A 90-day anonymous protocol for the senior professionals, mid-tier leaders, and high-functioning team members who will not self-refer.
No clinical pathway. No HR involvement. No names recorded.
Every standard route to workplace support requires the one thing a high-functioning professional will not do: identify themselves as someone who needs it.
The cost of that refusal does not show up in absence reports. It shows up in slower decisions, thinner output, and a senior operator running below capacity for months while every dashboard still reads green.
Senior professionals are the population most likely to be carrying a performance-affecting pattern, and the least likely to engage with what is on offer. Every existing route runs through the professional chain. The career cost of stepping onto it is too high, so they don't.
That is the 90% gap. Your EAP was never built to close it.
Fear of stigma and its consequences inhibits workers from disclosing a problem to their managers.
Dewa et al., Frontiers in Psychiatry, 2021Disclosure inside the workplace carries a real risk of discriminatory response: a paper trail, and the signal that the professional is now on a watched pathway.
Brohan and Thornicroft, Occupational Medicine, 2010A performance problem rarely arrives labelled as one. It arrives as a vibration. Output that used to run smooth starts to shudder under load. Decisions take longer. The gap between demands stops being long enough to recover in. The individual is still driving and still hitting most of the marks, but the machine is out of alignment and the cost is compounding quietly.
Most provision works on the driver. It asks the person to notice the vibration, name it, and try harder to hold the wheel steady. That is the part that fails, because it adds load to a system that is already overloaded.
PRC works on the alignment instead. The vibration is read as a symptom of a misaligned workflow, not a defect in the person operating it.
I understand the habit, but more importantly, I understand the operational disruption caused by the feedback loop between external pressure and internal coping.
The protocol resets the parameters of the operation. It restores baseline capacity without asking the individual to try to behave differently. We don't treat the driver. We align the machine.
PRC operates on the mechanism underneath the presenting behaviour: the same trigger-response architecture that sits under every stressor pattern. The protocol does not need to know what the specific problem is to act on the mechanism that drives it.
The first 30 days make visible what has never been formally examined. The trigger sequence. The 90 minutes before the default fires. The real operational cost, which is cumulative rather than dramatic.
By Day 30 the pattern is mapped, the triggers are identified, and the cost is on the table.
Wood and Neal, Psychological Review, 2007The trigger has an architecture: a location, a time, a sequence of events that precede it. Pillar 2 changes that architecture structurally, not through willpower. The conditions that produce the default are redesigned so the default has less to work with.
By Day 60 the environmental architecture is rebuilt and a structural replacement is running.
Wood, Tam and Guerrero Witt, Journal of Personality and Social Psychology, 2005The automatic response is replaced with a deliberate one, then the deliberate one is made automatic. The protocol builds an operating default that runs without effort, without willpower, and without the programme.
By Day 90 the new default is installed and running on its own. The recovered capacity is being put back to work.
Haynes et al., New England Journal of Medicine, 2009Full mechanism documentation, including the CBT, behavioural-activation and habit-formation mapping, is at prcworkforce.com/mechanism.html.
Anonymity is not a courtesy. It is the design condition that makes the protocol work. Senior professionals will only engage if disclosure is structurally impossible, not merely promised. PRC is built so the employing organisation cannot identify who enrolled, even if it set out to.
Each participant is assigned a seat number. No name is attached at any point. Reporting shows seats occupied, seats active, and aggregate completion data.
PRC is procured as a performance investment. HR is involved in the purchase. HR is not involved in any individual's participation. The two are structurally separated from Day 1.
Individual response data, progress data and worksheet content are held by the PRC system only. They are never shared with the employer and never made available to HR.
Participants are not assigned a diagnosis, a category, or a clinical identity. They are running a 90-day operational protocol. That is the only descriptor that applies.
Your organisation sees seat numbers, completion rates, and aggregate outcome movement. Everything that tells you it is working. Nothing that identifies who is in it.
The employee has the same guarantee in reverse: no information is passed to their employer. Not promised. Structurally enforced from Day 1.
Seven self-report measures, each rated 1 to 10, recorded at Day 1, Day 30, Day 60 and Day 90. Aggregate cohort movement is reported to the organisation quarterly. No individual scores are ever released.
Delgadillo et al., Lancet Psychiatry, 2018PRC is priced the way HR Directors already buy: per employee, per year. No seat caps. No rationing. Anyone in the workforce can enrol privately at any time.
| Tier | Size band | Per employee / year | Total range |
|---|---|---|---|
| Pilot | Up to 50 emp. | £59 | £1,475–£2,950 |
| StandardMost chosen | 51–250 emp. | £39 | £2,950–£9,750 |
| Annual | 251–1,000 emp. | £24 | £9,750–£24,000 |
| Enterprise | 1,000+ emp. | From £24 | Bespoke |
All tiers include site-wide enrolment, unlimited 90-day cohorts across 12 months, the full PRC Index measurement framework, quarterly aggregate cohort reporting, the clinical-concern off-ramp, and direct access to Jon Cull. The contract is a 12-month rolling term with 90 days' notice to cancel.
One senior professional running at 70% capacity for six months represents around £10,500 in lost output. Replacing a senior costs 100–150% of annual salary once recruitment, onboarding and performance ramp are counted.
Deloitte Human Capital Trends, 2024; CIPD Resourcing and Talent Planning Survey, 2024At Standard pricing, a 250-employee licence is £9,750 for the year. One restored senior covers it. For most organisations, a single good outcome pays for the whole investment.
For comparison: a typical UK EAP costs around £14 per employee per year and is used by roughly one in ten of the workforce. PRC is built for the other 90%.
EAPA UK, published utilisation dataPRC 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.
Site-wide enrolment applies regardless of job grade, hours worked, or whether the participant is already engaged with other support. The mechanism the protocol operates on is consistent across role and level. The cost of that mechanism differs from person to person; the mechanism itself does not. PRC sits alongside whatever is already in place. It does not require anyone to stop, disclose, or replace anything else.
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 off-ramp is structural, not discretionary.
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.
Full disclosures: prcworkforce.com/disclosures.html
Thirty minutes. No obligation. Jon takes every first call himself. It covers what you are currently spending on existing provision, what utilisation actually looks like in your workforce, and whether PRC is the right fit. If it is not, you will be told.
Direct line+44 7493 087262
Emailjon@prcworkforce.com
Calendlycalendly.com/joncull1/30min
Websiteprcworkforce.com
Every statistic and research-backed assertion in this brief is sourced below. Published, peer-reviewed, or government-survey data. Dated and linked to the original work.