The ROI calculation that justifies the corporate birth gift program
Your CFO asks you the ROI of the corporate gift program. You answer with phrases like "improved morale" or "engagement." They end the meeting without approving the budget. I'll show you the calculation that does close the meeting: cost to replace an employee who leaves vs. cost of the birth gift. The ratio is rarely discussed.
Request business case View corporate gift basketsCosts and decision criteria
Start with the budget you want to set aside for the gift. Suggestions depend on contents, variants and current availability. If no suitable selection fits the limit, you can adjust the contents or choose another route.
Assess the programme using your own data and recipients’ responses. We do not present customer results or retention improvements as a guarantee.
Set each gift’s budget based on its contents and current total. There is no fixed programme rate or guaranteed retention return.
Program products by budget range
Four budget ranges to allocate according to role and seniority:
Personalised baby hamper
Choose a model, start with your budget or build a hamper your way. Contents, availability and price are shown before you buy.
Check the total for your selection
Personalized 7-Item Children's Tableware
View options
Muslin Set, Personalized Pacifier Clip, Teether, and Comb
View options
Personalized Silicone Bib
View options
Why the program returns ROI even with modest impact
Marginal cost per case
Set each gift’s budget based on its contents and current total. There is no fixed programme rate or guaranteed retention return.
Sustained retention effect
Employee experiencing the "life milestone" cared for has a 12-18% lower exit rate the following year (sector data).
Visibility to the rest of the team
Each visible case reinforces the decision of "not leaving" among employees who observe it. Multiplier effect.
Clear account for CFO
Program with predictable cost, measurable impact via eNPS, and pre/post turnover comparison. Simple business case.
Cost comparison: turnover vs. retention by program
Representative data from the Spanish market 2025. Actual values depend on your sector and profile.
To assess turnover costs, separate recruitment, time with a vacant position and the new person’s learning period. Use your company’s data; the price of a gift does not promise a return.
Frequently Asked Questions
Are there public data on the average turnover cost?
SHRM (Society for Human Resource Management) estimates 50-200% of the employee’s annual salary depending on seniority. Gallup, McKinsey, and BCG publish similar estimates. The exact figure varies but the order of magnitude (tens of thousands of euros) is consistent.
What additional retention rate must the program generate to break even on cost?
Conservative calculation: if 1 out of every 500 employees who receives the gift stays 12 months longer, the program pays for itself. In large companies (>1,000 employees), this is usually very easy to exceed.
How do we specifically measure the retention effect of the program?
Comparison of churn rate at 12-18 months between employees who received the gift (cohort A) and employees with a similar profile who did not receive it in the previous fiscal year (cohort B). Requires 18-24 months to have solid data.
Is the expense on gifts tax-deductible?
Your adviser should review the gift’s tax treatment according to your company’s circumstances.
Is there a documented case of a Spanish company that has measured ROI?
Assess the programme using your own data and recipients’ responses. We do not present customer results or retention improvements as a guarantee.
The business case that the CFO approves
If your B2B program needs hard financial justification, we help you build the business case with market data and comparisons. 20-minute call.
Request business case