For HR leaders in Australia, securing a budget for mental health and Employee Assistance Programs (EAP) can feel like a challenge. But investing in workplace wellbeing is not just a kind gesture. It is a practical move that strengthens people, culture, and business outcomes. A clear, well-structured case can help leadership see the value. Here’s how to build it.
At Leapwell, we help you make that case stronger by offering evidence-based, human-centred EAP services and digital wellbeing tools like Leapwell+. They are designed to empower individuals and transform organisations.
1. Link Wellbeing to WHS Obligations
Start with legal compliance. Under Australian workplace health and safety laws, businesses must manage psychosocial risks such as stress, bullying, and workload pressures.
Introducing an EAP, like those offered by Leapwell, shows that your organisation is actively working to meet these obligations. It reduces the risk of penalties, legal claims, and reputational damage.
Leapwell supports organisations in demonstrating their duty of care through EAP services including counselling, leadership support, organisational support, critical incident support, and ongoing wellbeing programs.
Tip: Reference the Safe Work Australia mental health guidelines in your documentation to strengthen your proposal.
2. Highlight the Financial Impact
Mental health issues are costly for businesses. They lead to high rates of absenteeism, presenteeism, and staff turnover. Each of these outcomes increases recruitment expenses and lowers productivity.
Even small investments in an EAP or proactive wellbeing programs can lead to measurable cost savings. By supporting mental health, you reduce sick days, improve engagement, and increase staff retention.
A single day of absenteeism per employee per year can cost thousands. Preventing just a few of these absences could cover the cost of your EAP.
3. Bring the Numbers
Leaders make decisions based on data. So come prepared.
Gather your current absenteeism and turnover rates. Compare them to industry benchmarks. Use this data to show where your organisation stands and what improvement could look like.
Include research or case studies showing how other companies have seen positive results from mental health programs. Numbers give weight to your proposal and show that this is not just a trend. It is a strategic priority.
Resource: The business.gov.au business case template includes sections to help you organise this data clearly.
4. Present a Scalable Plan
Start with essentials like an EAP. Then outline how the initiative can grow over time.
A scalable plan allows your organisation to begin with core services and expand into areas like resilience training, financial wellbeing, or digital mental health tools when the time is right. This phased approach helps leaders feel confident about the initial investment while seeing the potential for future impact.
Make sure to outline costs, timelines, and outcomes clearly. Avoid anything that feels vague.
5. Align Wellbeing with Business Goals
Wellbeing isn’t a bonus. It is a business enabler. Help leadership see the connection between a thriving workforce and strategic outcomes.
At Leapwell, we support organisations that want to build more productive, engaged, and resilient teams. Whether your goals are innovation, customer satisfaction, or reducing turnover, a mentally healthy workforce helps you deliver.
Position your proposal as a way to drive performance, not just morale.
Key Resources to Support Your Proposal
- Business.gov.au: Use the free business case template to organise your pitch clearly and professionally.
- AHRI (Australian HR Institute) Toolkits: If you’re a member, access toolkits to strengthen your HR and wellbeing strategy alignment.
- Safe Work Australia Psychosocial Hazard Resources: Reference these to link wellbeing to legal responsibilities.
Investing Where It Counts
Securing budget for mental health and EAP in the workplace is not about convincing leaders with emotion. It is about presenting a logical, structured case backed by facts.
Show how mental health investment supports compliance, reduces financial risk, and boosts performance. Bring the numbers. Offer a clear and scalable plan. Align it with the broader business vision.
You are not asking for a budget, you are offering a strategic advantage.
This article builds on insights featured in the 2025 edition of LEAP MAGAZINE.
If you found this helpful, you’ll enjoy our free digital magazine. It’s created for HR leaders, decision-makers, and workplace wellbeing champions. Each edition offers clear, practical guidance to help you strengthen your strategy and support your people.
Subscribe now at leapwell.com.au to stay ahead.