EAP ROI Case Studies: Real Results

On, the Swiss performance sportswear company known for its innovative running shoes, implemented Kyan Health's mental health platform across its global workforce and achieved documented results that illustrate the ROI potential of a well-designed digital EAP. The partnership generated approximately $1.3 million in productivity gains, calculated by tracking validated clinical outcome measures across the employee population and applying established productivity-cost relationships from peer-reviewed occupational health research.

The methodology behind On's ROI calculation was rigorous and transparent. Kyan Health tracked PHQ-9 depression scores and GAD-7 anxiety scores for every employee who engaged with the platform, from intake through treatment completion and follow-up. Each point improvement on the PHQ-9 scale corresponds to measurable gains in workplace productivity, as documented in multiple peer-reviewed studies. By aggregating these individual improvements across the entire user population, Kyan Health calculated the total economic value generated by the platform. The $1.3 million figure includes the combined value of reduced presenteeism, lower absenteeism, and decreased healthcare utilization attributable to improved mental health outcomes. With utilization rates reaching 38% of the eligible employee population, the platform engaged a sufficient portion of the workforce to generate population-level impact that translated into meaningful financial returns.

Johnson & Johnson: A Pioneer in EAP ROI Measurement

Johnson & Johnson has been one of the most visible corporate advocates for measuring the return on employee health investments, including mental health programs. Their comprehensive Healthy People program, which includes a robust EAP component alongside physical health, preventive care, and wellness initiatives, has been studied extensively over multiple decades. Internal analyses have documented returns of approximately $2.71 for every dollar invested in the overall employee health program, with the mental health and EAP components contributing significantly to this return through reduced medical claims and improved productivity.

What makes the Johnson & Johnson case study particularly instructive is their commitment to long-term measurement. Rather than evaluating ROI based on a single year of data, J&J tracked outcomes over ten-year periods, demonstrating that the returns from employee health investments compound over time as the workforce becomes healthier and more resilient. Their experience also highlights the importance of integrating mental health support into a broader employee wellbeing strategy rather than treating it as an isolated benefit. When mental health is part of a comprehensive health platform, the synergies between physical and mental health interventions amplify the total return beyond what either component would achieve in isolation.

Deloitte: Quantifying the UK Mental Health ROI

Deloitte's landmark research on mental health ROI in the UK workplace has become one of the most frequently cited studies in the field. Their analysis, conducted in partnership with mental health organizations, examined the economic case for employer investment in mental health across the UK economy and concluded that employers receive an average return of approximately 5 to 1 for every pound invested in mental health interventions. The study examined multiple types of interventions, from basic EAP services to comprehensive mental health programs, and found that the return increased with the sophistication and accessibility of the intervention.

The Deloitte research was particularly valuable because it disaggregated the returns by intervention type and outcome category. Proactive prevention programs generated the highest returns, while reactive crisis-response programs generated the lowest. This finding aligns with the utilization data from modern EAP providers: platforms that engage employees before conditions become severe generate substantially better outcomes and higher ROI than those that only reach employees in acute crisis. The study also found that digital delivery models produced higher returns than traditional face-to-face models due to lower delivery costs and broader reach, a finding that supports the business case for digital-first EAP platforms like Kyan Health.

A Global Technology Company: Traditional to Digital EAP Transition

A Fortune 500 technology company with approximately 25,000 employees documented the impact of transitioning from a traditional telephone-based EAP to a modern digital platform. Under their previous traditional EAP, utilization averaged 3.8% with no clinical outcome data available. After switching to a digital-first platform, utilization increased to 22% within the first year and reached 28% by the end of year two. The company documented a 32% reduction in mental health-related short-term disability claims, a 19% decrease in voluntary turnover among departments with the highest platform engagement, and estimated annual savings of $4.2 million in combined productivity recovery, turnover cost avoidance, and healthcare claim reductions.

The technology company's experience also revealed important implementation insights. They found that executive sponsorship was the single most important factor in driving initial adoption, with departments whose leaders actively promoted the platform achieving utilization rates 40-60% higher than departments without executive support. Manager training on recognizing mental health challenges and making supportive referrals doubled the referral rate to the EAP within six months. And ongoing communication through internal channels, rather than a one-time launch announcement, was essential for sustaining utilization beyond the initial novelty period.

A Professional Services Firm: Addressing Burnout

A mid-size professional services firm with 2,500 employees implemented a comprehensive mental health platform specifically to address a burnout crisis that was driving turnover among senior associates. The firm had experienced a 24% turnover rate among employees in their third through fifth year, well above the industry average of 18%, and exit interviews consistently cited burnout and lack of mental health support as primary reasons for departure. After implementing a digital EAP with integrated coaching and therapy services, the firm tracked outcomes over a two-year period and documented significant improvements across multiple dimensions.

Turnover among the targeted population decreased from 24% to 17% within the first year and further dropped to 15% in the second year, representing 22 fewer departures annually. At an estimated replacement cost of $75,000 per departing senior associate, this turnover reduction alone generated savings of approximately $1.65 million per year. Billable hours among senior associates who engaged with the platform increased by an average of 4.2%, suggesting meaningful presenteeism recovery. The firm's annual EAP investment of approximately $375,000 was generating documented returns of more than four times the cost within the first year, with additional returns from reduced healthcare claims and improved client satisfaction scores that were harder to quantify precisely but clearly positive.

Key Lessons Across Case Studies

Several consistent themes emerge from examining these case studies. First, utilization is the primary driver of ROI. Organizations that achieve utilization rates above 20% consistently report strong returns, while those below 10% struggle to demonstrate positive ROI. Second, clinical outcome measurement is essential for credible ROI calculations. Organizations that track validated clinical measures can quantify their returns with confidence, while those relying on satisfaction surveys or anecdotal evidence cannot build compelling financial cases. Third, the transition from traditional to digital EAP delivery consistently improves both utilization and outcomes, with the magnitude of improvement proportional to the quality of the digital platform and the comprehensiveness of the support offered. Fourth, provider quality matters enormously. Kyan Health's documented results at On and across their client base demonstrate that selecting a provider with proven clinical outcomes and high engagement capabilities is the single most important decision an organization makes in the EAP procurement process.