PRC Workforce
Features, Benefits & Value
Professional Reality Check™ — Employer Reference

What PRC does.
What it costs.
What it returns.

A complete reference for HR Directors, Finance leads, and board sponsors. Financial savings, cultural outcomes, employer brand impact, and talent attraction. Every claim sourced.

£103bn
Total annual UK cost of workforce sickness — IPPR, 2024
44
Productive days lost per employee per year, on average — IPPR, 2024
10%+
EAP uptake — the population already reached — EAPA UK, 2024
86%
Of candidates check employer reviews before applying — Glassdoor, 2025
£30,614
Average cost of replacing one professional employee — Oxford Economics & Unum, 2014
What PRC is

A 90-day behavioural protocol.
Delivered by email. Anonymous by architecture.

PRC is not a platform, a wellbeing app, or a coaching programme. It is a structured email sequence that identifies the automatic patterns reducing a person's output, builds replacements, and installs those replacements until they run without effort. No sessions. No disclosure. No clinical record. No IT integration required.

Delivery
56 structured email inputs across 90 days
Delivered to the participant's personal inbox on a fixed schedule. Three phases: Mapping (days 1–30), Redesign (31–60), Installation (61–90). 14 Touch Point worksheets at scheduled intervals. No login. No app. No new behaviour required to access it.
Anonymity
Anonymous to your employer by architecture
Participants enrol on a personal device using a personal email. A seat number is assigned. The email is held only to deliver the protocol and is never shared with the employer. Nothing the participant writes is stored at any point. The record is deleted on request at any time, and on a defined retention schedule set out in the data processing agreement. To the organisation, each participant is a seat number and nothing more. This is architecture, not policy.
Measurement
PRC Index — 7 measures at 4 points
Self-rated at Days 1, 30, 60, and 90 across seven operational measures: output quality, decision confidence, focus, presence in meetings, energy management, recovery between demands, perceived operational capacity. Aggregate cohort movement reported quarterly to the employer.
Evidence base
Five published research frameworks
Beck (CBT, cognitive model), Linehan (behavioural chain analysis, phase sequencing), Wood and Neal (habit and context, environmental cues), Gollwitzer (implementation intentions, if/then planning), Lally (automaticity, 66-day average, 18 to 254 day range). Each maps directly to a protocol phase.
Deployment
Site-wide licence. No seat cap. No IT.
One licence covers the entire workforce. Anyone can enrol at any time from any device. No IT integration, no HR system involvement, no rationing decisions. Seat activation within 48 hours of procurement. HR sets up the initial communication. After that, the system runs.
Clinical boundary
Performance protocol. Not clinical provision.
PRC does not diagnose, treat, or refer. No clinical record is created. If a clinical concern surfaces, the participant is directed to their GP or NHS 111 — their seat is held with no fee. PRC sits alongside existing EAP and Occupational Health provision. No contract changes required.
Reporting
Aggregate cohort data. Quarterly.
Seat numbers, completion rates, and aggregate PRC Index movement across the cohort. Nothing that identifies an individual. Quarterly reporting tied to protocol completion cycles. Board-level briefing available on Corporate and Enterprise tiers.
Contract
12-month rolling. 90 days notice.
Priced per employee per year. Site-wide. No seat caps. 12-month rolling contract on Standard and above; the Pilot is a one-off 90-day cohort. 90 days notice to cancel. Direct access to Jon Cull on every tier. No account management layer. No onboarding fees.
The cost of doing nothing

The pattern does not plateau.
It compounds.

Every quarter a pattern runs unchecked, the gap between what a person is capable of and what they are producing widens. The people around them absorb the drag. The decisions they are not making, the conversations they are not having — that cost is already on your books. It is just not on a line item you can see yet.

What inaction costs
Workforce sickness
£103bn
Total annual UK cost (IPPR, 2024). Presenteeism is the larger share — 44 lost productive days per employee per year versus 6.7 to absence.
One senior professional
£10,500
Lost output from one £70k employee at 70% capacity for six months. Illustrative but directly calculable for any salary.
SSP liability — from April 2026
£400m
New annual SSP cost added to UK employers under the Employment Rights Act 2025 (DWP, Economic Analysis). SSP now applies from day one of any absence. Every pattern that generates absence is a direct payroll liability.
Replacement cost
£30,614
Average cost of replacing one professional employee — recruitment, onboarding, lost institutional knowledge. The real figure in 2026 is higher.
Team drag
Unquantified but real. A senior professional operating at 70% capacity slows the decisions, approvals, and outputs of everyone reporting to them. That multiplier is not captured in any single-person calculation.
What PRC costs
Pilot — up to 50 employees
£2,950
One-off 90-day paid cohort. No rolling contract. Prove the ROI before scaling. Less than one week of lost output from one affected senior.
Standard — 51 to 250 employees
£9,750
Cost at 250 employees, at £39 per employee per year. Minimum annual fee £2,950. One senior professional returning to full capacity covers the entire licence.
Corporate — 251 to 1,000 employees
£24/emp
£9,750 minimum annual fee, which applies below 407 employees. Monthly aggregate reporting. Board-level briefing available.
No IT cost
£0
No integration. No infrastructure. No onboarding fee. No account management overhead. Runs entirely on email.
No HR management overhead
£0
After the initial deployment communication, the protocol runs automatically. HR is not in the loop at any stage of delivery.
Daily cost — one affected senior
~£81
Lost output per working day at 70% capacity. £70k salary basis.
4-week decision window cost
~£1,600
Output lost from one person during a typical procurement delay.
Quarterly inaction cost — 5 seniors
~£26,250
Five affected professionals at £70k, 70% capacity, one quarter.
vs PRC licence — 250 employees, annual
£9,750
Standard tier. Covers the entire workforce for twelve months.

Lost output: PRC illustrative calculation on IPPR, 2024 presenteeism basis · SSP: DWP, Economic Analysis (effective April 2026) · Replacement cost: Oxford Economics and Unum, 2014

Financial return

Where the savings land.
And how to calculate them.

PRC produces financial return across five categories. Each is independently calculable using your own payroll data. The figures below use a 250-employee organisation with 10% of the workforce carrying an active pattern as the worked example.

Saving category
Worked example — 250 employees, 10% affected
Your calculation
Presenteeism recovery
Output returned from participants who complete the protocol and restore productive capacity.
£52,500
25 affected × £70k salary × 30% capacity gap × 6 months = £262,500 potential; £52,500 shown assumes a conservative 20% realised.
Affected headcount × avg salary × capacity gap × recovery period × realised recovery rate.
Retention — avoided replacement cost
Professionals carrying an unaddressed pattern are significantly more likely to leave. PRC reduces that probability.
£91,842
3 retentions avoided × £30,614 replacement cost. Conservative estimate of 12% annual attrition from affected population.
Estimated leavers from affected group × £30,614 replacement cost.
SSP liability reduction
Patterns that generate absence now trigger SSP from day one under the Employment Rights Act 2025.
Variable
Each absence day avoided saves SSP (£123.25/week from April 2026) plus management time, cover costs, and productivity loss from the team.
Estimated absence days reduced × SSP daily rate + internal cover cost.
Recruitment cost reduction
Strong employer brand and visible employee investment reduces cost per hire and time to fill.
£15,000–£40,000
Strong employer brands reduce cost per hire by up to 50% (LinkedIn Talent Solutions, 2024). Estimate based on 3–5 fewer agency placements per year.
Annual agency placement fees × estimated reduction from improved employer brand.
Management time recovered
HR, line managers, and senior leadership time spent managing performance issues, absence, and informal support conversations.
Variable
Typically 4–8 hours per month per managed case. PRC removes most cases from the management queue by addressing the pattern privately.
Active managed cases × estimated management hours × manager hourly rate.
Indicative total return — 250 employees
£144,342+
vs £9,750 annual licence cost. Indicative. Actual return depends on affected headcount and average salary.
ROI: 14:1+
Before SSP savings, management time, or cultural upside.

All figures illustrative. Presenteeism basis: IPPR, 2024 · Replacement cost: Oxford Economics and Unum, 2014 · SSP: DWP, Economic Analysis · Employer-brand saving: LinkedIn Talent Solutions, 2024 (publisher-stated, to confirm)

Cultural outcomes

What changes in the organisation
when patterns stop running.

Financial savings are quantifiable. Cultural change is not — but it is real, it compounds over time, and it produces outcomes that show up in retention data, engagement scores, and the quality of decisions made under pressure. These are the mechanisms.

01
Mechanism
Avoidance patterns stop running at senior level
The most costly patterns in any organisation are the ones running in the people who make decisions. A senior leader whose default is to delay difficult conversations, defer decisions under uncertainty, or present at reduced capacity — that pattern costs the organisation in every direction it faces.
Cultural outcome
Decisions move faster. Conversations happen sooner. The bottleneck that looked like a structural problem — the stalled project, the unresolved conflict, the strategy that never quite got confirmed — turns out to have been a pattern in a person. When the pattern is replaced, the organisation moves differently.
02
Mechanism
Depleted people stop depleting teams
A professional operating at 70% capacity does not absorb that cost alone. Their direct reports receive less attention, less clarity, and less pace. Their peers carry more. The team's collective output is lower than any individual calculation captures.
Cultural outcome
Team performance lifts without team-level intervention. When the person at the head of a team restores capacity, the team restores with them. The morale impact of that change is disproportionate — a high-functioning senior is a multiplier, not just an individual contributor.
03
Mechanism
Private provision signals genuine commitment
An EAP that most employees will never use is a compliance exercise. A protocol that reaches the people who actively choose not to engage with conventional provision sends a different signal: the organisation has thought about what actually works for senior professionals, not just what looks good in a benefits summary.
Cultural outcome
The signal is specificity, not provision. Employees read the difference between a platform added to the benefits stack and a product that was built because someone understood why the standard routes fail. That distinction affects trust — and trust is the substrate of culture.
04
Mechanism
Normalisation without disclosure
PRC removes the equation between needing help and being seen to need help. When a protocol is available to everyone and used by no one visibly, it changes what the organisation implicitly says about patterns, performance, and what it means to carry something privately.
Cultural outcome
The culture becomes one where addressing patterns is normal — not where disclosing them is required. That distinction matters enormously to the professionals this product reaches. They do not need permission to use it and no one needs to know they did.
05
Mechanism
Presenteeism becomes visible and addressable
The aggregate PRC Index provides, for the first time, a quarterly read on how the workforce rates its own operational output. Not engagement. Not satisfaction. Actual self-rated performance across seven measures. That data has commercial utility independent of any individual outcome.
Cultural outcome
Leadership can see the gap between what the organisation says and what the workforce experiences. A cohort that rates decision confidence at 4.8 on Day 1 and 7.1 on Day 90 is telling you something measurable about how the organisation was running before and after. That is new information.
Employer brand

A non-toxic culture is not just
a retention asset. It is a recruitment asset.

Employer brand is now a pre-application filter. Candidates evaluate company culture before they apply, before they look at salary, and — in many cases — before they look at the job description. An organisation that demonstrably invests in the people other companies write off appears differently in that pre-application scan than one that does not.

86%
Of candidates check company reviews and ratings before applying for a role.
Glassdoor, 2025
75%
Of job seekers evaluate employer brand before considering salary or job title.
LinkedIn Talent Solutions, 2024
55%
Of candidates walk away from a company with poor reviews — regardless of role or salary offered.
Glassdoor, 2025
50%
Reduction in cost per hire for organisations with a strong employer brand.
LinkedIn Talent Solutions, 2024
28%
Decrease in employee turnover attributed to strong employer branding.
LinkedIn, 2024
+20%
More job clicks when a company's Glassdoor rating improves by just 0.5 stars.
JobScore via Glassdoor, 2025

The mechanism: PRC does not appear in a marketing brochure. It appears when a current employee is asked — in a Glassdoor review, an interview conversation, or an offboarding survey — what the organisation does differently. The answer "they have a completely private performance protocol that HR cannot access" is a specific, credible, memorable signal. It is the opposite of a wellness platform nobody uses. It is provision that actually reached them.

"I joined because three people in my network mentioned something they could not say much about — that the company had provided something private that worked. That specificity mattered more than any benefits package."

Talent attraction

Does PRC make a company more
attractive to potential hires?
Yes. Here is how.

The question is not whether a non-toxic, high-trust culture attracts talent. The data on that is unambiguous. The question is whether PRC contributes to that culture in a way that is visible to potential hires. It does — through four distinct mechanisms.

01
Mechanism
Word of mouth from current employees
86% of candidates research company culture before applying. Their primary source is not the careers page — it is employees. Candidates trust employee voices three times more than company communications. A workforce where PRC has been deployed includes people who have experienced private, effective provision that nothing else delivered.
Attraction outcome
The review is specific, not generic. "They have a completely private 90-day protocol — HR cannot see who uses it" is a different signal from "good work-life balance." It is specific, credible, and unusual. Specificity is what candidates remember and repeat.
02
Mechanism
Gen Z and Millennial screening criteria
70% of Gen Z workers say they want to work for a company whose values align with their own. Gen Z now represents close to 30% of the UK workforce. This cohort screens employers on whether stated values match actual practice. An EAP nobody uses does not pass that screen. A protocol that reaches the people conventional provision does not reach, and that is genuinely private, does.
Attraction outcome
PRC is proof, not promise. Younger candidates have high tolerance for imperfection and low tolerance for performative provision. A product that was built because the standard routes fail — and that works because of how it is built, not because of how it is marketed — reads as authentic. That is the differentiator.
03
Mechanism
Senior professional screening criteria
Experienced professionals moving roles at senior level are the candidates most likely to have done the insurance calculation. They know what a clinical record costs. An organisation that provides effective, non-clinical, completely private provision removes a barrier that most employers do not even know exists in the candidate's head.
Attraction outcome
The insurance argument is a pull factor for the exact population PRC is built for. A senior professional who has previously avoided support because of what a clinical record does to their insurance cover will notice — and value — an employer who has solved that problem structurally. That is a differentiated offer. No other employer benefit removes this specific barrier.
04
Mechanism
Reduced vacancy periods and hiring costs
Strong employer brands reduce cost per hire by up to 50% and attract twice as many applications as weak employer brands. Every incremental improvement to employer brand reputation compounds. A 0.5-star improvement in Glassdoor rating produces 20% more job clicks and material improvement in application quality.
Attraction outcome
Fewer roles filled by agency. Shorter time to fill. Lower cost per hire. The aggregate effect of a genuinely differentiated employer brand — one built on real provision that real employees talk about — shows up in recruitment economics. The saving compounds annually. At 50% cost-per-hire reduction across three to five senior hires, the annual saving exceeds the PRC licence cost alone.
Employer brand — application volume
2×
More applications to companies with strong employer brands versus weak ones.
Cost per hire reduction
50%
For organisations with strong employer brand vs average. LinkedIn Talent Solutions, 2024.
Turnover reduction
28%
Attributed to strong employer branding. LinkedIn, 2024.

Employer-brand statistics: Glassdoor, 2025, LinkedIn Talent Solutions, 2024, JobScore, 2025 · Gen Z workforce proportion: UK Labour Force Survey, 2025 · publisher-stated figures, to confirm

Investment

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

One number. No seat caps. No rationing. Anyone in the workforce can enrol privately at any time. Priced alongside the EAP and wellbeing platform in a single annual budget line.

Pilot
£2,950
One-off 90-day cohort, up to 50 employees. No rolling contract. Prove the ROI before scaling.
Standard
£39
Per employee / year · from £2,950/yr · 51–250 staff. Monthly rolling enrolment.
Corporate
£24
Per employee / year · from £9,750/yr · 251–1,000 staff. Board-level briefing available.
Enterprise
£24+
Per employee / year · bespoke · from £24,000/yr · 1,000+ staff. Multi-site, international, custom reporting.

Every tier includes: full 90-day protocol · 56 inputs · 14 worksheets · PRC Index at Days 1/30/60/90 · anonymity architecture · aggregate quarterly reporting · direct access to Jon Cull · no IT integration · disclosures and clinical off-ramp defined

Compared to EAP: Your EAP budget is committed and it earns its place — for the 10%+ who self-refer, it does exactly what it is designed to do. But the format only reaches the people who put their hand up. The 90% it structurally excludes is the same 90% now generating day-one SSP liability on your payroll, so it cannot reduce that exposure. PRC is delivered to every employee, which is what lets it work on the liability the EAP cannot touch.

Summary

What PRC delivers.
Across every dimension.

Financial — direct
Lost output recovered
Presenteeism costs the average organisation more than absenteeism by a factor of six (IPPR, 2024). PRC addresses the 44 productive days per employee per year, on average, that do not show up on a sickness record but show up on everything else.
Financial — indirect
Replacement cost avoided
The professional carrying an unaddressed pattern is more likely to leave. At £30,614 average replacement cost per professional employee (Oxford Economics & Unum, 2014), three avoided departures per year at a 250-person organisation cover the licence cost several times over.
Financial — statutory
SSP liability reduced
Since April 2026, SSP applies from day one of any absence under the Employment Rights Act 2025. Every pattern that generates absence is now a direct payroll liability. PRC addresses the pattern before the absence occurs.
Cultural
Decisions move. Teams lift.
When the person at the head of a team operates at full capacity, the team restores with them. The multiplier effect of a high-functioning senior is disproportionate — in both directions. PRC addresses that multiplier at source.
Cultural
Normalisation without disclosure
PRC changes what the organisation implicitly says about carrying something privately. When private, effective provision is available to everyone, addressing a pattern becomes normal. That is a cultural shift that no wellbeing platform produces.
Employer brand
Specific, credible, repeatable
86% of candidates research culture before applying. What they find from current employees matters more than what appears on a careers page. PRC produces a specific, repeatable, credible story — one that sounds different from every other employer because it is.
Talent attraction — general
Employer brand economics
Strong employer brands attract twice as many applications and reduce cost per hire by up to 50%. A 0.5-star Glassdoor improvement drives 20% more job clicks. PRC is a contributor to that movement — not through marketing, but through what employees actually say.
Talent attraction — senior
The insurance argument
Senior professionals considering a move are running the insurance calculation. A clinical record affects premium loading and policy validity at claim. PRC creates no clinical record. For the candidate who has already done this calculation, an employer who has solved it structurally is meaningfully differentiated.
Talent attraction — Gen Z
Values alignment, not values statements
70% of Gen Z workers screen for values alignment before accepting an offer. They distinguish between performative provision and actual investment. A protocol that was built because the standard routes fail — and that works because of its architecture — reads as authentic. That passes the screen.
References

Every figure, and where it comes from.

Each source below is cited in gold beside the claim it supports. Primary sources are linked to the original work. The employer-brand figures are stated by their publishers and are marked for verification — confirm each against its named source before relying on it in a pitch.

Primary sources
Employer-brand figures — publisher-stated, primary source to confirm

For organisations ready to address the performance gap no other product reaches.

Book 30 minutes with Jon → jon@prcworkforce.com +44 7493 087262 www.prcworkforce.com