A financial lens on mental health, productivity, and bottom-line performance.
Most CFOs don’t think about Employee Assistance Programs.
They think about health plan costs. Retention. Lost time. Productivity. Risk.
But here’s the truth:
Burnout is driving all of those costs—and a strategic EAP can help control them.
In 2025, mental health support isn’t just a benefit.
It’s a financial lever. A performance driver. And a leadership responsibility.
Here’s how brokers and consultants can frame the conversation for CFOs and finance leaders who want proof, not platitudes.
1. Burnout Costs Money
Burnout leads to:
- Lower productivity
- More sick days
- Shorter tenure
- Higher health claims
- Quiet quitting and disengagement
According to Gallup, burnout costs U.S. employers $322 billion annually in turnover and lost productivity.
Yet most CFOs aren’t connecting these costs to an underutilized EAP—or an outdated one.
2. CFOs Want Predictable Investments
A modern EAP—priced per employee, per month—delivers predictable costs with scalable value.
It’s a fraction of what’s already being spent on health plans or absenteeism-related losses.
If an EAP can improve retention by even 1% or reduce sick days across a high-stress department, it pays for itself.
Key stat to share:
Organizations with high EAP utilization see a 4:1 to 10:1 return on investment in reduced absenteeism, presenteeism, and turnover.
3. A Good EAP Strategy Reduces Crisis-Mode Spending
Crisis response, turnover surges, short-term disability spikes—these are expensive.
Proactive mental health support lowers those peaks.
It’s far cheaper to provide accessible, 24/7 mental health resources than to lose high-performers or manage burnout-induced leave.
4. Finance Leaders Appreciate Measurable Outcomes
Modern EAPs provide:
- Real-time engagement reports
- Usage trends by service type
- Pre/post satisfaction metrics
- Manager support logs
- Wellness ROI calculators
If your client’s EAP isn’t showing those metrics, it’s not showing its value.
5. The CFO Conversation Is an Opportunity for Brokers
This is where brokers and consultants can shine.
When you connect mental health support to workforce performance and financial outcomes, you elevate the conversation.
It’s not just about “offering support.” It’s about smart investment. Risk reduction. Performance insurance.
If your client’s CFO isn’t asking about their EAP strategy, they’re missing the bigger picture.
And if you’re not helping connect the dots, someone else will.
Burnout is a budget issue.
And a modern EAP is a strategic response.