Regretted attrition
Every unwanted exit is a recruitment fee, months of lost productivity and a ramp before the replacement is whole. It rarely sits in a wellbeing line, but that's where it starts.
- Six-figure replacements
- Months to full output
Wellbeing has a P&L. Most of it is hidden.
Regretted attrition, absence and the quiet drag of presenteeism cost you more than the benefit you bought to prevent them — and the EAP that was meant to help sits at single-digit utilisation. October consolidates a fragmented wellbeing stack into one costed line, runs at adoption a legacy EAP never reaches, and reports the outcome in the language you already speak: attrition prevented, productivity recovered, a costed annual return and predictable platform pricing you can plan against.
Build a working business caseMake the hidden
Make the hidden
cost visible.
Size it to your headcount and see the year-one value of attrition prevented and productivity recovered.
USD · Scenario input, not an October quote.Regretted attrition prevented$210,000
Presenteeism & productivity recovered$190,000
Potential value less investment$350,0008.0× potential value / investment
Illustrative — blended value of prevented attrition and recovered productivity across a typical rollout. Your numbers will vary.
- 65%
- utilisation · 10x the legacy EAP
- -19%
- flight risk · SNG Grant Thornton
- 1M+
- L&D saved · SNG Grant Thornton
- +46%
- retention · Redefine
The spend you see
isn't the cost you carry.
Four ways wellbeing hits the P&L — and what each one really costs before anyone notices.
Presenteeism drag
Burnt-out people still show up — and deliver a fraction of their output. The cost never appears on an invoice, but it's the largest line of all.
- Output, not absence
- Invisible on the P&L
An EAP nobody uses
You're paying per head for a phone line a few percent of people ever reach for. The cost is certain; the return is unmeasurable.
- Paying for non-use
- No measurable return
A fragmented stack
An EAP here, a coaching pilot there, a survey tool, a meditation app — overlapping spend across vendors with no single owner and no consolidated ROI.
- Overlapping vendors
- No consolidated ROI
One costed line
instead of many.
The platform and the people that turn scattered wellbeing spend into a single, defensible, costed return.
Consolidate the stack
Replace the EAP, the point tools and the overlapping pilots with one platform that covers the whole organisation — one vendor, one contract, one line.
- One vendor, one line
- Whole-org coverage
Utilisation you're paying for
Around 65% utilisation — roughly 10x a legacy EAP — so the per-head spend reaches the people it's meant to, instead of sitting idle.
- ~65% utilisation
- Spend that lands
Costed outcomes
Burnout, flight risk, retention and productivity measured before and after and translated into an annual value — the number a finance team can audit and defend.
- Measured & costed
- Audit-ready
Predictable pricing
Platform pricing you can plan against, with a costed ROI agreed up front — not a variable, per-incident bill you can't forecast.
- Plannable spend
- ROI agreed up front
The return,
in the numbers.
Comparable teams, real interventions and the result attached to the work.
Questions,
answered.
How does October justify its cost?
By consolidating a fragmented wellbeing stack into one costed line and measuring the return. SNG Grant Thornton cut flight risk 19% and saved over 1M in L&D; Redefine improved retention 46%. October translates burnout, attrition and productivity into a costed annual value you can audit.
We already pay for an EAP — why add this?
You're not adding; you're replacing. A legacy EAP sits at low single-digit utilisation, so you're paying per head for near-zero use. October runs around 65% utilisation and lets you retire the EAP and overlapping point tools into one platform with a measurable return.
Is the pricing predictable?
Yes. October is predictable platform pricing you can plan and budget against, with a costed ROI agreed up front — not a variable, per-incident bill that's impossible to forecast.
How do you measure the financial return?
October measures burnout, flight risk, retention and productivity before and after, by team, then translates the movement into an annual value. That's the costed number finance can put in front of the board and defend.
Does it work alongside October People?
Yes. October Health owns engagement, eNPS and wellbeing; October People owns the HR system of record. One contract, one intelligence layer — so the cost and the outcome sit together.
Start with your organisation
Make wellbeing a costed line.
Book a walkthrough and see how October would consolidate your stack — and the value of the cost you're carrying today.