Tier 1
Digital Relational Toolkit
Async modules, Inner Map check-ins, S.E.W. builder, and stage-aware tools for every covered employee.
For employers
Reach people at the friction stage, not the claim stage
Most workplace support engages at collapse: the leave request, the resignation, the claim. iCare is built around a framework that catches the drift months earlier — work that took an hour taking three, the Sunday dread creeping into Saturday — and gives the person something to do about it before it costs you both.
The case
What a proactive layer is worth
Turnover and absence are where the money is, and both are decided at the friction stage. Put your own numbers in.
1,000
$72,000
15%
10%
Manager relationships drive most exits; the framework reaches them at the friction stage.
30%
2
Absence, presenteeism and the Sunday signal. Two days is conservative.
$6
Estimated net, per year
$655,826
10.1× return on the seat cost of $72,000
- Replacement costs avoided
- $540,000
- 15 fewer leavers at half salary
- Productive days recovered
- $187,826
- 600 days
Illustrative. Every input is yours to change; nothing here is a forecast. Replacement cost uses half of salary, the low end of published estimates. The model excludes healthcare claims, which is where a proactive layer’s largest effect usually shows up later and which we do not count because it is the hardest to attribute.
How it reaches earlier
A ladder, not a hotline
Only about four in ten employees know how to reach their EAP, and most who do wait until they feel they deserve it. The framework meets them where they actually are: a topic page found from a search at midnight, a ninety-second tool, a written State Capture. Each rung names the moment to step up — including to your EAP, HR and occupational health, which the workplace track names explicitly.
- The Five D's — duration, drift, distortion, danger, dependence — tell a person when doing it alone has stopped working, in their own words, before a manager has to.
- Sponsored coaching hours go to verified coaches on the workplace track, matched to the area the person is in.
- Group sessions built around one domain at a time — role shock, the sustainable week, difficult managers — for the shared stuff.
- Aggregate reporting shows which areas a cohort leans on. Never an individual, never an entry, never a booking.
Danger sits above every rung. Safety, harassment, coercion, a substance emergency, thoughts of not being here: skip the ladder and use the crisis lines.
Lines- 1Pause Kit90 sec – 15 minYou, alone
Ninety on the Clock, the Physiological Sigh, the Two-Column Split, the State Capture.
Step up when: It has been two weeks and the signal hasn't moved.
- 2Topic + playbookAn hourYou, with the guide
Signals in order, the control map, the trap and the move, the three gates.
Step up when: You have made a plan and failed to run it twice.
- 3An episode30 minutesYou, with someone who lived it
The name, the numbers, the mechanism, the map, the turn, the line, the one thing.
Step up when: You are listening instead of doing the one thing, every time.
- 4A group session or retreatOne evening, or a weekendYou, with people in the same stretch
Run by a coach, built around one domain. The cheapest way to learn you are not the only one.
Step up when: It is yours alone, or Distortion has fired.
- 51:1 coachingA block of sessionsYou, with a coach who knows your history
Structure, strategy, accountability, rehearsal. Function is the problem.
Step up when: The feeling itself is the problem, or the past is loud in the present.
- 6A clinicianReferred, not soldYou, with a therapist, doctor or counselling service
Diagnosis and treatment. A coach here will help you get there — that referral is part of the job.
Why HR and benefits leaders choose iCare
Address the missing middle
Clinical EAPs and manager training matter, but neither touches role shock, an ambiguous mandate or a difficult manager at the friction stage — which is where most exits are decided.
Meet people before crisis
Signals in four tiers, a written State Capture and the Five D's surface a problem weeks before it becomes burnout, absence or a claim — and route it to the right door.
One platform, clear tiers
Scale from self-serve tools to group and 1:1 coaching without stitching together multiple vendors.
Service tiers
Match depth of support to need
Tier 2
Proactive Insights Group Coaching
Live virtual Fish Bowl sessions for cohorts navigating the same developmental stage.
Tier 3
Dedicated Transition Coaching
3–6 month 1:1 longitudinal coaching for high-need families and executive populations.
Bring iCare to your people
Tell us about your workforce and benefits goals. We will walk you through tiers, rollout, and how stage-aware insights work in practice.