Sustainable Performance. Real, Measurable Returns.
Everperform's framework is built around four interconnected dimensions, each grounded in independent research from the world's leading authorities on work, performance, and human potential.
Model your own return on investment
Pick a scenario or enter your own numbers to see the cost of disconnection today and what Everperform could return over one, three, and five years.
Problem: the cost of disconnection
See how Everperform can transform people costs into measurable returns for your organisation.
$17B
Annual absenteeism cost (AU)
AIHW, 2024
$59B
Annual presenteeism cost (AU)
Unmind research 2024, Intellect research 2024
$4,025
Avg. absence cost per employee
DHS, 2023
10.8%
Current national turnover rate
Mercer, 2024
Your Organisation
Accounting firms face rising burnout and attrition as peak workloads, talent shortages, and hybrid work challenges drive up people costs and erode margins.
Current Hidden Costs
Your Everperform ROI
Reduced Absenteeism
25% reduction
Reduced Presenteeism
30% reduction
Retained Key Talent
40% fewer departures
Reduced Turnover
32% reduction
Net Savings (year 1)
$605,016
$635,016 saved vs $30,000 invested
Months to payback
Return per $1 invested
Based on AIHW, DHS, Gallup & SHRM benchmarks. Results may vary.
Departure Impact Overview
Every regrettable departure triggers a cascade of costs and disruption across the organisation.
8
Est. regrettable departures/yr
$75,000
Avg. cost per departure
Direct Replacement Costs
Everperform identifies at-risk employees using AI-powered signals before they decide to leave.
Sources: SHRM, Gallup, AHRI, Deloitte, Work Institute
Why This Matters Now
The stakes for Australian organisations have rarely been higher. Understanding the current environment is the first step to protecting your people and your organisation.
Global employee engagement rate, down year-on-year.
Gallib, State of the Global Workplace 2026
Mental injury claims in Australia crossed $1 billion in 2024–25 — five years ahead of projections
Safe Work Australia / InCheq
Of US employees are actively watching for or seeking a new job — the highest since 2015
Gallup, 2025
Rise in total employee claims against Australian employers in 2024 — the highest since 2010
Fair Work Ombudsman
Against this backdrop, Everperform provides organisations with the early-warning intelligence, performance insight, and compliance confidence to stay ahead of these pressures — not react to them.
Four Dimensions of Measurable ROI
Click each dimension to explore the research and evidence
Burnout, absenteeism, presenteeism, and the domino effect of regrettable departures represent the most significant — and most preventable — drains on organisational performance.
Of employees globally reported feeling burned out in 2024. Women reported even higher rates at 59%, compared to 46% for men.
Gallup / Teamout, 2024
Of workers worldwide say they feel 'a lot of stress' each day — a foundational driver of burnout and disengagement.
Gallup, State of the Global Workplace 2026
Lower productivity recorded in teams with high burnout rates, alongside markedly reduced discretionary effort and innovation.
Multiple sources, 2024
More likely to take a sick day if an employee is experiencing burnout. They are also 23% more likely to visit an emergency room.
Gallup research synthesis
The estimated annual cost of presenteeism to the US economy alone. Proportionally, the cost to Australian productivity runs into the tens of billions.
Wellhub / Multiple sources, 2024
Of employees who left their job voluntarily say their manager or organisation could have prevented it.
Gallup, 2024. Self-reported, 717 US employees who left voluntarily.
The True Cost of Turnover
Of annual salary: the average cost to replace a departing employee when recruitment, onboarding, and lost knowledge are fully accounted for.
Scalesuite.com.au / Foremind.com.au, 2024
Of annual salary: Gallup's estimated cost to replace a departing employee, which Gallup itself calls conservative.
Gallup, 2019
Estimated annual cost to a 1,000-person organisation from combined absenteeism, turnover, and lost productivity linked to disengagement.
Industry research synthesis, 2024
Australian Mental Health at Work
Psychological injury compensation claims in Australia in 2023–24 — representing 12% of all serious claims but 38% of total claim costs.
Safe Work Australia, 2024
Broader cost impact of a psychological injury in 2024–25 — beyond the claim itself, spanning replacement, lost productivity and organisational disruption.
InCheq, 2025
Median compensation per psychological injury claim, with 35.7 weeks of time off work — and a large percentage of workers never returning to the role.
Safe Work Australia
Key insight: Research consistently shows that when valued colleagues leave, remaining team members reassess their own commitment — creating cycles of attrition that are far harder to reverse once underway. Everperform surfaces these early warning signals before the cycle begins. (Work Institute / Gallup)
Better performance management is not about pressure — it is about precision. When organisations have a clear, real-time view of productivity alongside wellbeing signals, they can motivate, sustain, and deploy their people where the greatest value is created.
Higher profitability reported by organisations implementing data-driven performance strategies, compared to those that do not.
Industry research synthesis, 2024
Of organisations use consistent performance tools across their business — the majority can't benchmark, compare, or act equitably.
HBR Analytic Services / Quantum Workplace, 2024
Of managers say they do not have access to the data they need to understand what motivates and engages their employees.
HBR Analytic Services, 2024
Average billable utilisation rate in professional services firms in 2024, down from 73.2% in 2021. Each percentage point lost represents significant revenue foregone.
Deltek Professional Services Benchmarks, 2025
On-time project delivery rate in 2024, down from 80.2% in 2021 — directly linked to poor visibility over resource capacity.
SPI Benchmark Report, 2025
ROI demonstrated by workforce management software solutions, saving organisations over $14 million across a three-year period at scale.
Legion.co Workforce Management ROI Research, 2024
Key insight: For law, accounting, consulting, and engineering firms where time is tracked to six-minute increments, Everperform's integration of productivity data, leave, availability, and wellbeing signals creates an unmatched view of sustainable productive capacity — enabling smarter allocation and protecting revenue without burning out the people who generate it. (Professional Services Research)
The regulatory landscape for Australian employers has never been more demanding. Penalties for non-compliance have escalated sharply, criminal liability now applies, and the volume of claims is at a ten-year high.
Maximum civil penalty for underpayments and sham contracting, following a five-fold increase from 27 February 2024.
Fair Work Ombudsman / Madison Marcus, 2024
Maximum fine for intentional underpayment of wages, effective 1 January 2025. Intentional wage theft is now a criminal offence.
Fair Work Ombudsman, 2025
Increase in total employee claims against employers in the 2024 financial year — the highest since 2010.
Fair Work Ombudsman enforcement data, 2024
Psychological injury claims lodged in Australia in 2023–24 — representing 12% of all claims but 38% of total costs.
Safe Work Australia, 2024
Mental health claims cost up to five times more than equivalent physical injury claims — and result in significantly longer absences.
Scratchie.com.au / Safe Work Australia
Updated psychosocial hazard WHS regulations now require all Australian employers to proactively identify and control risks.
Safe Work Australia / Lexology, 2024
Key insight: Everperform's continuous monitoring of wellbeing signals — combined with structured records of management check-ins, support interventions, and workload adjustments — creates the documented evidence of proactive duty of care that regulators, insurers, and legal counsel need to see. Prevention is always cheaper than consequence. (Safe Work Australia / Fair Work Ombudsman)
Reputation determines which contracts an organisation wins, which investors back it, which talent chooses to join it, and which regulators treat it favourably. Everperform helps organisations protect, demonstrate, and strengthen their reputation as responsible, well-managed employers.
Of companies now rank reputation as a top-five risk. 26% consider it a top-three risk — ahead of many traditional business risks.
WTW, Counting the True Cost of Reputation Risk, 2023
Of companies have allocated specific budget to managing reputational damage — reflecting how mainstream this risk has become.
WTW, 2023
Research demonstrates a direct positive relationship between reputational risk from employee/governance misconduct and the cost of equity capital.
ScienceDirect / British Journal of Management, 2023–24
Government construction contracts now require demonstrable ESG compliance, including people governance (from July 2024). ICT and professional services from July 2025.
Dept of Finance, Sustainable Procurement Policy
Mandatory climate-related and sustainability reporting for large Australian companies commenced, with supply chain expectations flowing to smaller organisations.
Guthrie Legal / K&L Gates, 2024
Security clearances, government panel approvals, and large commercial tenders increasingly assess leadership conduct, workplace culture, and people governance.
Felix.net / Clayton Utz, 2025
Key insight: Everperform provides the structured, auditable evidence of proactive people leadership — wellbeing monitoring, performance engagement, psychosocial risk management, leadership accountability — that procurement assessors, investors, and strategic partners now look for as standard. This is not just risk avoidance. It is a competitive differentiator. (WTW / ESG Research, 2023–2025)
How the Dimensions Reinforce Each Other
The four dimensions of organisational performance are not independent — they compound and amplify each other.
Wellbeing drives Performance
Employees who are psychologically safe and engaged consistently outperform those who aren't. Addressing wellbeing first protects productive capacity at the source.
Performance data flags People Risk
Sustained decline in output — especially when combined with attendance and workload signals — is often the earliest detectable sign of a psychosocial hazard emerging.
Safety compliance protects Reputation
Organisations that proactively manage psychosocial risk and document their interventions are more resilient to adverse events — and more trusted by clients, partners, and regulators.
Research Authorities
Grounded in independent research from the world's most respected organisations on work, business, and human potential.
Gallup
State of the Global Workplace — the definitive annual benchmark on engagement, burnout, and performance
Safe Work Australia
Official data on psychological injury claims, WHS obligations, and psychosocial hazard regulation
Harvard Business Review
HBR Analytic Services research on performance management ROI, data gaps, and engagement outcomes
Gartner
HR technology research, workforce analytics market sizing, and people platform business value
Deltek / SPI Research
Annual benchmarks on utilisation, productivity, and delivery performance in professional services
WTW
Quantification of reputational risk, ESG risk management, and the financial cost of governance failures
K&L Gates / Guthrie Legal
Australian ESG regulatory developments and evolving psychosocial compliance requirements
Dept of Finance (AU)
Federal sustainable procurement policy, contract requirements, and government supplier standards
The organisations that lead don't just work their people harder. They understand them better.
Everperform provides the intelligence, the evidence, and the integrated platform to sustainably optimise performance, protect wellbeing, manage psychosocial risk, and strengthen organisational reputation — all in one place.
Research sourced from: Gallup (2024–25) · Safe Work Australia (2024–25) · Harvard Business Review Analytic Services (2024) · Deltek / SPI Research (2025) · WTW (2023) · K&L Gates / Guthrie Legal (2024) · Australian Department of Finance (2024) · InCheq (2025) · Wellhub (2024) · Teamout (2025)