Protect the long-term value of GLP-1 pathways
Many employer and insurer pathways focus on starting treatment. The real challenge is what happens after the early phase.
Healthcount supports people through the maintenance phase — when motivation fades, routines slip, and the risk of dropout rises.
The maintenance challenge
Employers and insurers investing in GLP-1 pathways commonly see:
- Early dropout after the initial programme phase
- Stop-start medication use that undermines treatment value
- Motivation fading once the novelty phase passes
- Side effect friction driving disengagement
- No structured maintenance support after the initial pathway
Without maintenance support, the investment in starting treatment may not deliver lasting results.
What Healthcount provides
Healthcount is a behavioural maintenance companion that supports people using GLP-1 medicines through the maintenance phase. It provides:
- Low-burden check-ins that fit around daily routines
- Routine reinforcement to maintain medication, activity, and nutrition habits
- Maintenance drift signals that detect early signs of disengagement
- Reflection prompts to help people notice changes before they escalate
- Safety signposting that directs people to their clinician when appropriate
Privacy-safe reporting
Employers and insurers receive aggregated, anonymised cohort reporting. Individual employee data is never shared.
Example cohort metrics
- Activation rates — e.g. first check-in within 14 days
- Short-term retention — e.g. active at 8 weeks
- Treatment gap proxies — e.g. 28+ day gaps and restart rates
- Maintenance stability — drift signal distributions across the cohort
- Engagement burden — opt-outs, opt-out reasons, typical time spent
- Safety signposting — how often people are prompted to seek clinical support
Individual employee data is never shared. Minimum cohort sizes are enforced to prevent re-identification.
Example cohort summary
A typical pilot report includes aggregated metrics like these:
Pilot cohort report — Month 3
Illustrative data only. Actual metrics vary by cohort.
How a pilot works
Pilots are designed to be straightforward and low-effort for the employer or insurer.
Scope and setup
Define eligibility, agree reporting, set up communications to members
Deploy to cohort
Roll out to pilot participants with onboarding guidance
Report and review
Regular aggregated read-outs and pilot review
Typical pilot length
3 to 6 months
Typical cohort size
50 to 300 employees
Employer receives
Onboarding guidance, aggregated reporting, pilot review
Reporting format
Dashboard and/or monthly PDF suitable for governance packs
Minimal implementation effort
Healthcount is designed to require minimal employer effort. Typical setup includes:
- Communication to eligible members (templates provided)
- Optional benefits platform integration
- Regular pilot read-outs (no employer admin required day-to-day)
What you don't get (by design)
- No prescribing or clinical decision-making
- No employer access to individual health data
- No individual monitoring or behavioural scoring
- No automated employment decisions
A structured pilot to test GLP-1 maintenance support
You're already paying for the medication. The question is whether it sticks. In a cohort study of 125,474 adults, 64.8% of people without type 2 diabetes discontinued GLP-1 therapy within one year. After stopping, participants regained about two-thirds of the weight they had lost on average.
For employers and insurers, that means repeated funding cycles without stable outcomes. A Healthcount pilot is a bounded, low-risk way to test whether quiet maintenance support reduces stop-start patterns in your funded cohort — with clear metrics and a defined end point.
What the pilot delivers
Activation and retention data
What proportion of your cohort engages, and for how long. Reported at 8-12 weeks, 3 months, and 6 months.
Maintenance signals
Drift patterns, medication gap proxies, and safety signposting rates — all aggregated at cohort level, never individual.
Evaluation report
At 8-12 weeks and 6 months, a clear report with a scale, adjust, or stop recommendation based on the data.
Governance pack
Data Protection Impact Assessment, privacy and security summary, and clinical boundaries statement — all provided before the pilot starts.
Calm member experience
No employer branding, no surveillance feel. Quiet by default. Members use it because it helps, not because they're being watched.
Is this a fit?
Good fit when
- You fund GLP-1 treatment through PMI or direct benefits
- You want evidence before committing to a full programme
- You can identify an eligible cohort of 30-50 employees
- You have a Reward & Benefits or Wellbeing lead who can sponsor
Not a fit when
- You need deep integration into claims platforms or HR systems
- You want individual employee health data (we don't provide this)
- You can't allocate a sponsor for light-touch decisions during setup
Two steps to get started
Align
2-4 weeksWe agree the eligible cohort, reporting cadence, data governance expectations, consent model, and escalation destinations.
You get (in writing):
- Signed operating model and pilot plan
- Governance pack (DPIA, privacy summary, clinical boundaries)
- Member communications template
About 2 hours total from your side.
Run and evaluate
12-26 weeksMembers are invited, onboard in minutes, and Healthcount runs quietly. No ongoing HR admin required.
You get:
- Reporting readouts at 8-12 weeks, 3 months, and 6 months
- Evaluation report with scale, adjust, or stop recommendation
- Aggregated data on activation, retention, drift, and safety signposting
Pilot timeline
Align Weeks 1-2
Cohort scope, governance, consent model, escalation destinations, and success criteria agreed.
Onboard Weeks 2-4
Member invitations sent. Onboarding takes a few minutes. No employer account linking required.
Early readout Weeks 8-12
First reporting on activation, retention, and early maintenance signals. Enough to assess whether the pilot is on track.
Evaluate Month 6
Full evaluation report covering all metrics, with a clear recommendation: scale, adjust, or stop.
What we measure
All metrics are reported in aggregated, de-identified form. Individual member data is never shared with employers or insurers.
Activation
What proportion of enrolled members complete their first check-in within 14 days. Target: 40%.
Retention
What proportion of activated members are still active at 8 weeks. “Active” means at least one check-in in the last 14 days. Target: 60%.
Stop-start proxy
Percentage of members with a treatment gap of 28+ days, and restart rate per 100 member-months. Target: lower than baseline by month 6.
Maintenance stability
Percentage of active members who self-report “on track” at 3 and 6 months. Target: higher than baseline by month 6.
Burden and trust
Opt-out rate and reasons, plus median time spent per member per month. Target: under 2 minutes per month for most members.
Pricing
Pilot pricing is a flat fee — not per member. This keeps things simple and removes friction from the decision.
Pilot programme
Up to 50 members, 6 months
Flat fee
Includes: governance pack, onboarding support, member communications template, all reporting readouts, and evaluation report.
GLP-1 medication typically costs employers around £200 per member per month. Healthcount costs less than 5% of the medication itself.
Pricing depends on cohort size and reporting requirements. Book a call and we'll confirm a fixed price in one conversation.
Built-in safety and governance
No individual data shared
Employers and insurers never see individual employee health data. All reporting uses aggregated, de-identified metrics with minimum group sizes.
DPIA provided upfront
A Data Protection Impact Assessment is provided before the pilot starts, covering all data processing activities.
Clinical boundaries
Healthcount does not prescribe, diagnose, or advise dose changes. Clear signposting to clinical support when needed.
Member opt-out at any time
Members can pause or leave at any time. Opt-out rates and reasons are included in reporting for trust monitoring.
What we need from you
Three roles keep scope tight, unblock decisions quickly, and make sure the pilot goes live safely.
Sponsor
A Reward & Benefits or Wellbeing lead who can make decisions and keep scope tight.
Eligible cohort
An identified group of 30-50 employees on funded GLP-1 treatment. We never see names — just the invitation count and channel.
Light security input
Confirm data governance expectations are met. We provide the DPIA and privacy summary — your team reviews and signs off.
Common questions
Will employees know their employer can see their data?
Employers never see individual data. Members are told this clearly during onboarding. Reporting is always aggregated with minimum group sizes enforced.
What if the pilot doesn't show results?
The evaluation report includes a clear stop recommendation if results don't justify continuation. You're never locked into a longer commitment.
How much time does this take from HR?
About 2 hours during setup to align on the operating model. After that, Healthcount runs itself. Reporting is delivered automatically.
What happens at the end of the pilot?
You get an evaluation report with aggregated data and a recommendation: scale, adjust, or stop. You decide whether to continue.
Can we start with one team first?
Yes. The pilot is designed for a single cohort of 30-50 members. Starting small is the whole point — test with evidence before scaling.
Healthcount does not replace clinical care. All pilot metrics are reported in aggregated, de-identified form. Individual member data is never shared with funders.
Start with a conversation
Book a 30-minute call and we'll confirm whether a pilot makes sense for your organisation.