How to expense this program.

Many clients had their company cover the The Burnout Solution. Even if they didn’t have a formal wellbeing budget.

Just follow these simple steps:

1.

Notify your manager

Give your manager/HR partner a simple heads-up. This can be done in a 1:1, check-in, or quick message.

Subject: Leadership/Personal Development - quick question

Hi [Manager/HR/Supervisor],

I found a performance and resilience programme called The Burnout Solution that I think would benefit my role. It’s focused on improving energy, focus and long-term performance in high-demand environments.

Would it be okay to discuss this as part of my KPI?

Here’s the link:

Thanks,

2.

Prepare to discuss

Many clients do not realise that their wellbeing is a company asset. Most companies already have a suitable budget – it’s just named differently:

  • Leadership or Professional Development
  • Learning & Development (L&D)
  • Employee Wellbeing / Mental Health
  • Executive Coaching
  • Talent Retention or Performance Support

Use some of the examples that clients have used to expense the program below, feel free to modify them:


Frame it as performance sustainability

“I’m planning to work with a burnout specialist to improve my capacity, focus, and long-term sustainability at work. I wanted to check whether this could be supported through our development or wellbeing budget.”

Position it as preventative, not reactive

“This is proactive support focused on maintaining performance and preventing longer-term absence or disengagement, rather than reactive care.”

Link it to role impact and retention

“Given my role and responsibilities, this is about staying effective, regulated, and consistent over time — not pushing through until performance is affected.”

Anchor it to existing company priorities

“The program aligns with leadership development, resilience, and retention goals, and is designed to support sustainable output rather than short-term productivity fixes.”

3.

Follow-up message

Send a quick reminder to your manager/HR a few days later if you have not heard anything. Give as many details with the text below as you like: 

Hi [Name],

Just following up on our earlier conversation about working with a burnout specialist to support my focus, capacity, and long-term sustainability at work.

The support is £1,200 per month and delivered as 1:1 executive-level coaching. Other organisations typically allocate this under leadership development, learning & development, or employee wellbeing budgets.

I wanted to check whether this would be appropriate to expense through one of those channels here.

Happy to share a brief overview or invoice details if helpful.

Thanks,
[Your name]

It’s common for managers to ask how this program aligns with your role and goals. Here are some answers you can use as a starting point. Feel free to modify them:

How will this impact your work performance?

Improved focus, decision-making, emotional regulation, and sustainable output. Supported leaders consistently perform better under pressure.

How does this support business goals?

Executive coaching delivers measurable ROI through increased productivity, reduced absence, and stronger retention (often cited at 4–7x return).

Why invest in this instead of risk turnover?

Replacing key staff typically costs 1.5–2x salary. Burnout is a leading cause of senior attrition.

Why not use our EAP?

EAPs are reactive, underused (≈5% uptake), and not designed for chronic burnout or leadership isolation.

Is this confidential and tailored?

Yes. 1:1 support is private, bespoke, and focused on individual stress drivers—unlike generic wellbeing programmes.

What’s the wider organisational benefit?

Healthier leaders create healthier teams. One regulated leader positively impacts engagement, morale, and culture.

🏆 Take care!

p.s if you have any questions, don’t hesitate to reach out at hello@davidpearce.co. See you soon!