PRC Workforce · Anonymous Digital Protocol · Professional Reality Check™

The 90% your EAP
doesn't reach.

A 90-day anonymous digital protocol for the senior professionals, mid-tier leaders, and high-functioning people who will not self-refer. No clinical pathway. No HR involvement. No names recorded. Runs on email. Scales to your entire workforce.

Book a Call with Jon Read the Strategic Brief
The financial case · at a glance
£10,500
Lost output from one £70k senior at 70% capacity for six months
PRC illustrative calculation · presenteeism basis: Deloitte, 2024
≡
£9,750
Annual licence cost · 250-employee organisation · Standard pricing (£39/emp/yr)
One restored senior more than covers the entire annual licence.

One restored senior more than covers the annual licence. The lost output from a single £70k professional at 70% capacity for six months (£10,500) exceeds the full-year licence cost for a 250-person organisation at Standard pricing (£9,750). For most organisations, one good outcome covers the entire investment.

<10%

Use their EAP in a typical year. On some measures, far fewer. The 90% you pay for and never reach.

EAPA Market Watch: the EAP industry's own figure

22.1m

Working days lost to work-related stress, depression or anxiety in 2024/25. A record high.

HSE Health and Safety Statistics, 2024/25

£450m

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 a presenteeism estimate.

Employment Rights Act 2025 · DWP estimate

The problem

You already know something is not adding up.

22.1 million working days lost in 2024/25. A record high. 1 in 4 of your people say work is affecting their output. The provision is in place. It is not reaching the people who need it most.

Your senior professionals, mid-tier leaders, the high-functioning people carrying the most weight. They will not use the EAP. Not because they do not need it. Because using it means putting their name on a list. And they have done the maths on what that costs them.

Career. Insurance. How they are seen. The clinical route leaves a record. A record gets asked about. They know this before you say a word about it. So they perform through it instead. Quietly. Expensively. Until they cannot.

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

Why I built this

I was one of those people. I know exactly what the maths looked like.

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 mechanism 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 address the mechanism. Not just manage the surface.

Your people are not weak. They are doing exactly what a high-functioning professional does when the standard routes are not safe. They are performing through it. PRC is built for that specific population. The one your EAP does not reach.

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

12 years clear
8 years on an AA helpline
Alcohol recovery support worker, CDAS
Direct access on every tier
How PRC solves it

Anonymity is structurally impossible to breach. Not promised. Architected.

The difference between PRC and every other form of workforce provision is not a privacy promise. It is architecture. No system exists in which a name can be matched to a seat. Your people enrol on a personal device, on a personal email. The employer does not know who is in the programme. There is no list to be on. There is nothing to breach.

What you see as the buyer

Seat numbers. Completion. Aggregate movement.

How many seats are occupied. Completion rate. How the group score moved from Day 1 to Day 90. That is the full picture. Nothing more exists in the system.

What your people see

A 90-day protocol. No name on anything.

They enrol privately. They run the protocol privately. Nothing is created that identifies them, labels them, or has to be declared to an insurer or an employer.

Why it works when nothing else does

The professional who will not self-refer will do this.

Because nothing they do inside the protocol can come back to them. The mechanism that stops them using everything else is removed. Not managed. Removed.

"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."

PRC Workforce is a site-wide digital architecture. No IT integration required. No HR system involvement. No seat caps. No rationing decisions. Anyone in your workforce can enrol privately at any time, from any device, without touching your infrastructure. This is a licence, not a headcount allocation. It scales to your entire organisation from the day of procurement.

Why existing provision fails

The format is the barrier. Not the person.

Every standard route to support requires the one thing a high-functioning professional will not do: identify themselves as someone who needs it. PRC is built for the way your workforce actually operates.

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

The EAP

Built around self-identification and voluntary referral. The 90% who will not use it are not malfunctioning. They have assessed the cost of being known. The format makes it structurally inaccessible to the population it most needs to reach.

The wellbeing platform

Content on demand. No structure. No accountability. No mechanism for the person who has been performing through something for two years and is not going to browse a meditation library to address it.

Management referral

The referral path that requires the manager to notice, the HR Director to handle, and the individual to have something on file. The person who is managing it privately will not self-surface. They will leave instead.

Group programmes

Require presence, identity, and participation. The senior professional doing the maths on career and insurance implications will not sit in a room with colleagues. Not because of the room. Because of the record the room creates.

The insurance problem nobody talks about in the room

On an income protection application, a life cover renewal, a critical illness form, there will be a question about treatment for a mental health condition. Disclose it and the premium loads. Withhold it and the policy voids at claim. Your senior professionals have already done this calculation before you open any conversation about support.

PRC creates no clinical record. Nothing inside the protocol has to be declared to an insurer. The non-clinical structure is not a workaround. It is the reason PRC works where everything else does not.

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

The Protocol

56 inputs. 14 worksheets. 90 days. One mechanism.

PRC is a fixed-sequence digital protocol delivered by email. Three pillars. Daily in Pillar 1, four times a week in Pillar 2, twice a week in Pillar 3. No app to download. No system to log into. No IT involvement required. Runs entirely on email and self-directed worksheets.

1
Days 1–30 · Daily · Mapping

Mapping the pattern

Daily structured inputs. The participant identifies and documents the trigger sequence, the pre-response window, and the operational cost of the automatic response. Output: a mapped pattern with a self-rated PRC Index baseline.

Business outcome: invisible losses are made visible and quantified.

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

2
Days 31–60 · 4× per week · Redesign

Changing the conditions

The trigger conditions identified in Pillar 1 are changed structurally. Environment, scheduling, and exposure are redesigned. This is not motivational. It operates on the mechanism, not the resolve. Day 30 PRC Index review.

Business outcome: hours recovered, decisions streamlined, mental overhead reduced.

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

3
Days 61–90 · 2× per week · Installation

Installing the replacement

A deliberate replacement response is installed using specific cue-response pairings. By Day 90 it runs without the protocol. Day 60 and Day 90 PRC Index assessments. Aggregate movement reported to the organisation quarterly.

Business outcome: the operational gain runs permanently, without ongoing input.

Framework: implementation intention (Gollwitzer, 1999), automaticity formation (Lally et al., 2010).

Full evidence, research mapping, and scope of practice statement: The Evidence →

How the mechanism works

A trigger fires a behaviour. PRC replaces the behaviour on the same trigger.

Most of what a person does at work — and at home — is automatic. A pattern fires in response to a specific situation before any decision is made. When the default pattern is the wrong one, it costs output consistently and silently. PRC works on the pattern. No perspective shift required. No insight required. No agreement that anything is wrong.

Before PRC — default pattern running
Trigger
A specific situation occurs
→
Default behaviour
Pattern fires automatically — no decision made
→
Output cost
Reduced performance, capacity, or consistency
After PRC — replacement pattern installed
Same trigger
The same situation occurs
→
New behaviour
Replacement fires instead — still automatic
→
Output gain
Higher performance, capacity, consistency

What changed? Only the behaviour that fires on the trigger. The trigger is identical. The replacement was practised under the same conditions until it ran faster than the old one. The old pattern was not removed — it was outcompeted. The participant does not need to understand why the old pattern existed. They do not need to want to change. They need to complete the inputs.

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

The same default pattern that costs output at work fires on the same trigger at home. The drain from one reduces what is available for the other. PRC addresses patterns in context — whichever context they operate in.

At work

Patterns that reduce professional output

Defaults that fire under performance pressure, difficult decisions, or interpersonal friction. They are not character flaws. They are patterns — and patterns can be replaced.

Example

A difficult conversation is required. The default fires: delay, redirect, or make it someone else's problem. The conversation does not happen. Decisions stall. The cost compounds over days.

Example

Uncertainty arises on a decision. The default fires: gather more information before acting. Velocity drops. Others wait. The window closes.

At home

The same patterns in a different context

PRC does not target domestic circumstances or relationships. But the patterns running at work do not switch off at the front door. The cost at home reduces what is available at work the following morning.

Example

Tension arises at home. The same avoidance pattern fires — the one that runs at work on difficult conversations. It is not a different problem. It is the same pattern in a different setting.

Example

The workday ends but the load has not cleared. The default fires: stay on, keep processing. Recovery does not happen. The following day starts already depleted.

Why the two contexts are inseparable

Capacity is a single resource. It does not have a work version and a home version.

A person managing an unresolved pattern at home arrives at work the following morning with less available than a person who is not. This is not a clinical observation. It is an operational one. A depleted senior professional operates below their productive capacity. The cause is irrelevant to the employer. The output gap is not.

At work
Pattern costs output, velocity, consistency
↔
The pattern
One trigger. One automatic behaviour. Runs in both contexts.
↔
At home
Same pattern costs recovery, capacity, and the next day’s output

Replace the pattern once. It stops running in both places. Because the replacement is built on the trigger — not the setting — when the trigger fires at home, the new behaviour runs there too. The participant does not need to do the work twice.

For HR Directors & buyers

Organisation brief

Covers the organisational case, the financial anchor, the reach argument, and why PRC addresses the 90% your EAP does not. The protocol, the anonymity architecture, and the evidence base in plain language.

Read the Strategic Brief →
For participants & employees

What the protocol does

A plain-language explanation of the mechanism, the 90-day sequence, how it operates at work and at home, what the employer sees and does not see, and what PRC does not claim. No clinical language.

Request the participant document →
Privacy architecture

No names. No records. No infrastructure.

The anonymity is not a privacy policy. It is the technical structure of the product. There is no mechanism by which an identity can be attached to a seat. This is not a promise that can be broken. It is an architecture with nothing to break.

Enrolment

Participants enrol using a personal email on a personal device. A random 4-digit seat ID is assigned. No name. No work email. No HR system involvement. The organisation purchases a licence. It does not assign seats.

What the system holds

A hashed email, a seat number, and completion data. The original email address cannot be reconstructed from the hash. There is no name in the system at any point.

What the employer sees

Seat occupancy, completion rate, and aggregate PRC Index movement across the cohort. Reported quarterly. Nothing that identifies any individual. Nothing that can be cross-referenced against a personnel file.

No clinical record

PRC is not a clinical service. No clinical record is created. Nothing in the protocol has to be declared to an insurer, an employer, or any third party. This is structural, not procedural.

"The employer knows the protocol is running and whether it is working. They do not know who is running it. This is by design, not by policy."

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

Reporting

The PRC Index. Seven measures. Quarterly movement.

Each participant self-rates on seven operational measures at Days 1, 30, 60, and 90. The employer receives aggregate movement across the cohort. Reported quarterly, not on fixed calendar dates. The reporting is tied to protocol completion cycles, not the procurement date.

Day 1

Baseline

Seven measures, 1–10. Self-rated. Establishes the starting position.

Day 30

First review

End of Pillar 1. Mapping complete. Pattern identified and documented.

Day 60

Second review

End of Pillar 2. Redesign applied. Environmental change in operation.

Day 90

Final assessment

Protocol complete. Replacement default running. Aggregate movement reported.

HR Director view · Aggregate cohort reporting Dashboard preview
24
Seats occupied
this quarter
87%
Completion rate
Pillar 1 → Pillar 3
+2.4
Avg PRC Index movement
Day 1 → Day 90
Q2
Next aggregate
report due
Measure Day 1 avg Day 90 avg Movement
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
Recovery between demands 4.0 6.5
+2.5
Perceived operational capacity 4.9 7.3
+2.4

This is what the HR Director sees. No individual scores. No names. No seat identifiers. Cohort-level aggregate movement only. The 24 participants in this view are anonymous to the organisation and to each other. Seat occupancy is confirmed; identity is not recorded at any point.

Participant view · Personal protocol dashboard · Seat #0047 Dashboard preview
Protocol day
Day 42
Pillar 2 · 48 days remaining
PRC Index · current
5.6
+0.7 since Day 1 baseline
PRC Index trend · Days 1, 30, 60, 90
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
Recovery between demands
5.2 /10
Perceived operational capacity
5.9 /10
Email archive · recent inputs
D42 The gap between the trigger and what you did with it Received
D40 You have changed the conditions. Now you document it. Read
D38 The version of you that is running at 70% is still operational Read
D35 Touch Point 5 · Mid-Pillar 2 worksheet Read

This is what the participant sees. No name. No employer visibility. Seat #0047 is the only identifier in the system. The organisation cannot access this view, cannot cross-reference this seat against any personnel record, and receives no information about which measures are rated and by how much at individual level.

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.

The Case Study

The person who built this used it first.

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 mechanism 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

The way HR Directors already buy. Per employee. Per year.

PRC Workforce is priced like the EAP, the wellbeing platform, and the benefits broker pipeline. One number per employee per year. No seat caps. No rationing decisions. Anyone in your workforce can enrol privately at any time.

Every licence includes

  • Full 90-day PRC protocol per participant
  • 56 structured email inputs across three pillars
  • 14 Touch Point worksheets at scheduled intervals
  • PRC Index at Days 1, 30, 60, 90
  • Anonymity architecture enforced from Day 1
  • Aggregate cohort reporting quarterly
  • Seat activation within 48 hours of procurement
  • No IT integration required. Runs on email.
  • Direct access to Jon Cull
  • Disclosures and clinical off-ramp clearly defined
  • 12-month rolling contract. 90 days notice to cancel.
Pilot
£59
per employee / year
Up to 50 employees
  • Site-wide enrolment, no seat cap
  • Unlimited 90-day cohorts in 12 months
  • 56 structured inputs per participant
  • 14 Touch Point worksheets
  • Aggregate quarterly reporting
  • Direct access to Jon
Book a Call
Standard
£39
per employee / year
51–250 employees · min. £2,950
  • Site-wide enrolment, no seat cap
  • Unlimited 90-day cohorts in 12 months
  • Quarterly aggregate reporting
  • HR briefing document included
  • Direct access to Jon Cull
  • Rolling enrolment, new cohorts monthly
Contact Jon
Annual
£24
per employee / year
251–1,000 employees · min. £9,750
  • Everything in Standard
  • Monthly aggregate reporting
  • Board-level briefing available
  • Benefits broker integration
  • Priority direct access to Jon Cull
  • Annual licence renewal
Contact Jon
Enterprise
£24+
bespoke
1,000+ employees · min. £24,000
  • Multi-site and international
  • Custom reporting cadence
  • Board-level briefing
  • Benefits broker integration
  • Priority direct access to Jon Cull
Contact Jon

Enterprise (1,000+ employees): bespoke pricing from £24/employee/year, minimum annual fee £24,000. Multi-site, international, or custom reporting cadence. Contact Jon to discuss.

The numbers in full

£10,500
Lost output · one £70k senior at 70% capacity for six months
PRC illustrative calculation · Deloitte, 2024
=
£9,750
Annual licence cost · 250-employee organisation · Standard pricing £39/emp/yr
One restored senior more than covers the entire annual licence.

The average cost of replacing a professional employee is £30,614 (Oxford Economics and Unum, 2014 — the real cost today is higher). The risk of losing the person entirely is a separate calculation on top of the presenteeism figure above.

For comparison: an average UK EAP costs from around £14 per employee per year and is used by fewer than 1 in 10 of the workforce. PRC is built to reach the 90% it does not. EAPA Market Watch (cost and utilisation)

Book a Call with Jon
Also available My Leak. My Default. — a human-led keynote and workshop for targeted senior cohorts. A separate product with separate pricing. See the programme →
Enquire

Book a call with Jon.

30 minutes. No obligation. Every first call goes to Jon personally. Not a sales team. Not a junior. The call covers what you are currently spending on existing provision, what utilisation looks like in your workforce, and whether PRC is the right fit. If it is not, you will be told.

Book 30 minutes with Jon

Or call direct: +44 7493 087262

Not ready for a call?

The Strategic Brief is a six-page document covering the protocol, the evidence base, the privacy architecture, the financial case, and the disclosures. No call required. No follow-up unless you ask for one.

Read the Strategic Brief (PDF) →

Send a question

Your details are held by PRC Workforce only. Not shared with your organisation or any third party. 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