EAP ROI for Government Employees: Reducing Risk and Enhancing Workplace Resilience

How one county saved nearly $3M by investing in mental health

Employees in government and municipal roles are facing mounting mental health challenges, fueled by persistent stressors like economic instability, political tension, and demanding workloads. These pressures often lead to burnout, absenteeism and increased turnover—making it harder for public institutions to retain talent and operate efficiently. The growing strain underscores a critical need for robust mental health support within the public sector workplace.

That’s why a county with nearly 17,000 employees partnered with CuraLinc to address mental health and wellbeing proactively. Rather than treating mental health support as just another employee benefit, they viewed it as essential to sustaining a resilient workforce capable of serving the community effectively, even amid constant pressures.

Access the full case study to learn how investing in CuraLinc’s EAP protected nearly $3 million and created a healthier, more productive workforce.

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An ROI model that's backed by research and built for action

CuraLinc's ROI model was developed from over 166,000 real-world cases and validated in a peer-reviewed study. It shows how meaningful mental health support drives return across five key areas:

Healthcare savings from avoided outpatient mental health claims
Clinical recovery for high-risk mental health conditions and alcohol use
Restored work time by addressing absenteeism and presenteeism
Retention of employees at risk of turnover
Organizational value through crisis support, training, and management consultation

Whether you’re trying to make the case for investment, compare vendor performance, or align leadership around mental health strategy, the model gives you both the data and the rationale.

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What government and municipality leaders are up against

Public sector employees are facing a complex mental health crisis made worse by burnout, resource constraints, and the ongoing pressure to serve in times of uncertainty.

Recent national data on government and municipal workers highlights that even when employees understand they need help, many don’t seek it. One of the top barriers to care includes concerns about confidentiality or stigma impacting their reputation or job security. Challenges navigating benefits, limited appointment availability, and worries about cost also prevent people from receiving the support they need.

These findings reveal why waiting until employees to speak up and ask for help isn’t enough. Leaders need mental health support systems that are proactive, accessible, and built on trust.

A mental health and wellbeing program built for educators

Most mental health programs weren’t created for the unpredictable environments found in K-12 schools and higher education. Faculty and staff are stretched thin, concerned about stigma, and often lack the bandwidth to navigate complicated systems or wait weeks for care.

CuraLinc’s model is different. We deliver personalized, human-centered mental health care designed to meet the unique needs of the field of education.

Access

Fast, flexible access to care—including immediate support from licensed clinicians and multiple ways to engage in therapy or coaching: in-person, virtual, text-based, or group. On average, participants connect to care in just 2.1 days.

Navigation

CuraLinc’s platform and Care Advocates work in tandem to guide every care journey as needs evolve. And because our matches are personal and precise, 97% of participants stay with their first provider.

Outcomes

In a peer-reviewed study of education industry employees, CuraLinc’s EAP helped 88% recover from depression risk, 86% resolve productivity issues, and, on average, restore 38 hours of productive work time per month.