Workplace Mental Wellbeing Intervention Cost-Benefit Model, Hypothetical Case Studies

Karina Watts developed an economic model to assess costs and benefits of workplace mental wellbeing interventions. The model generates hypothetical case studies with varying levels of absenteeism, presenteeism, staff turnover, productivity, and replacement costs. It was last updated on 2026-04-29 and is available as a 5.5 KB XLS file under a CC-BY-4.0 license.

Use Cases

• Compare incremental costs of different wellbeing interventions against 'no intervention' based on the described cost-consequence model.
• Estimate potential net cost savings from reduced absenteeism and presenteeism based on the model's hypothetical scenarios.
• Conduct sensitivity and scenario analysis for organizational planning based on the model's ability to vary inputs like baseline absenteeism and intervention cost.
• Assess the economic implications of workplace interventions on employee outcomes like productivity and staff turnover as described in the study.

Strengths

• Model provides a concrete example result, showing a net cost saving of £4,207 per employee for a hypothetical case with 50 employees and a £100 intervention cost.
• The analysis is structured to account for organizational variability through sensitivity and scenario analysis, as described.
• The dataset is small (5.5 KB) and in a widely accessible XLS format, facilitating quick inspection and use.

Limitations

• The data consists of model-generated hypothetical case studies, not empirical records from real organizations.
• Row count and specific column-level documentation are unknown, limiting detailed assessment of the data structure.
• The model focuses on a one-year time horizon and monetary outcomes, which may not capture longer-term or non-monetary wellbeing benefits.

Provenance

Source

figshare, author Karina Watts.

Collection Method

Developed via economic modelling for a cost-consequence analysis.

Freshness

Last updated 2026-04-29 17:38:31.

Geography

The cost context is based on UK employer estimates, but the model is presented as hypothetical.