How to secure budget for mental health when everyone’s cutting costs
- Alexander Laugomer
- Apr 7
- 3 min read
Updated: 5 days ago
Learn how to build a business case for mental health initiatives that gets leadership buy-in—even when budgets are tight.
Why Budgeting for Mental Health Matters
Let’s face it—every department is under pressure to “do more with less.” But here’s the truth: cutting corners on mental health support costs way more in the long run. Burnout, turnover, absenteeism, and disengagement are silent budget busters. And guess what? You, as a Wellbeing Manager or Engagement Lead, are perfectly positioned to show just how vital these programs are—not just for employees but for business performance too.
The Stakes Are Higher Than Ever
Absenteeism costs companies $1,685 per employee per year (CDC)
76% of workers experience burnout, which leads to high turnover
Every $1 invested in mental health returns $4 in productivity gains (WHO)
Mental health isn't just a “nice-to-have.” It’s a business strategy.
Understanding the Mindset of Leadership During Cuts
Before we jump into strategies, let’s quickly unpack the C-suite mindset during cost-cutting seasons.
Executives aren’t necessarily against mental health—they just need:
Clear ROI
Business-case language
Confidence in results
They’re thinking: “What impact will this have on productivity, retention, and bottom-line results?”
Your job? Connect the dots for them.
1. Lead with Data, Not Emotion
While it’s tempting to focus on how “employees are feeling,” decision-makers respond better to data. Make your pitch numbers-first.
Key metrics to gather:
Absentee and presenteeism rates before vs. after any past mental health initiatives
EAP (Employee Assistance Program) utilization rates
Engagement survey trends
Retention stats linked to wellness support
Bonus tip: Benchmark against industry standards. Use tools like Mind Share Partners or Deloitte’s mental health reports to show how your company stacks up.
2. Position Mental Health as a Risk-Reduction Strategy
Mental health is a business safeguard. Here’s how to frame it:
Reduced burnout = fewer sick days and lower turnover
Improved wellbeing = better engagement and productivity
Mental health training = fewer HR incidents and legal risks
Think of mental health at work like cybersecurity—something you invest in now to avoid costly disasters later.
3. Show How Mental Health Protects Your Own Role
Let’s get real: part of your job is proving your own value. Advocating for mental health programs not only supports the team—it supports you.
Here’s how:
Tie your efforts directly to KPIs like retention, engagement scores, and manager satisfaction
Track participation in wellness activities you oversee
Keep a “wins” folder: testimonials, impact stories, and data points
Don’t just run programs—report on outcomes
Remember: visibility = job security.
4. Start Small, Prove Big
If full-scale programs feel out of reach, go lean:
Pilot a mental health training for managers
Launch a low-cost mindfulness or stress-reduction series
Partner with existing tools (e.g., Slack integrations, Calm, or Headspace at Work)
Then track results. A successful pilot can open the door to larger investments down the line.
5. Collaborate Across Departments
Mental health touches every team—from HR to operations.
Team up with:
People Ops: to link wellbeing to retention and hiring
Finance: to translate emotional benefits into financial outcomes
Marketing or Comms: to highlight impact and boost visibility internally
The more cross-functional your support, the stronger your budget case.
6. Use Employee Voices to Amplify the Message
Data is key, but real stories hit different.
Gather quotes, testimonials, or anonymous survey responses that highlight how mental health initiatives have helped. Think:
“I was on the brink of quitting, but the resilience workshops helped me cope.”“It’s the first time I’ve felt truly supported at work.”
These stories make the issue real for leadership—and impossible to ignore.
7. Tie It All to Business Goals
Here’s where it all comes together.
Match your mental health proposal to one or more of the company’s current goals:
Business Goal | Mental Health Link |
Increase retention | Reduce burnout & stress |
Improve performance | Boost engagement & focus |
Cut costs | Reduce absenteeism & turnover |
Strengthen culture | Create psychological safety |
If your proposal directly supports top priorities, it becomes a must-have, not a nice-to-have.
