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DTE GLP-1s

Semaglutide injection pen or cartridge pen for diabetics and weight loss in female hand. Medical equipment for diabetes patients

Iuliia Burmistrova/Getty Images

Pharmaceutical manufacturer Eli Lilly recently rolled out a new platform intended to boost employer coverage of GLP-1 medications for obesity.

Lilly will offer Zepbound, an injectable GLP-1 medication, at a price of $449 per month for all doses through the platform, called Lilly Connect. That’s the same price for higher doses of Zepbound available to patients without insurance coverage through the direct-to-consumer market, including on TrumpRx.

The model is one of several that allow employers to bypass pharmacy benefit managers (PBMs), subsidizing GLP-1s offered at a direct list price, rather than through traditional health plans. Novo Nordisk, which manufactures Wegovy, announced a similar program in December.

Lilly partnered with more than 15 different program administrators that employers can work with in order to offer the drug to their workers. The cost to the business, and to workers, will depend on the arrangement they have with a pharmacy and program administrator, as well as what share of costs the employer decides to subsidize for its staff.

For more on Eli Lilly’s direct-to-employer offering, keep reading here.—CV

Presented By The Hartford

The shifting benefits landscape

No one is immune to increasing healthcare costs, including employers. And according to The Hartford’s 2026 Future of Benefits Study, it’s a primary reason why HR leaders are reshaping their employee benefits strategies.

In fact, 93% of employers have taken some action in response to rising healthcare/pharmacy costs.

From integrated benefits and new enrollment strategies to AI and HR technology, HR leaders are adapting to these changes in savvy ways. Check out the study to discover the top trends in 2026 and beyond.

HR STRATEGY

Conference clarity

Eleni Dubois, Kristen Parisi

The sun is shining, the temps are rising, and ~~spring~~ HR conference season is coming—are you ready?

If you want to get the most and best out of the conferences on your calendar, you’ve got to do more than just show up. You’ve got to consider what you may (and may not) get out of them, and what purpose they stand to serve.

“There’s just so much noise out there and so much fluff,” Eleni DuBois, VP of events at Morning Brew, said during a recent episode of HR Brew’s People Person podcast, later adding, “you have to be very intentional about how you are helping [attendees] spend their time.”

DuBois and Kristen Parisi, a senior reporter at HR Brew, sat down with Kate Noel, SVP and head of people operations at Morning Brew, to discuss HR conferences—their purpose, opportunities, and takeaways.

RECRUITMENT & RETENTION

The apprentice(ship)

Photo collage of one woman mentoring another in front of a laptop.

Morning Brew Design | Image: Adobe Stock

A February 2026 Robert Half survey found that only 6% of finance teams have the skills they need to complete critical projects. More than half (53%) of finance and accounting hiring managers surveyed said that skills gaps were more pronounced than they were a year ago, while 57% said they needed to upskill staff. Hiring also persists as a problem: In a June 2025 survey by Personiv, 87% of finance leaders said there was an accounting shortage, up from 63% in 2020.

But one CFO may have found a solution. Paul Young, CFO of Liberty Bank, combined apprenticeships with a job rotation program to give staff the skills they need to grow with the financial institution. Word about the programs has spread locally, he said, and it’s strengthened Liberty’s brand as an employer. He’s recently received over 100 résumés for an open apprenticeship position. Plus, the initiative has boosted retention: Not one of the employees who’s gone through the apprenticeship program has left the bank, Young said.

For more on how apprenticeships helped Liberty Bank upskill staff and boost retention, keep reading on CFO Brew.—CV

Together With The Hartford

Turn confusion into confidence. When it comes to making benefits decisions, employees need more support than ever. It’s why 95% of employers took new actions for 2026 enrollment. The Hartford’s 2026 Future of Benefits Study reveals how HR leaders are approaching benefits engagement in new ways (think: enhanced communication, AI-driven benefits recommendations, + more). Check it out.

WORK PERKS

A desktop computer plugged into a green couch.

Francis Scialabba

Today’s top HR reads.

Stat: The cost of diesel is up around 40% from last month, making it increasingly unaffordable for independent truckers who pay for their own fuel. (the Wall Street Journal)

Quote: “The moment you’re past a certain age, you become invisible. It doesn’t matter what you’ve done or what you know.”—A 47-year-old Chinese journalist, who lost his job in late 2024, on how China’s middle-aged workers are losing out on job opportunities (the New York Times)

Read: The performance review process is in desperate need of a revamp; some companies are turning to AI to aid the process. (the Financial Times)

Focused forward: Curious about the trends reshaping benefits in 2026? The Hartford’s latest Future of Benefits Study has the details. Take a look.*

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JOBS

More focus, less fluff. CollabWORK filters out the noise and delivers jobs that actually match what HR Brew readers are looking for. Click here to see the full board of curated roles.

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Written by Courtney Vinopal, Vicky Valet, Courtney Vien, and Paige McGlauflin

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☕️ What you need to know about Eli Lilly’s direct-to-employer offering