# Weight Management Stipend ## Your health plan dropped GLP-1 _coverage_ at renewal. Now what? Compt gives you a way to help — a weight management stipend that covers GLP-1 prescriptions, gym memberships, and nutrition support — without standing up a health plan or adding to your workload. Launch in under two weeks. Customize by team, location, or benefit level. ### Weight Management Stipend · $150/mo budget 💊 GLP-1 prescription copay Approved $75 🏋️ Gym membership — Jan Approved $40 🥗 Nutritionist consult Pending $35 Submitted this month $150 ## How Compt works ### _Four_ steps from setup to your first reimbursement ### You set the rules Choose eligible expenses, set the budget per employee, pick the cadence. Your benefit, your guardrails. ### Employees upload receipts Pharmacy receipt, gym membership, nutritionist visit. They upload it in Compt, desktop or mobile. ### You decide the oversight Review every receipt yourself, set up pre-approved vendors that clear automatically, or let our team handle it. ### Payroll handles the rest Approved claims push to your payroll provider. Tax compliance is automated. Done. ## Two Approaches ### Pick the path that fits Both launch in days. Both avoid ERISA, ACA, and COBRA obligations. Both reimburse through your existing payroll. #### Most Popular ##### Wellness Stipend One program that covers everything, GLP-1s included. Employees pick what matters to them: a prescription, gym membership, therapy, a meal plan, or more. - **ERISA/COBRA/ACA:** None (post-tax stipend) - **Legal setup:** None required - **Launch time:** Days - **Typical utilization:** High (~70–90%) _Teams start here to get something live fast with broad employee appeal. High adoption because everyone finds something relevant._ #### Targeted Signal ##### Weight Management Stipend A focused program for GLP-1 prescriptions, gym memberships, fitness coaching, and nutrition support. Addresses the coverage gap. - **ERISA/COBRA/ACA:** None (post-tax stipend) - **Legal setup:** Counsel review recommended - **Launch time:** ~2-4 weeks - **Typical utilization:** Lower (more targeted) _Built for the renewal conversation. Narrower scope means you fund less overall than a broad wellness stipend._ ## Why Compt ### The easiest _yes_ to closing the gap #### "My employees are upset and I need something live fast." Most companies launch in under two weeks. If your carrier is dropping GLP-1 coverage at your next renewal, you can have a stipend live before the change hits. No plan documents, no carrier negotiations, no waiting for open enrollment. #### "I'm already stretched thin — I can't take on another thing to manage." Compt takes on average 30 minutes a month to manage. You choose the level of oversight when it comes to receipt review. Just push the "send to payroll" button when ready. #### "I don't want to deal with ERISA or set up a health plan." You won’t. A post-tax stipend through Compt is **not a group health plan**. No ERISA, no COBRA notices, no non-discrimination testing. Tax compliance is automated through your payroll integration. ### By the numbers #### 94% employee participation #### <2 wks to launch #### 30 min avg. monthly admin #### $0 wasted only pay for what employees use ## FAQ ### How much does a weight management stipend cost? Compt charges a flat monthly platform fee based on your employee count. The stipend budget is separate — you only fund the benefit when employees actually submit approved receipts. If nobody uses it in a given month, you pay the platform fee and nothing else. We’ll talk through exact pricing and [how Compt works](/content/how-it-works/index.html) on your demo call. ### What expenses can be included in a weight management stipend? You define the eligible categories when you set up the program. Most companies include GLP-1 prescriptions (Ozempic, Wegovy, Zepbound), gym memberships, fitness coaching, nutritionist consults, and wellness apps. Some go broader, adding mental health services, meal-planning services, or fitness equipment. Employees submit their receipts and get reimbursed through payroll minus applicable taxes. They can redact sensitive prescription details — only the date, vendor, and amount need to be visible. ### What's the difference between GLP-1 insurance coverage and a lifestyle stipend? Insurance coverage runs through your health plan, which means formulary restrictions, prior authorizations, and potential ERISA and ACA obligations. If your carrier drops GLP-1 coverage, you’re stuck renegotiating or switching plans. A lifestyle stipend is a post-tax reimbursement that sits outside your health plan entirely. No ERISA, no COBRA, no carrier dependency. You set the budget, employees submit receipts for eligible expenses, and reimbursement flows through payroll. It also covers more than just the prescription — gym memberships, coaching, and nutrition support are all fair game. And unlike insurance, it covers your entire population regardless of which medical plan they choose. ### What's the difference between a GLP-1 discount card and a stipend? Discount cards typically offer savings on a narrow set of medications through a specific pharmacy network. They can help reduce out-of-pocket costs, but they only cover the drug itself — not gym memberships, nutrition coaching, or other weight management support. They’re also often limited to employees on high-deductible health plans or those without existing prescription coverage. A weight management stipend is broader. Employees choose where they fill their prescriptions and what other support they need, and everything is reimbursed through your existing payroll. There’s no new pharmacy network to manage, no vendor integration, and no restrictions on which medications or pharmacies qualify — you define the rules. ### What are the compliance and tax considerations for a weight management stipend? A weight management stipend through Compt is structured as a post-tax reimbursement, not a group health plan. That means no ERISA, no COBRA notices, no non-discrimination testing, and no ACA obligations. Tax treatment is automated — Compt applies the correct withholding when reimbursements are processed through your payroll integration. If you choose a broad wellness stipend that includes GLP-1 as one of many eligible categories, no legal setup is required. If you choose a narrower weight-management-specific program, we recommend having benefits counsel review the program design. Either way, you’re not standing up a health plan. ### How do I make the case for this internally? Two things leadership typically wants to hear: first, this is a **capped expense**, so you set the budget and only pay for what employees use. Unlike a premium increase, there’s no runaway cost risk. Second, it’s a retention signal. Employees who feel supported through a coverage gap are less likely to leave over it (and replacing an employee costs far more than a stipend). ## Give your team a reason to _stay_ Turn a coverage gap into a competitive benefit. Launch in days, manage in minutes.