GLP-1 medications like Ozempic, Wegovy and Mounjaro have gone from obscure diabetes treatments to household names. Once used primarily for managing blood sugar, they are now being prescribed off-label for weight loss, catalyzing a seismic shift in how society views health, weight and medical intervention.
But amid the headlines, viral social media posts and soaring demand, I think one major dimension has been largely overlooked: mental health, especially as it relates to employees.
Whether an employee is considering, using or coming off a GLP-1, the emotional toll can be intense and isolating—making it critical for employers to support not just physical health, but the psychological journey as well.
The Emotional Weight Behind The Weight Loss
For those who have struggled with weight for years, even decades, these medications can feel like a miracle. But that doesn’t mean the emotional journey is easy. Many users may have complex feelings: guilt for “taking the easy way out,” shame from unsolicited comments by others and anxiety about what will happen if they stop.
This hits close to home for me. I was overweight for the first 22 years of my life. More than 20 years ago, I lost 85 pounds and my mom lost over 100 pounds, and we’ve both kept it off since then.
Those experiences changed our lives, but they didn’t erase the complicated relationship with food and body image. To this day, eating is something I have to be mindful about. There’s still judgment, still temptation, still moments of doubt. That’s why I believe it’s critical to talk about the emotional and physical layers of weight loss, and how these layers show up in everyday life like work.
Dramatic changes to your body can disrupt a person’s sense of self. What does it mean to move through the world in a different body? How does that impact relationships, confidence or even how you show up professionally?
These are not minor questions. They’re deeply human ones, and I find they’re often ignored in both clinical and workplace conversations.
From Curiosity To Crisis: A Full Spectrum of Needs
We tend to think of GLP-1 users as a single category, but in reality, they span a wide spectrum. Some are in the early stages of exploring the medication, others are already using it and still others are tapering off or have stopped. Each of these stages brings its own mental health considerations:
Before Use
Employees may feel conflicted, judged or pressured. They may be balancing medical advice with social stigma, or wrestling with fears about side effects and long-term dependence.
During Use
Some may experience mood changes or a shift in self-image. Others may face social scrutiny or unsolicited feedback about their appearance.
After Use
Those coming off GLP-1s can experience weight regain, potentially leading to emotional turbulence and a sense of failure—all of which can affect confidence, motivation and mental well-being.
Employers who fail to account for these experiences risk missing a critical part of the employee wellness equation.
What This Means For Employers
It’s easy to assume that GLP-1s are a purely clinical issue—something for health plans and doctors to handle. But in reality, the ripple effects can show up in the workplace:
• Employees navigating major body changes while trying to stay focused and confident at work
• Team members dealing with energy fluctuations, digestive issues or mood changes during adjustment periods
• Colleagues making unhelpful or inappropriate comments—often unintentionally
• Rising healthcare costs associated with GLP-1s, leading to scrutiny or shifting coverage, which can generate confusion or resentment
This is a mental health issue, a culture issue and yes, a business issue. Forward-thinking employers are beginning to respond—providing psychological support around body image, offering coaching and mental health tools for those on or considering GLP-1s and training managers to be more sensitive to the emotional nuances involved.
Rethinking The Role Of Mental Health Benefits
This moment is a test of how proactive and human-centered a company’s mental health strategy really is. Are your benefits only focused on crisis response or do they anticipate and support evolving needs?
Supporting GLP-1 users (and those considering or transitioning off the medication) doesn’t mean endorsing or rejecting the medication. It means recognizing the real emotional impact, validating the experience and offering resources to help people feel steady, self-aware and supported.
That could look like:
• Short-form video content or workshops that explore the emotional side of GLP-1s.
• Coaching or therapy focused on identity, body image and long-term self-care.
• Private pathways for employees to explore their options and talk through the emotional aspects of the decision.
• Inclusive messaging that acknowledges weight, stigma and health are complex—and how no single solution works for everyone.
The Broader Shift: From Weight Loss To Whole Person Care
GLP-1s are part of a broader transformation in how we think about health. We’re moving from “calories in, calories out” to understanding metabolic health, genetics, environment and psychology as interwoven forces. But if we focus only on the science of the medication—or the cost—we miss the people at the center of it.
What GLP-1s reveal is just how tightly physical health and mental health are intertwined. When we change our bodies, our minds react. And when we feel uncertain, judged or unseen, our ability to thrive at work can take a hit.
Final Thoughts
GLP-1s are not a trend; they’re a turning point. As these medications reshape the health landscape, they’re also reshaping how people feel about themselves within the workplace.
Employers have a choice: Ignore the emotional dimension and hope for the best, or lean in with empathy, support and a holistic approach to employee well-being. Because at the end of the day, mental health isn’t a side effect. It’s the foundation.