What the Upcoming Ozempic Patent Expiry Could Mean for Your Benefits Plan

Why Ozempic is Making Headlines

Ozempic was originally developed to help manage type 2 diabetes by improving blood sugar control. In recent years, it’s also been used off-label for weight loss, which has led to skyrocketing demand and increased attention in the media.

This surge in popularity has come with rising costs for benefits plans. Many plans have seen higher claims as more employees seek coverage for this medication. For organizations trying to balance supporting employee health with keeping plans sustainable, it’s become a topic of real interest.

What Happens When the Patent Expires?

When a drug patent expires, it allows other manufacturers to produce generic versions of the medication. These alternatives are typically sold at lower prices, which can lead to significant savings for both plan sponsors (employers) and plan members (employees).

After January 2026, we can expect:

• Lower costs for semaglutide prescriptions as generics enter the market
• Increased accessibility for employees who might have faced high out-of-pocket expenses
• A potential shift in plan design decisions as pricing changes

While lower prices are generally a positive development, they also create new considerations around plan coverage and employee communication.

What This Could Mean For Your Benefits Plan

Benefits plans are always evolving to reflect employee needs and market changes. The introduction of a generic version of Ozempic could help employers support employees with diabetes or metabolic health needs more sustainably.

However, it’s important to think beyond just cost savings.

Here are a few things to consider:

• Plan updates: You may want to review your drug coverage and policies to ensure they align with upcoming pricing shifts. Plans that currently have strict rules or preferred drug lists might need to be updated.
• Employee education: As generics become available, employees may have questions about efficacy, safety, or why they are being switched from a brand-name drug. Clear communication will help avoid confusion and maintain trust.
• Access and equity: More affordable options can help close gaps in care for employees who previously couldn’t access this medication. This is a meaningful step toward creating a more supportive benefits environment.

Keeping Wellness In Focus

While cost is an important factor, employee well-being should always remain at the center of any benefits decision. Access to effective medications can make a significant difference in someone’s daily life, productivity, and overall health.

If you’re considering how this change could impact your workforce, think about it as an opportunity to review your broader wellness strategy. Are there additional supports you can introduce to help employees manage chronic conditions? Can you pair medication coverage with lifestyle or wellness programs to improve long-term outcomes?

A proactive approach helps ensure that your plan remains supportive and relevant, no matter what changes come in the market.

Looking Ahead

January 2026 might feel far away, but starting the conversation now can help your business prepare for a smooth transition. By planning early, you can make thoughtful adjustments that balance financial sustainability with meaningful support for your people.

At Quinn, we believe benefits should feel clear and empowering, not confusing or stressful. Keeping clients informed about changes like these is part of how we build trusted relationships and help teams stay ahead.

Ready to explore how these shifts could affect your plan?

Connect with a Quinn advisor today. We’re happy to help you think it through and make a plan that works for your business and your employees.

Have questions about your current coverage or future strategy? Reach out anytime. We’re here to support you.