsustainable cost projections, more than half of large U.S. employers are planning to increase cost-sharing measures like deductibles and out-of-pocket maximums in 2026. The core challenge is balancing the potential for a healthier, more productive workforce against the immediate and immense budgetary impact.

Compounding the issue is patient adherence. Industry data has shown that a significant number of patients discontinue GLP-1 therapy within the first year, often due to side effects or lack of support. This erodes any potential for long-term health benefits and ROI, turning a costly investment into a sunk cost. Employers need a way to ensure that when they cover these drugs, employees are supported throughout their journey to achieve lasting results.

Beyond the Pill: A New Model for Measuring Value

Rightway's Care Complete Weight Management program aims to bridge this gap by shifting the focus from merely dispensing a prescription to actively managing the therapy. The program proactively identifies and engages members who are prescribed GLP-1s and assigns them a dedicated clinical team consisting of a nurse, a pharmacist, and a registered dietitian.

This team provides ongoing support, including managing side effects, offering personalized nutrition guidance, and coaching to promote adherence and long-term lifestyle changes. Structured check-ins and continuous monitoring allow for real-time interventions when a member is struggling.

"GLP-1 success depends on how well the therapy is managed," said Kristin Devlin, Chief Pharmacy Officer at Rightway, in the company's announcement. "Care Complete Weight Management puts pharmacists and other critical clinical support—like nurses and registered dietitians—at the center of that experience, integrated within our PBM, so members receive the right guidance at the right time throughout their journey."

Crucially for employers, the program is built to deliver the data they have been missing. Rightway promises comprehensive outcomes reporting that tracks medication usage patterns, adherence rates, and clinical results like weight loss and improvements in key health metrics. This allows employers to finally evaluate the program’s effectiveness, manage costs more strategically, and demonstrate a tangible return on their GLP-1 investment.

Combating Vendor Fatigue with an Integrated Approach

The launch also addresses a growing frustration in the HR and benefits world: vendor fatigue. As new health challenges emerge, employers have been inundated with single-issue "point solutions," creating a complex and fragmented ecosystem of benefits that is difficult to manage and navigate for employees.

Rightway's research found that while 79% of employers are hesitant to add yet another point solution, a staggering 91% expressed high interest in a weight management program provided directly by their PBM. This signals a strong market preference for integrated solutions that streamline administration and create a more cohesive member experience.

By building its weight management program directly into its core PBM and care navigation offering, Rightway is positioning itself as a simplified, all-in-one partner. This model stands in contrast to approaches that require employers to contract with a separate digital health company or wellness vendor for lifestyle coaching.

This strategy is part of a broader industry trend, as major players like Elevance Health and Cigna have also launched programs to help clients manage GLP-1 spend. The competitive differentiator, Rightway claims, is its high-touch, human-led clinical model deeply embedded within a transparent PBM framework that includes a "SureSpend guarantee" to provide financial predictability.

As the market for GLP-1s continues to evolve, with new drugs and expanded indications on the horizon, the need for structured management will only intensify. The move toward integrated, data-driven solutions suggests that the future of employer-sponsored health benefits lies not just in covering high-cost treatments, but in actively managing them to prove their long-term value for both the employee and the balance sheet.