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 are now used by more than 10% of a workforce on average, up from around 4% in the past, on the figures providers report. Support or wellness programmes, apps and meditation meet the same wall: each one only counts the people who came forward. 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)
A 2024 review of the research found that EAPs often sit too close to management and give staff little say, which is part of why they go under-used (Long, Human Resource Management Journal, 2024). Research on telling anyone at work finds people hold back because of what it could cost them (Dewa et al., Frontiers in Psychiatry, 2021; Brohan et al., BMC Psychiatry, 2012). That is why PRC is built on structural anonymity, not a promised confidentiality policy.
The employer sees how many people took part, how many finished, and group figures only. 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 finds the annual cost of employee sickness has risen by £30bn since 2018, and £25bn of that rise is lower productivity from people working through sickness.
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 through sickness, 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 soft one. It is a payroll 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.