PRC Workforce · Anonymous Digital Protocol

Your EAP costs your people nothing.*
At least nine in ten never use it.

That is not your scheme failing. It is true of almost every scheme, and it is why a cheaper or better-advertised one does not fix it: the price was never the barrier. Ask employers about their own provision and nearly 85% report take-up between 3% and 5%. Ask providers and they report from around 4% to more than 10%, because they count any contact. Whatever your own figure is, everybody else is the gap this is built for. HCML, 2024, 200 employers · EAPA UK, Securing the Future of the EAP, 2024

A 90-day programme for your senior people and middle managers. The ones who will never ring the EAP. Completely anonymous, nothing clinical, nothing through HR, and no names recorded anywhere.

It runs on email. It covers everybody you employ. It sits alongside your existing EAP and Occupational Health, and changes neither contract.

Speak to Jon, 30 Minutes See the 90 Days, Panel by Panel Read the brief

Every first conversation is with Jon Cull directly. Not a form, not a sales team, not a junior. If it does not fit, you will be told so.
How many of your people does your EAP never reach? Open the reach calculator →

The financial case · at a glance
£10,500
Lost output from one £70k senior at 70% capacity for six months
→
£9,750
£9,750 plus VAT a year, with the audit fee credited in full. Three places are still funded by me, and for those three there is nothing to pay.
Less the audit fee already paid, so £6,300 if you proceed within 30 days of your report or by your next board or HR committee, whichever comes sooner.

The lost output from a single £70k professional at 70% capacity for six months (£10,500) is the cost of leaving one senior unreached.* PRC calculation 30% capacity gap applied to a £70,000 salary over six months; capacity-gap basis from IPPR, 2024.

44 days

Lost per employee per year to working through it, against 6.7 days lost to sickness absence. The larger figure is the one nobody tracks.

IPPR, 2024

22.1m

Working days lost to work-related stress, depression or anxiety in 2024/25, up from 16.4 million the year before. 964,000 workers affected, a record.

HSE Health and Safety Statistics, 2024/25

£400m

New annual SSP cost added to UK employers from April 2026. Every absence now triggers SSP from day one. The cost of the underlying pattern is now a direct payroll liability, not just an estimate of lost output.

DWP, Employment Rights Act 2025: Economic Analysis

The Problem

You already know something is not adding up.

22.1 million working days were lost last year, up from 16.4 million the year before. One in four of your people say their job is damaging their health. You already pay for support. It is not getting to the people who most need it.

HSE Health and Safety Statistics, 2024/25 · CIPD Good Work Index, 2025

Think about who carries the most weight. Your senior professionals and your middle managers. Work passes through them, so when one of them is running at reduced capacity the cost does not stay with them. It spreads outward, into every decision and every piece of work sitting behind them.

Those are the people who will not ring the EAP. Not because they do not need to. Because ringing it means putting their name on a record. They have already worked out what that would cost them.

Their career. Their insurance. How they are seen in the building. Going through a clinical route leaves a record, and a record gets asked about later. They knew all of this long before you offered them anything. So they carry on working through it instead. Quietly. Expensively. Until they cannot.

Why I built this

I was one of those people. I knew exactly what the cost of carrying on was.

I was building property developments. Investors in the room. Banks. Architects. People whose opinion of me was directly connected to money moving and contracts signing.

I had a pattern that was running everything. I could see the cost of it. I could not see a route out that did not cost me more.

A room full of strangers was not something I was considering. Nothing written down with my name on it. I was going to handle it myself, on my own terms, or not at all.

What I eventually understood was that I had been applying the wrong kind of solution to the right problem. Willpower and rules work on the surface. The habit underneath needs something different. It needs to be mapped, examined, and replaced. Not fought.

Twelve years ago I acted on that. Twelve years later the pattern has not come back. Not because I am stronger. Because the conditions that fed it no longer exist in the same way.

"The thing that felt like it had to stay secret turned out to be just a chapter. A long one. But a chapter."

PRC is what I needed then. Private. Structured. No labels, no rooms, no one's permission required. Built to change the habit. Not just manage the surface.

Your people are not weak. They are doing what any capable professional does when the usual routes do not feel safe. They are working through it. PRC is built for exactly those people. The ones your EAP never hears from.

There are no anonymous testimonials on this page. There is one case study. It is mine.

12 years pattern-free
8 years frontline pattern-support experience
Trained support worker, pattern-based intervention
Direct access to Jon at every stage
How PRC gets round it

There is no name in the system. So there is no name to leak.

What separates PRC from everything else you could buy is not a stronger privacy promise. It is that the employer is never in the data path. There is no point in the system where a name sits next to a place on the programme, so there is no name for anybody to find, leak or be asked to hand over.

People sign up on their own phone, using their own email address. You never find out who did. There is no list to be on in the first place.

What you get to see

Three numbers. That is the lot.

How many places are being used. How many people finished. How far the group average moved between day 1 and day 90. That is not a summary of what you could ask for. That is everything you receive.

What your people get

Ninety days, with their name on nothing.

They sign up privately and work through it privately. Nothing is created that names them, labels them, or has to be declared to an insurer or to you.

Why they will do this and not the rest

The person who will never ring the EAP will do this.

Because nothing they do inside the 90 days can come back at them later. The exact thing stopping them using everything else is gone. Not managed around. Gone.

"You see how many places are used, how many people finished, and how the group score moved. Everything that tells you whether it is working. Nothing that tells you who is on it."

One licence covers everybody, however many people you employ. Nothing for IT to install. Nothing added to your HR system. No cap on numbers and no deciding who is allowed a place. Anyone who works for you can sign up privately, whenever they want, from any device, without going near your systems. You are buying a licence, not a block of places, and it covers the whole organisation from the day you say yes.

Why what you already have does not reach them

The format is the barrier. Not the person.

Every ordinary route to support asks for the one thing these people will not give: their name, attached to an admission that they are struggling. PRC is built around that, rather than pretending it is not true.

Disclosure barriers and career risk: Dewa et al., Frontiers in Psychiatry, 2021 · Brohan et al., BMC Psychiatry, 2012

The EAP

It only works if somebody puts their hand up and asks. The people* who never do are not being difficult. They have weighed up what being known would cost them and decided against it. The way it is set up puts it out of reach of exactly the people it was meant for.

The app with the content library

Videos and articles, available whenever you like. No structure, nobody expecting anything of you, and nothing at all for the person who has been holding something together for two years. They are not going to fix it by scrolling through a library.

Being referred by a manager

This needs three things to happen. The manager has to notice. You have to handle it. And the person ends up with something on file. Someone who has been dealing with it privately will not put their hand up to start that. They will hand in their notice instead.

Anything held in a room

You have to turn up, be seen, and join in. A senior person weighing up what it might do to their career or their insurance will not sit in a room with colleagues. It is not the room they object to. It is what the room puts on the record.

PRC runs alongside your EAP and Occupational Health. It replaces neither. The people it reaches are almost entirely different from the people already using either service. Your EAP and OH carry on handling everything they handle now. PRC picks up the people* who will never ring either number. Buying it changes nothing about your existing contracts.

Questions about whether it fits, what it costs, or how it sits with what you already have? Twelve of them answered on the due diligence page →  ·  Full features and financial case →

The insurance problem nobody talks about in the room

Apply for income protection, renew life cover, fill in a critical illness form, and somewhere on it is a question about whether you have been treated for a mental health condition. Answer yes and the premium goes up. Answer no and the policy can be voided when you claim on it. Your senior people worked this out long before you offered them anything.

PRC creates no clinical record, so there is nothing on that form to declare. That is not a loophole. It is the whole reason this reaches people that nothing else does.

Mind UK, 2022: how mental health treatment affects insurance cover

Start here

Before anything else, get the number.

Your provider tells you what percentage of staff used the service. It does not tell you how many of your people it never reached. That second number decides whether the provision is doing its job, and almost no employer has it.

The Workforce Reach Audit puts that number in your hands, from your own staff, anonymously. Twenty four short questions, most of them scored out of ten, covering how people are working, whether the provision reaches them, and where it does not, the reason they give. About five minutes to answer, with nothing to type anywhere in it. About three weeks from start to finish. You end up with a written report showing how many of your people took part, how they scored, how far your existing provision actually reaches, the reasons the rest gave for not using it, and how likely they say they would be to use it if something started affecting their work. If your EAP comes bundled with an insurance policy and has no separate price, the reach figure stands on its own: it shows how many of your people the provision actually gets to.

This is a measurement, not a sales process. The report is worth having on its own. Even if you read it and decide PRC is not for you, you finish with something your organisation did not have before: a straight answer on how much of your workforce your current spend reaches, and a starting line to measure any future decision against.

How it runs. Four steps, about three weeks. Two are yours and two are mine. Neither of yours takes more than five minutes.

Step 01 · YoursYou decide who gets askedThe whole organisation, or one department, or one site. Two hundred people is the minimum invited. The report needs thirty replies to be issued at all, and no staff survey anywhere returns everybody, so the number invited has to carry the shortfall. Invite fewer than two hundred and the audit is likely to close short. Thirty replies is the point at which figures can be issued at all, not the point at which the report is at full strength. The full report, including the reasons people give for not using the provision and the three group cuts, needs around a hundred replies. Below that it reduces to the reach figure, the three-way split and the ceiling, and it says so on its face. Invite the whole organisation if you can.
Step 02 · YoursYou send one emailI write it for you. You paste it in and send it from your own address, so it arrives internally rather than from a stranger. Nothing to set up, no staff list to send me, nothing for IT to do.
Step 03 · MineIt stays open for two weeksTen working days. Three reminders, on dates you agree before it opens, all to the same link. You do not have to chase anybody, and you are not told who has or has not answered.
Step 04 · MineYou get the written reportWithin five working days of it closing, plus half an hour with me to go through it. It is yours to keep and circulate internally, whatever you decide to do next.

What you will and will not be able to see. Agreed before anyone is asked, not decided once the answers are in.

You get group figures only, with the number invited and the number who replied printed on the face of the report so you can see the return rate rather than take it on trust. If fewer than thirty people answer, no figures are issued, because they would not be reliable enough to act on.

There is no breakdown by department, site or team, in any configuration. Three whole-organisation cuts are reported and nothing else: how long people have been with you, whether they manage anybody, and how they work, meaning on site, hybrid, remote, or shift and field based. Each side of each cut has to reach thirty replies on its own or it is folded back into the total and not reported. Those three are there because that is where the gap usually sits, and because staff who are not at a desk are routinely missed by the channels provision is advertised through. Beyond those three, nothing. Nobody types their name, their email address, their job title or their staff number, and there is no comment box, because written comments give people away. Every answer is a score or a single choice.

Your organisation is not prevented from seeing an individual score. There is no individual score in the system to see.

What it costs. One fee, one report, about three weeks. Nothing repeating, nothing to renew and nothing to run.

£3,450 plus VAT · one organisation, one site, up to 500 staff
£5,450 plus VAT · up to five sites or five parts of the business, any size
£1,750 plus VAT · repeat audit at twelve months, for the comparison
£4,650 plus VAT · both audits committed together, single site

If fewer than thirty people reply. No figures are issued, and there is no administration charge. You receive a Response Deficit Report instead, which sets out what a return that size indicates about internal confidence, what usually drives it, and what to change before running it again. The re-run inside twelve months is at the repeat price.

You never have to tell me what you pay for your existing provision, and nothing about your contract leaves your building. The report carries the reach figure and the working. If you pay for your EAP separately, you can set that price against it yourself. A Reach Audit can only be compared with a later Reach Audit, which is why the repeat is priced now rather than later. The full method, question twelve →
Read a specimen report in full, before you decide →
Every question we ask your staff, published in full →

And if you want to do something about what the report shows.

The 90-day protocol is £9,750 plus VAT for the year and your audit fee comes off it in full. I am also still funding the first places myself. Three organisations can run the full 90 days at no cost. Three is what I can fund, and each one takes 90 days of my time, so places do not come back quickly.

Places go in the order audits finish, not the order enquiries arrive. An audit takes about three weeks. That is the queue. The fourth organisation to reach the front of it pays £9,750 plus VAT for the year, less the audit fee already paid.

A funded place is agreed in writing before it starts, and in return I ask for three things, none of which is money. The anonymous before-and-after figures from your group. One HR Director willing to take a phone call from another HR Director considering it. And their agreement to the founding rate of £9,750, held for them for twelve months after the funded place ends.

Speak to Jon, 30 Minutes Ask for a Reach Audit Read the Organisation Brief

No obligation to do anything afterwards. The report is yours whatever you decide. Two things I would like, neither of them required: half an hour to go through it with you, and permission to add your group averages, unnamed, to a comparison set so later organisations can see how they compare. You can say no to the second and still have the first.

Would rather work it out yourself first?

Put your headcount and the take-up figure your provider reports into the calculator, and it returns how many of your people the EAP does not reach. If you pay for the EAP separately, add the price and it also shows what you pay for each person it does reach. If it came bundled with an insurance policy, leave the price blank.

It runs on your provider's own number, which counts contacts rather than people. Whatever figure it gives you, the real one is worse. That is the gap the audit measures.

Open the EAP reach calculator →

How It Works

58 inputs. 13 worksheets. 90 days. One sequence.

PRC is a fixed set of emails. Everybody gets the same ones, in the same order. 74 emails in all: 58 that ask a question and want an answer written down, 13 worksheets, one at the end of each week, and three more. Those three are the one that arrives before day 1, the one that closes day 90, and one that follows the day after. So 74 emails across 91 days, covering a 90-day run.

They arrive daily for the first 30 days, then about four times a week, then about twice a week. That is deliberate. The first month asks the most, and by the third month the person should need the emails least.

There is no app to download and nothing to log into. It arrives in an inbox, the person writes their answer, and that is the whole of it. Your IT department is not involved at any point.

1
Days 1 to 30 · An email every day · Working it out

Working out what the habit is

An email every day, each asking for one written answer. Over the month the person builds up a record of three things: what sets the habit off, what happens in the seconds before it runs, and what it costs them when it does. They also score themselves out of ten on seven measures, which becomes their starting line.

What you get out of it: a cost that was invisible becomes a cost somebody can name and count.

Based on: functional analysis (Beck, 1979) and behavioural chain analysis (Linehan, 1993). The evidence →

2
Days 31 to 60 · Four emails a week · Changing the setup

Changing what sets it off

Now the conditions found in the first month get changed. When things are scheduled, where the person works, what they are exposed to and in what order. Nothing here depends on somebody feeling motivated on the day. The point is to alter the circumstances so the old response has less to fire on. Scores taken again at day 30.

What you get out of it: hours back, decisions made faster, and less carried around in somebody’s head all day.

Based on: stimulus control, Wood and Neal (2007), Wood, Tam and Witt (2005).

3
Days 61 to 90 · Two emails a week · Making it stick

Making the new response the automatic one

The person builds a specific rule: when this happens, I do that. Then they run it, on purpose, on the same triggers, until it starts arriving before the old response does. By day 90 it runs without any emails at all. Scores taken again at day 60 and day 90, and the group averages come to you once a quarter.

What you get out of it: the gain keeps running after the 90 days end, with nothing further to pay for or administer.

Based on: implementation intentions (Gollwitzer, 1999), and how habits become automatic (Lally et al., 2010).

Every study behind this, what it does and does not support, and what PRC does not claim to do: The Evidence →

See what the 90 days produce: Example reports, yours and theirs →

Walk through all ninety days, panel by panel, in about ten minutes: Run the demonstration →

Half an hour. No obligation. We cover how much of your workforce your current provision actually reaches, and whether PRC fits. You are never asked what you pay for it. If it does not, you will be told so.

Speak to Jon, 30 Minutes See the Reach Audit

Or start with the Reach Audit: an anonymous measurement across your own workforce, about three weeks end to end, and the report is yours to keep whatever you decide next.

What it actually does

Something sets a habit off. PRC swaps the habit, leaving the trigger alone.

Most of what any of us does in a working day is automatic. A situation comes up and the response is already running before there is time to decide anything. When that automatic response is the wrong one, it costs the business steadily, and nobody sees it happening.

PRC works on the habit itself. Nobody has to see themselves differently. Nobody has to have a realisation. Nobody even has to agree that anything is wrong.

Before PRC. The old habit running
Something happens
A particular situation comes up
→
The old response
Runs on its own, before any decision is made
→
What it costs
Less done, less capacity, less reliably
After PRC. The new one running instead
The same thing happens
Nothing about the situation has changed
→
The new response
Runs instead, and just as automatically
→
What you get back
More done, more capacity, more reliably

So what actually changed? Only the response. The situation setting it off is exactly the same. The new response was practised under the same conditions until it started arriving first. The old habit was never removed. It was beaten to it. Nobody has to work out why the old habit was there, and nobody has to want to change. They have to answer the emails.

The habit does not know whether you are at work or at home.

The same habit that costs you output at work goes off at home for the same reasons. What it takes out of someone in one place is not available to them in the other. PRC works on the habit wherever it runs.

At work

Habits that quietly cost you output

The responses that come out under pressure, on hard decisions, or when people are rubbing each other up the wrong way. These are not character flaws. They are habits, and habits can be swapped.

Example

A difficult conversation needs having. The old response kicks in: put it off, change the subject, or make it somebody else's job. The conversation never happens, decisions sit still, and the cost builds up over days.

Example

A decision is not clear cut. The old response kicks in: get more information first. Everything slows down, other people wait on it, and the moment passes.

At home

The same habits somewhere else

PRC is not aimed at anybody's home life or relationships. But habits do not switch off at the front door, and what they cost at home comes out of what is available at work the next morning.

Example

Something tense comes up at home. The same avoiding response kicks in, the one that runs at work on difficult conversations. It is not a second problem. It is the same habit, somewhere else.

Example

The working day ends but the head does not switch off. The old response kicks in: stay on it, keep turning it over. The evening never resets anything, and the next day starts with less in the tank.

Why you cannot separate the two

People have one tank, not a work one and a home one.

Somebody dealing with an unresolved habit at home turns up the next morning with less in reserve than somebody who is not. That is not a clinical point, it is a practical one. A senior person running on empty works below what they are capable of. Why they are running on empty is not your business. The gap in what they produce is.

At work
The habit costs output, speed and consistency
↔
The habit
One trigger, one automatic response, running in both places
↔
At home
The same habit costs the evening, and the next day’s output with it

Swap the habit once and it stops running in both places. The new response is attached to the trigger rather than to the office, so when the trigger goes off at home the new response turns up there too. Nobody has to do the work twice.

For HR Directors & buyers

Organisation brief

The case for buying it, the money, the reach argument, and why PRC gets to the people* your EAP never hears from. How the 90 days work, how the anonymity is built, and the research behind it, in plain terms.

Read the Organisation Brief →
See it before you ask anyone about it

The interactive demonstration

Fifteen panels, about ten minutes, nothing to install. What lands on day 1, what a weekly worksheet asks for, where somebody’s written answers are kept, what has moved by day 90, and exactly what you see at the end. Example figures throughout.

Run the demonstration →
For participants & employees

What the 90 days involve

A plain explanation of how it works, what happens across the 90 days, how it applies at work and at home, what your employer sees and does not see, and what PRC does not claim to do. No clinical language.

Download the participant document (PDF) →
For people who do not control their own diary

The Fixed Point

Shift patterns, site work, a standing call at seven. The first question you are likely to ask is whether any of this works for people whose day is not their own. Open it and see the answer rather than the description. Five steps, five minutes, done once. It attaches the change to the last point in the day that is still theirs. This is the live page participants use.

Open The Fixed Point →
Privacy

No names. No records. Nothing plugged into your systems.

This is not a privacy policy. It is how the thing is built. There is no step, anywhere in the system, at which a name could be attached to a place on the programme. A promise can be broken. There is nothing here for an employer to break, because the employer is never in the data path.

Signing up

People sign up on their own phone or laptop, using whichever email address they choose. They are told to use a personal one, because a work address can be read by your IT department. They are given a random reference number that is not built from anything about them. Nobody is asked for a name. Nothing touches your HR system. You buy the licence. You do not hand out the places.

Item-by-item route map: Where your information goes →

What is actually stored

The email address they signed up with. It arrives by email, so an address is held. A random reference number, derived from nothing about them. Seven self-rated scores, four times. That is the complete list. No name is asked for at any point, and the written answers people give are never sent anywhere. You receive none of this, and there is no process by which you could ask for it. Anonymous to you. Not anonymous to the system that has to send the emails, and this page says so rather than claiming otherwise.

What PRC holds, and what the employer receives: Where your information goes →

What you see

Three numbers, once a quarter. How many places are being used, how many people finished, and how the group average moved between day 1 and day 90. Nothing that names anyone. Nothing that could be matched against a personnel file.

Nothing on a medical file

PRC is not a clinical service and creates no clinical record. There is nothing here that has to be declared to an insurer, to you, or to anybody else. That is a consequence of how it is built, not a policy someone could change.

"You will know the programme is running and whether it is working. You will not know who is on it. That is deliberate, and it is built in rather than written down."

Full technical and legal disclosures: prcworkforce.com/disclosures.html

Reporting

Everyone taking part scores themselves out of ten on seven things about their working day. They do it four times: on day 1, day 30, day 60 and day 90. You are sent the group average and how far it moved, once a quarter. The timing follows the 90 days people are actually running, not the date you signed.

Day 1

The starting score

Seven questions, each scored out of ten, by the person themselves. This is the line everything later is measured against.

Day 30

First check

End of the first stage. By now the person has worked out what their pattern is, what sets it off, and what it costs them.

Day 60

Second check

End of the second stage. The conditions that set the pattern off have been changed, and the changes are in use.

Day 90

Final score

The 90 days are done and the new response is running on its own. The group average and its movement are reported to you.

What you see · Group report, once a quarter Sample data · not a client result
24
Places being used
this quarter
87%
Finished all 90 days
of those who started
+2.4
Group average moved
day 1 to day 90
Q2
Next group report
due
Measure Day 1 Day 90 Change
Output quality 5.1 7.4
+2.3
Decision confidence 4.8 7.1
+2.3
Focus & concentration 4.2 6.9
+2.7
Presence in meetings 5.3 7.6
+2.3
Energy management 4.5 7.0
+2.5
Reset between demands 4.0 6.5
+2.5
Perceived operational capacity 4.9 7.3
+2.4

Example figures Every number here is made up, to show you the layout. No organisation has finished the 90 days yet, so none of this is a result. This is the whole of what you receive. No individual scores, no names, no reference numbers, and no breakdown below the group. The 24 people counted here are anonymous to you and to each other. You can see that 24 places are in use. You cannot see whose.

What they see · Their own page · Reference #0047 Sample data · not a client result
Progress
Day 42 of 90
Phase 2 · 48 days remaining
Their score now
5.6
Up 0.7 since their day 1 score
Their score across the four checks
10 7.5 5 2.5 Day 42 4.9 5.3 – –
Day 1 Day 30 Day 60 Day 90
Output quality
5.8/10
Decision confidence
5.5/10
Focus & concentration
5.3/10
Presence in meetings
6.1/10
Energy management
5.7/10
Reset between demands
5.2/10
Perceived operational capacity
5.9/10
Their recent emails
D42The gap between the trigger and what you did with itReceived
D40You have changed the conditions. Now you document it.Read
D38The version of you that is running at 70% is still operationalRead
D35Week 5 worksheet · Changing the setupRead

Example figures Reference #0047 and every score here are made up, to show you the layout. This is what the person taking part sees, and only them. No name anywhere. You cannot open this page, cannot match that reference to anybody on your payroll, and are never told which measures were scored or by how much.

The PRC Index is a set of seven self-report measures rated 1–10. It is not independently validated as a clinical outcome measure. It tracks how the participant rates their own observable output across the 90-day period. Nothing more is claimed. The reporting methodology follows measurement-based care principles: Delgadillo et al., Lancet Psychiatry, 2018.

Full reporting methodology, including definitions, suppression thresholds and stated limitations →

The Case Study
Before

Running the cleanup

The default was running everything. Six days of work going into five, not because the workload demanded it, but because most of yesterday’s work needed checking. Tasks deferred daily. Mental overhead constant.

The only thing stopping the business from moving was me. And I could not see it. The habit underneath was running the operation. I was running the cleanup.

After

Running the business

The default stopped running. Not because I fought it, but because the conditions that fed it changed. Work moved differently. Decisions landed cleaner. The mental overhead that had been running silently in the background came back as time and capacity.

The business started moving again. Not because I worked harder. Because I stopped being the bottleneck.

12 years operating at capacity. As close to it as any day allows. No clinical pathway. No group. No label. No one else’s permission required.

Investment

Two things. Both of them are priced.

The 90-day protocol is £9,750 plus VAT a year. One licence for one site of up to 500 employees. Above 500 it is priced on headcount, from £9,750. Anyone in your workforce can take part, privately, whenever they choose. No cap on numbers, no rationing, and nobody deciding who gets a place. You will never see who did.

Your audit fee comes off it in full. Commission the Workforce Reach Audit at £3,450 and the protocol is £6,300 if you proceed within 30 days of your report, or by your next board or HR committee, whichever comes sooner. You do not pay once to find out and again to act.

What that is per person. At 500 employees, £9,750 is £19.50 each for the year, and £12.60 once the audit fee comes off. Aimed at the people your EAP does not reach, alongside it, not instead of it.

Start with the Workforce Reach Audit. It is a measurement, not the protocol. It tells you how many of your own people your existing support actually gets to, and how many of the rest would use it if something happened tomorrow. No provider report carries that second number. You can buy it, read it and do nothing else with me, and the figures on this page stop being sector averages and start being yours. The audit, its four prices and what happens on a short response →

What every organisation gets on the protocol, funded place or paid licence

  • The full 90 days for every person who takes part
  • 58 emails, each one asking for a short written answer
  • 13 worksheets, one at the end of each week
  • Seven scores out of ten, taken on days 1, 30, 60 and 90
  • Anonymity built into the system, not promised in a policy
  • A group report every quarter. Numbers only, never names
  • Places live within 48 hours of you saying yes
  • Nothing for IT to install. It runs on email
  • You deal with me, not an account manager
  • Written in plain terms: what PRC is, and what it is not
  • If paid, a 12-month contract with 90 days notice to leave

The numbers in full

£10,500
Lost output · one £70k senior at 70% capacity for six months
PRC illustrative calculation · IPPR, 2024
→
£9,750 a year
One annual licence for one site of up to 500 employees. Above 500, priced on headcount, from £9,750. Three places are still funded.
Less the audit fee already paid, so £6,300 if you proceed within 30 days of your report or by your next board or HR committee, whichever comes sooner.

If that person leaves instead, replacing them costs an average of £30,614 (Oxford Economics and Unum, 2014, and the real figure today is higher). That is a separate loss on top of the one above, not the same one counted twice. Oxford Economics & Unum, “The Cost of Brain Drain,” 2014

Worth putting side by side. Many EAPs come bundled with an insurance policy and have no separate price, so the useful figure is not the cost, it is the reach. At the 3% to 5% employers report from their own scheme, a 500-person workforce has between 475 and 485 people it never reached. Providers report 4% to more than 10%, counting any contact. Look up your own take-up figure and work out how many people it leaves out. That number is the one to judge any spend against, mine included. Provider-reported utilisation: EAPA UK, 2024 · Employer-reported take-up: HCML, 2024

Not ready to put your workforce forward? Read the Organisation Brief first. It covers how the 90 days work, the research behind it, and the money side, with no follow-up unless you ask for one.

Apply for a funded place Read the Organisation Brief

No protocol fee for the first three. The fourth organisation pays £9,750 plus VAT a year, less the audit fee already paid.

Questions before you apply? Every objection answered here →

Want to see what you get at Day 90, and what the person taking part gets? Sample reports →

Also available My Leak. My Default. A human-led talk and workshop for a selected senior group. A separate product. See the programme →
Example reports

What lands on your desk. What lands on theirs.

Two reports are written automatically at day 90. You get group numbers and nothing else. The person who did the 90 days gets their own full record, sent straight to them. Neither one needs anybody to sit down and produce it.

Yours

The group report

How many places were used, how many people finished, and how the group average moved on all seven scores, with the workings and any comparisons written out in full. No names. Nothing about any individual. No department shown if too few people in it took part. One document you can put in front of a board.

View example →

Example figures. Not a real result.

Theirs

Their own 90-day record

What they did across the three stages, the if-this-then-that rule they built, three differences they can point to at day 90, all four sets of scores side by side, and one thing to keep doing afterwards. Sent to them and nobody else.

Download example →

Example figures. Not a real result.

Get started

Two ways in. Both go to Jon.

Book half an hour. Every first call goes to me personally. Not a sales team, not a junior. We cover how much of your workforce your current provision reaches, and whether PRC fits. You are never asked what you pay for it. If it does not, I will tell you.

If you would rather see a number first, use the form and ask for a Reach Audit, or for a funded protocol place. Tell me roughly how many people you have and I will come back with the dates, the paragraph you send to your staff, and a fixed price before you commit to anything.

Speak to Jon direct, 30 minutes

Or call direct: +44 7493 087262

Not ready for either yet?

The Organisation Brief covers how the 90 days work, the research behind it, how the anonymity is built, the financial case, and what PRC does not claim. No call needed. No follow-up unless you ask for one.

Read the Organisation Brief →

Send me the brief by email

Leave your email and Jon will send the brief directly. No follow-up call unless you ask for one.

Your address reaches Jon Cull and nobody else. The form is delivered by Formspree, which carries the message in transit. Nothing goes to your organisation. UK GDPR. Privacy policy

Ask for a Reach Audit, a funded place, or anything else

Your details reach Jon Cull at PRC Workforce and nobody else. The form is delivered by Formspree, which carries the message in transit and is named here rather than left out. Nothing is shared with your organisation. Data held under UK GDPR. Privacy policy · Disclosures

Disclosures

PRC is a 90-day behavioural protocol delivered by structured email. It is not therapy, counselling, or any form of clinical treatment. It does not diagnose. It does not prescribe. It does not operate as a psychological service.

If a clinical concern surfaces during the protocol, the participant is directed to the appropriate clinical service. PRC holds the seat, applies no fee, and applies no restart penalty.

The PRC Index is a set of seven self-report measures rated 1 to 10. It is not independently validated as a clinical outcome measure. It tracks how the participant rates their own observable output across the 90-day period. Nothing more is claimed. PRC Workforce does not provide clinical advice. If you are concerned about your health or the health of a member of your workforce, consult a qualified clinician.

Read the full disclosures →

References