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Indiana Medicaid

Does Indiana Medicaid cover Zepbound for Weight Loss?

No. Indiana Medicaid's policies on file exclude Zepbound for weight loss on Medicaid plans.

Policy document

  • 20260701 Public Facing GLP-1%20 Ra Gip Combinations PA Final

    Indiana Medicaid · PA policy · Medicaid

    Effective July 1, 2026. Verified June 4, 2026.

    View PDF Download Original insurer source
  • Medicaid: Not covered. Document explicitly states 'ZEPBOUND (TIRZEPATIDE) (NOT COVERED EXCLUSIVELY FOR WEIGHT LOSS)'. No weight lo...

Earliest policy review June 4, 2026. How we verify · Check your exact plan

Full requirements: Zepbound for Weight Loss (1 plan type)

Applies to Medicaid plans.

Not covered

Document explicitly states 'ZEPBOUND (TIRZEPATIDE) (NOT COVERED EXCLUSIVELY FOR WEIGHT LOSS)'. No weight loss PA criteria are established; coverage is only available for the OSA indication.

Policy note: Explicitly not covered for weight loss as a standalone indication. Header explicitly states 'NOT COVERED EXCLUSIVELY FOR WEIGHT LOSS.'

Policy effective July 1, 2026 · verified June 4, 2026 · source: 20260701 Public Facing GLP-1%20 Ra Gip Combinations PA Final · View policy document (PDF)

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If weight loss isn't covered on your plan

A prior authorization can't override a benefit exclusion. Ask Indiana Medicaid about a formulary exception.

Questions people ask
Does Indiana Medicaid cover Zepbound?
No. Indiana Medicaid's policies on file exclude Zepbound for weight loss on Medicaid plans.
How current is this information?
The oldest review date among the policies on this page is June 4, 2026. Each policy's effective and verification dates appear with its requirements. Confirm current benefits with your plan.

Also under Indiana Medicaid: Mounjaro, Ozempic, Wegovy

Zepbound under other plans: Elevance Health, Alabama Medicaid, California Medicaid, Colorado Medicaid, Connecticut Medicaid, Delaware Medicaid, Illinois Medicaid, Iowa Medicaid

All insurance plans · All medications

Summary of Indiana Medicaid's written policy, not a guarantee of coverage. Plans vary by employer and benefit design.