It is an indisputable fact that employers have a huge role to play in looking after the mental health and wellbeing of its workforce. To put it simply, a business’ products and services only reach customers and clients because their employees are fit and able to turn up to work each day.
In championing their employees mental and physical fitness, employers are increasingly turning their attention to tackling obesity-related poor health.
Obesity is a complex and often controversial public health issue and there remains a stigma towards people living with the condition. The causes of obesity are complex, multi-factorial and interrelated to a range of issues such as the individual’s biology, mental health and their social and economic environment. Employers should not, however, be afraid to tackle the issues and the dawn of the new weight loss drugs, which continue to be headline news thanks to their significant celebrity patronage, is providing the perfect opportunity to start the conversation.
What are weight loss drugs?
Weight-loss injections like Mounjaro and Wegovy have gained widespread attention over the past few years as an effective new treatment for weight loss for those living with excess weight. They were originally designed to treat type 2 diabetes by triggering the release of insulin into the bloodstream, thereby lowering blood sugar levels. The drugs also slow down digestion, decreasing appetite and making the person feel fuller after eating, thus supporting the person to eat less.
According to a new study by University College London, an estimated 1.6 million adults in England, Wales and Scotland used Mounjaro and Wegovy to help lose with between 2024 and early 2025.
What are the legal issues for employers to be aware of?
As part of a wider strategy for helping employees to tackle obesity, the dawn of these new weight loss drugs should be welcomed by UK employers. However, the growing use of weight-loss injections among employees also introduces a range of workplace considerations. From needles on site and safe disposal to side-effect related absences, employers need to understand the operational, legal, and health challenges associated with these medications.
Needles on Site
Because weight-loss injections are self-administered via weekly injections, employees may bring injection pens into the workplace. This raises significant safety concerns. Improper storage or disposal of used pens can result in needle-stick injuries affecting colleagues, cleaning staff, or contractors.
Without proper guidance, employees may feel compelled to inject in unsuitable areas such as toilets, cars, or personal workspaces, which creates hygiene and safety issues. Workplaces may need to provide private areas for injection and secure sharps disposal bins to mitigate these risks.
The Risks of Administering Injections to Others
Some employees may ask colleagues for assistance when self-administering injections. While often done with good intentions, this is risky. Untrained staff could make errors that result in serious complications, including infection. Employers could also face legal liability if something goes wrong. Clear policies are essential to make it explicit that only clinically trained personnel may assist with medication administration, and that all injections remain the personal responsibility of the employee.
Side Effects and Sickness Absence
Weight loss injections can cause side effects such as nausea, vomiting, diarrhoea, fatigue, dizziness, and abdominal discomfort, particularly during dose escalation. These effects may lead to short-term or intermittent absences from work. Employers should manage these absences through their existing sickness absence policies, following standard procedures for reporting and recording time off.
If an employee is taking weight loss injections due to a disability or long-term health condition, absence related to side effects should be handled in line with reasonable adjustment obligations. Occupational health support can help determine whether adjustments, monitoring, or temporary modifications to duties are appropriate.
In all cases, managers should ensure that absences are recorded consistently and confidentially, and that decisions regarding fitness for work or accommodations follow established HR and legal guidelines rather than informal arrangements.
Data Protection and GDPR Considerations
Information about an employee’s use of weight loss injections is considered sensitive personal data under the UK GDPR because it relates to health. Employers must handle any disclosures carefully, ensuring that details about an employee’s medication or medical conditions are treated confidentially and only shared on a need-to-know basis.
Employees should never be forced to disclose the medication they are taking unless it is directly relevant to fitness for work or safety, and even then, employers must ensure that the information is handled sensitively and in compliance with privacy regulations.
Conclusion
The dawn of the new weight loss drugs is to be welcomed by employers and championed as part of a wider strategy to combat obesity-related ill health at work. However, in doing so, employers must ensure that they introduce a range of operational, legal, and safety considerations into the workplace. From needle disposal and injection assistance to side-effect-related absences, employers need clear policies, training, and a supportive culture to manage these risks. By addressing these challenges proactively, workplaces can ensure employee safety, legal compliance, and a respectful environment for those using the medication.
