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
Interested in exploring a pilot?
Start with a short exploratory call to discuss how Healthcount could support your GLP-1 pathway.