One of the most common questions we hear at headversity? “How do I get leadership buy-in to prioritize employee wellbeing in my organization?”
If you’re in HR, you already know how important it is to support your people with the tools they need to manage stress and truly thrive. But before you can roll out a mental health initiative, you’ve got to clear the first—often toughest—hurdle: executive buy-in.
That’s why we’ve created a 5-part process to help you overcome that barrier and win leadership support for your workplace wellness program.
We call it the Executive BUY IN Framework:
B – Build a business case
U – Understand the ROI
Y – Yield to what works
I – Involve leaders early
N – Navigate concerns
Let’s break down each part in detail.
To secure program approval and budget, you need a strategic proposal that connects the benefits of mental health initiatives to company goals. Show your leadership team how a wellbeing program can positively impact business outcomes.
This includes improving key people metrics, like:
It also includes reducing costs, like:
For example, a recent study found that annually, disengagement from burnout costs $4,257 per nonmanagerial employee, $10,824 per manager, and $20,683 per executive. These costs are up to 2.9 times the average cost of health insurance and up to 17.1 times the cost of training per employee.
Your business case should clearly define how you’ll measure program success. Use the above metrics to show ROI, track progress, and prove value for the program, making it easier to gain and maintain leadership support.
References
American Psychological Association. (2023). 2023 Work in America™ Survey.
Deloitte. (2019). The ROI in workplace mental health programs: Good for people, good for business.
Martinez, M. F., et al. (2025). The health and economic burden of employee burnout to U.S. employers.
Mental Health Commission of Canada. (2017). Understanding mental health, mental illness, and their impacts in the workplace.
Multiple studies of mental health-related information provided using a microlearning approach in workplace settings.
Gaining buy-in requires speaking in terms your CEO, executive team, and board members will understand—and that means ROI. 87% of benefits leaders say it’s critical to demonstrate the ROI of mental health care to leadership.
The good news? Numbers are on your side.
Research shows that workplace mental health interventions can lead to significant cost savings, with an ROI of $2.18 per dollar.*
At headversity, our active microlearning approach to mental health training can boost ROI by up to 30%, increasing the return to $2.83* for every $1 invested thanks to higher on-the-job skill application.
*When a program is implemented over three years.
Flexibility is key. Be prepared to adapt your approach based on feedback from your executive team.
Consider including a pilot project to start small. Pilots are a low-risk way to demonstrate effectiveness, gather real feedback, and iron out any issues before scaling your program.
This will help your leadership team feel confident the program is practical, measurable and worth the investment.
Engage executives in the early planning stages to gain their commitment. Seek input and feedback so you can build trust and address potential concerns. Plus, having senior leaders who actively participate in and promote mental health initiatives can drive employee participation and the success of your program once it’s launched.
In Bell Canada’s case, they launched a leadership certificate training program for supporting employee mental health. The company reported that this contributed to the $4.10 return for every dollar invested in their workplace mental health program.
You know it’s coming—objection handling. Your leadership team will have questions and concerns about the mental health proposal. Anticipate the pushback and come prepared with target=”_blank” rel=”noreferrer noopener”>Two in three employees say mental health challenges prevent them from performing at their best for even 70% of their day. Addressing stress and mental health concerns helps employees focus better on their tasks, reducing presenteeism and improving overall performance.
Reality: Some benefits are quick; others build over time.
A review of studies found that manager training programs were associated with improvement in leaders’ mental health knowledge, stigma, and behaviors that support employees—changes that pay off short- and long-term.
Reality: Yes, if you design it right.
Most employees expect their employer to actively promote health, with 92% of workers saying it’s important to work for an organization that supports their emotional and psychological wellbeing. Before selecting mental health solutions, you should assess employee needs and preferences to create a program that’s relevant and engaging.
Still, when gaining buy-in from stakeholders, it’s essential to set realistic expectations around employee engagement. Achieving 100% adoption and engagement isn’t the goal.
Some wellness program engagement benchmarks include:
Your workplace can increase participation rates and support meaningful health improvements with targeted employee engagement strategies. A study in health care workers found that a proactive digital engagement strategy led to greater improvements in anxiety and depression over six months compared to offering the same resources without an engagement plan.
Reality: EAPs are reactive. Proper mental health training is proactive.
EAPs are considered the standard workplace mental health resource, but they have their limitations (including the low usage rates we saw above). Proactive resources, like headversity, shift the level of intervention from managing mental health crises to building skills that will prevent them, filling the gap between crisis support and daily wellbeing.
Reality: It’s riskier not to act.
Mental health programs can actually mitigate legal risks by demonstrating the company’s commitment to employee wellbeing. In many jurisdictions, employers have a duty of care to support employee mental health and provide a safe environment.*
Relevant regulations include:
*This information is for educational purposes only; we can’t give legal advice.
Reality: Participation is voluntary and privacy is protected.
Make participation voluntary, and employees can control how much they engage. In fact, research shows that half of employees would use a confidential, independent mental health support resource.
Reputable providers (like headversity) ensure data privacy through HIPAA-, PIPEDA-, and PHIPA-compliant platforms that offer aggregated, anonymous reporting—so individuals stay protected while organizations gain insights.
Overall, handling objections and concerns positions you as a strategic partner all while gaining buy-in.
ROI matters – but it’s not the only motivator. Many leaders are also driven by values and a desire to do right by their people.
Invite your stakeholders to think beyond the balance sheet. Ask them to reflect on times they’ve seen mental health challenges take a toll. Help them connect the program to what matters most: creating a culture where people feel safe, supported, and happy to come to work every day.
Gaining buy-in from your executive team doesn’t have to feel like a battle. With the Executive BUY IN Framework, you’ve got a practical roadmap to get program approval for your mental health initiative—rooted in data, strategy, and purpose.
Want to dive deeper? Join our upcoming webinar to learn real-world strategies for securing executive buy-in for your mental health initiatives.
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