Protecting performance and people through high-impact personal transitions. A strategic investment in the moments that decide whether your best talent stays, performs, and recovers.
Silent contemplation phase, followed by 1–3 years navigating the process — largely undisclosed at work.
Productivity drop in year one. Over 160 hours lost to absenteeism and presenteeism per employee.
Leave within 12 months. Experience and institutional knowledge walks out with them.
The estimated US annual cost of relationship stress to employers, through lost productivity, absenteeism, and health costs. Separation and divorce are its most acute form.
We're built for high stakes, high impact life transition. The handful of moments each year when an employee's life event can quietly erase a quarter of productivity. Those moments need depth, not a hotline.
What specialized coaching delivers, for your people and your business.
Every coach is credentialed and deeply experienced in the specific transition they support. Your employee is matched to the right expert on day one, and that same coach stays with them through the full chapter. No call centers. No script trees. No starting over.
transitions overwhelm people because they unfold reactively. Coaching changes the order, preparing your employee in advance with what to ask, what to gather, what to expect, and what to decide. Steady hands replace fog.
Specialized coaching isn't a single conversation. It's a relationship that spans the months, sometimes years, these transitions actually take. Someone in their corner who knows their story and keeps them grounded as the next chapter unfolds.
K-anonymity at the platform level. Employers never learn which individuals use support. Zero stigma, zero surveillance.
Engagement, program efficacy, and productivity recovery signals, aggregated and anonymized. Not a ticket log.
Frees managers from absorbing the emotional and workload fallout. Managers get the tools, language, and guidance to support the employee with confidence, not improvisation.
A vetted network of expert 1:1 coaches. Practical guidance on parenting, finances, legal process, communication, and next steps. Steady emotional support through the highest-stress windows.
24/7 access for the entire workforce. Guided workflows that reduce overwhelm. A secure, organized space for the documents and decisions that matter. Self-paced resources that extend coaching.
Anonymous engagement reporting. Employee feedback at aggregate. Manager-ready materials. Confidential and compliant by construction — never at the level of the individual.
Second only to the death of a loved one, divorce and separation can break people emotionally, mentally, and financially. The silent 2–5 year contemplation phase followed by 1–3 years of legal process lands entirely inside working hours — largely undisclosed.
Employees managing aging parents, partners, or loved ones carry a second full-time job. Constant distraction, unplanned absences, and caregiver burnout quietly erode focus for years at a time.
Grief and the administrative burden of estate management create a focus disruption that standard 3-day bereavement policies don't touch. The executor role alone can run 18 months past the funeral.
Pet loss is real grief, measurable in focus and sleep, and it lands on employees whose workplaces offer no recognized support. Unsupported, recovery takes longer and the cost compounds.
Across a 5,000-person organization, ~1% of your workforce is navigating a relationship transition at any moment. The hard cost lands in productivity, management burden, and the replacement bill when they leave.
Recovery of lost output through early support.
Per 50-employee cohort, annually.
Modeled against program investment.
Modeled from published productivity-loss research. Calibrated to your workforce size, burdened salary, and retention baseline on request.
In today's competitive landscape, top performers and exceptional talent have choices. They gravitate towards employers who demonstrate a genuine commitment to their people beyond their traditional benefits.
Specialized support protects your high-value talent by addressing the complexities that standard benefits miss.
Be the leader in work-life integration. High-performance cultures stay ahead by protecting the people who drive their results.
Differentiate your brand to attract and retain top talent. Support the person behind the professional to build long term loyalty.
Tell us a little about your organization. We'll come back with a tailored conversation — not a sales pitch — about where the silent crisis is likely costing you most, and whether we're the right partner.
A life-event navigation benefit is employer-sponsored support for the disruptive personal transitions that temporarily reduce an employee's capacity to work: divorce and separation, bereavement and estate administration, eldercare, and pet loss. WeNavigateLife delivers it through three layers: 1:1 expert coaching, an AI-enabled self-serve platform available to the whole workforce, and anonymized reporting for HR. Unlike caregiving-only benefits, it covers the emotionally driven transitions that traditional benefits and EAPs tend to miss.
An EAP is built for breadth and brief intervention: a hotline, a few counselling sessions, broad coverage. A life-event navigation benefit is built for depth on high-impact transitions. With WeNavigateLife, an employee is matched on day one to a coach credentialed in their specific situation, and that coach stays with them through the full chapter. It is designed to begin where standard EAPs end, in the handful of moments each year when a single life event can erase a meaningful share of an employee's annual productivity.
The program covers divorce and separation, bereavement and estate administration, eldercare and long-term care, and pet loss, with additional transitions on the roadmap. Each is supported by coaches credentialed in that specific area, alongside self-serve tools and confidential, aggregate reporting for the employer.
Yes, it is confidential by design. WeNavigateLife uses k-anonymity at the platform level: employers receive only aggregated, anonymized engagement and efficacy reporting and never learn which individuals used support. This removes the stigma that otherwise keeps employees from using sensitive benefits in the first place.
At any moment, roughly one percent of a workforce is navigating a major relationship transition, with costs landing in lost productivity, management burden, and turnover. WeNavigateLife models a first-year ROI on the order of 300 percent, calibrated to an employer's headcount, burdened salary, and retention baseline. The return comes from recovering output that would otherwise be lost and from retaining experienced staff who might otherwise leave.
WeNavigateLife is built for mid-to-large employers, typically organizations of 1,000 or more employees, where at any given time a predictable share of the workforce is navigating a high-impact life transition. The aggregate cost at that scale is what makes a dedicated program economically worthwhile.
