A broker’s guide to helping clients position EAP as a cost-control and productivity-enhancing investment
In an era of rising healthcare costs, labor shortages, and workforce burnout, mental health support is no longer a “nice-to-have”—it’s a financial imperative. As budget season approaches, brokers can play a pivotal role in helping CFOs and benefit decision-makers understand why allocating resources toward a high-performing EAP makes business sense.
Why Mental Health Support Belongs in the 2025 Budget
Organizations can’t afford to ignore the impact of mental health:
- U.S. businesses lose over $300 billion annually due to stress-related absenteeism, turnover, and lost productivity (APA).
- 1 in 4 employees has left a job due to mental health concerns.
- Burnout is now one of the top 3 reasons for turnover, especially in healthcare, education, and public service sectors.
Investing in EAP services helps mitigate these risks by providing accessible, proactive, and stigma-free support.
Positioning EAP as a Cost-Control Tool
A well-implemented EAP does more than offer support—it prevents downstream costs:
- Reduces high-cost claims by addressing mental health issues early
- Lowers absenteeism and presenteeism through fast, confidential access to care
- Decreases turnover by supporting employees through personal and professional stress
- Improves retention among high-risk populations: caregivers, first responders, teachers, etc.
- Prevents crisis escalation by giving managers a path to refer struggling team members
Sample ROI Framework
For every $1 invested in EAP services, organizations see an average return of $3 to $5 in avoided costs.
Example Scenario:
- Company with 500 employees
- Annual EAP cost: $12,000
- Estimated ROI: 3.5x = $42,000 in cost savings
Savings sources include:
- Fewer stress-related medical visits
- Reduced turnover and onboarding costs
- Increased productivity and focus
- Fewer HR escalations and manager burnout
Case Snapshot: Public Sector Education Client
- Implemented targeted EAP campaigns during high-stress periods (exam season, back-to-school)
- 9% increase in utilization year-over-year
- HR reported 40% reduction in stress-related leave requests
- Estimated savings: $75,000 through absenteeism and improved morale
Broker Talking Points for Budget Discussions
- “Mental health support isn’t an expense—it’s a risk management strategy.”
- “We can show ROI within the first 12–24 months with the right partner and engagement plan.”
- “Your EAP can help your people stay well, show up ready, and reduce preventable costs.”
- “Let’s forecast your investment against projected turnover, claims, or absenteeism.”
Final Word for Brokers
As 2025 budgets are being built, use this moment to help your clients think beyond claims and coverage—and focus on care, prevention, and strategic investment. An EAP isn’t just an employee resource. It’s a measurable, cost-saving business tool.