Deloitte Cuts GLP-1 Weight-Loss Coverage for 181,000 US Staff

By Grace Kim

Deloitte will stop covering GLP-1 weight-loss drugs for its roughly 181,000 US employees starting in January, while simultaneously raising deductibles and out-of-pocket maximums across most of its health plans.

The changes appear in an internal benefits guide seen by Business Insider, which applies to what Deloitte calls its "Core, Domain, and Enterprise professionals" — the majority of its client-facing accountants, consultants, and technical specialists. The document states the changes "reflect the hard trade-offs of today's cost environment" and cite a need "for shared responsibility in a few specific places where it's become untenable for Deloitte to carry the cost alone."

That's a firm putting a number on a squeeze, and passing part of it to staff.

What stays covered, and what replaces it?

GLP-1 medications will remain covered when prescribed for diabetes and other covered medical conditions. For weight loss, Deloitte is offering something different: access to a virtual lifestyle program called eMed, which includes coaching and a $125-per-prescription employer contribution.

The gap is stark. List prices for common GLP-1s like semaglutide and tirzepatide generally exceed $1,000. Direct purchase programs such as LillyDirect and government plans like TrumpRx often bring costs far lower — TrumpRx sells Ozempic-brand semaglutide injection pens for between $199 and $499.

A Deloitte spokesperson told Business Insider that, like other large employers, the firm has made select modifications where cost growth rates are no longer sustainable, and said the new weight-loss support includes direct-from-manufacturer drug pricing.

"Our financial commitment to our people and their families continues to grow," the spokesperson said.

Deloitte is expanding some coverage alongside the cuts: improved long-term disability protection and free annual eye exams added to its company-paid discount vision program.

Why are employers pulling back on GLP-1s now?

The move mirrors a broader squeeze on US employer health plans, where costs are climbing for both sides.

A 2026 KFF health benefits survey found workers on family plans paid an average of $7,471 a year in premiums — up 9% from 2025. Including employer contributions, family premiums totaled $28,303 in 2026, roughly a 5% increase year over year.

GLP-1s have become a focal point of that pressure. The drugs were developed for diabetes but are now in high demand for obesity and related chronic conditions. Insurance broker Aon found GLP-1 use rose 75% in 2025, and that 39% of employers planned to reduce or restrict coverage in 2026.

PwC and Starbucks are among the companies that pulled back weight-loss coverage this year.

In short: the fastest-growing line item in drug benefits is the first one on the chopping block.

What does this mean for Deloitte's workforce?

This isn't Deloitte's only benefits retrenchment. In April, Business Insider reported that staff in Deloitte's Center talent model — mostly internal-facing admin roles — would see parental leave, annual PTO, and IVF funding reduced or eliminated as of January 1, 2027.

The timing tracks with the firm's top line. Deloitte's Americas division was its slowest-growing region globally in the financial year ending May 31, 2026, with revenue up 3.2%, down from 7.1% growth a year earlier.

For employees, the January changes mean higher costs before coverage kicks in and after — and a $125 contribution against drugs that list at $1,000 or more unless they qualify for diabetes coverage or shop discounted channels like TrumpRx.

If cost growth doesn't slow, the Deloitte playbook — shared responsibility, in the firm's own words — is likely to spread across corporate America's 2027 benefit guides.