PRC is a 90-day behavioural protocol delivered by email. It identifies the specific patterns that are reducing a person's output, replaces them with better ones, and installs the replacements until they run automatically. No sessions. No disclosure. No clinical record.
Most of what a person does at work is automatic. It fires in response to a specific situation without deliberate thought. That efficiency becomes a problem when the default pattern is the wrong one. PRC works on three components.
The specific context or condition that fires the automatic behaviour. Identified precisely, not generally.
What the person does automatically when the trigger fires. This is the target. Not the person. The pattern.
What that pattern produces in output terms. Quantified by the participant across 7 measures at four points in the protocol.
58 structured inputs. 13 weekly worksheets. 74 emails across a 91-day span. PRC Index measured at days 1, 30, 60, and 90. The sequence cannot be shortcut. Each phase depends on the one before it.
Standard employee assistance programmes now reach around 10% of a workforce, up from about 4% historically. That is the group willing to self-refer into a programme linked to HR. PRC is built for the people who will not raise their hand: senior professionals and mid-tier leaders operating below their productive capacity. (EAPA UK, 2024)
Peer-reviewed research confirms that employees resist EAPs specifically because those programmes are perceived as aligned with management, and because disclosure carries career risk. Structural anonymity, not a promised confidentiality policy, is the only mechanism that removes that resistance. (Dewa et al., Frontiers in Psychiatry, 2021; Brohan et al., BMC Psychiatry, 2012)
The employer sees seat numbers, completion rates, and aggregate movement data. No names. No HR pathway. No clinical record. Anonymity is not promised. It is built into how the product works.
PRC is a performance protocol. It does not diagnose, refer, or treat. There is no clinical contact and no case management. The organisation does not acquire liability by deploying it.
One £70k senior operating at 70% capacity for 6 months represents approximately £10,500 in lost output. IPPR puts the total annual cost of UK workforce sickness at £103bn, of which £25bn of the rise since 2018 is lost productivity from working while a pattern is running. PRC costs a fraction of the per-head exposure.
IPPR, 2024The target participant will not self-refer. They will not engage with anything positioned as support. PRC is positioned as a performance protocol, which is what it is. That framing removes the barrier to entry.
The protocol runs entirely by email direct to the participant. HR sets up the deployment. After that, the system runs. No ongoing management, no case tracking, no sessions to schedule.
The protocol draws on CBT (Beck), behavioural chain analysis (Linehan), habit and context research (Wood and Neal), implementation intentions (Gollwitzer), and automaticity research (Lally). Each element has direct workplace application.
Structural is a strong word, so here is the structure. One page, colour-coded, showing every piece of information the protocol touches and exactly who can see it. What you receive. What you never receive. And why the second list is a fact about the architecture rather than a promise on a page.
See where the information goes → It is the same page your people will read. Give them the address and let them check it privately, on their own phone, without clicking anything you sent them:prcworkforce.com/who-sees-what
PRC does not address structural problems, overload caused by under-resourcing, role design failures, or management decisions. If the primary problem is outside the participant's behavioural control, PRC will not fix it. Those are management decisions, not protocol targets.
Absence is tracked. Working through it is not. UK employees lose an average of 44 productive days a year to working while a pattern is running, against 6.7 days lost to sickness absence. The larger liability sits in the office, not outside it.
The Employment Rights Act 2025, effective April 2026, converts this from a productivity argument into a statutory payroll liability. Employers now carry SSP exposure from day one of any absence it generates, an estimated £400m in additional employer SSP cost across the UK each year. The commercial case for PRC is not a wellbeing argument, it is a cost-per-head calculation. (DWP, Employment Rights Act 2025: Economic Analysis, 2026)
PRC is not a coaching framework. It is a structured behavioural protocol. Every component has a documented evidence base with direct application in workplace settings.
For organisations ready to address the performance gap no other product reaches.