Employee life-transition support
Long before anything is filed, it's already on the calendar at work.
The attorney appointment. The school pickup change. The financial paperwork. The meeting they need to reschedule. Your employees are handling it during the workday, and without a place to start, they figure it out alone.
The workday doesn't stop
The workday doesn't stop for divorce.
Someone is sitting in a meeting, wondering how they're going to pay an attorney.
Someone is working out a parenting schedule before next week's school pickup.
Someone is spending their lunch break looking up what happens after you're served.
They're still your employees. They're still doing their jobs. And they may have no idea where to start.
This isn't a niche problem
1.87M
people in the U.S. divorced in the past year.
44–57%
of people going through a divorce said it hurt their work, in two research samples.
Sources: U.S. Census Bureau, 2024 American Community Survey, table B12503, via NCFMR. Wanberg, Csillag & Duffy, Personnel Psychology 76(1), 2023. Two study samples, self-reported; not national rates and not results of this program.
The answer
Give them a place to start.
Start Where You Are is private, self-paced education that helps employees understand what's ahead, organize what they have, and prepare for conversations with attorneys, legal plans, the EAP and other professionals.
For employees
Less guessing. More preparation. A working file they keep.
For employers
Practical support for a major life transition, without managing anyone's personal situation.
What it does for you
Practical guidance during a major personal change.
Employees prepare to use the legal plan, EAP and professional services more purposefully.
Self-directed. Nobody has to disclose their situation to HR.
Prepared communications and private enrollment, not a new internal program.
Your EAP helps them talk it through. Your legal plan helps them get legal advice. Start Where You Are helps them prepare for everything in between.
Where your benefits include an EAP or legal plan.
How to offer it
Two simple ways.
Start here
List it
An exclusive employee price on your benefits page or perks portal. No employer purchase required.
A Founding Employer Year
Cover it
Employer-sponsored access for eligible employees, at no cost to them. Priced by eligible workforce, on a call.
Private employee access. No individual participation or course activity is reported to employers: totals only, small counts suppressed.
Supporting someone through divorce isn't endorsing divorce. It's supporting the employee who's already in it.
A better place to start. A simple way to offer it.
Request a short conversationQuestions
The details.
What's in the program?
Eight short modules, about two hours, self-paced. Employees fill in a working file of their own as they go: where they are, their documents, the people involved, their money picture, their legal plan questions, work, a timeline, ranked questions and a ninety-day plan. Stage and Situation Files (A to L) cover what just happened: a draft agreement, money, relocation, high conflict, military families, no legal plan. With Cover it, employees with children also get the Parenting Plan Track: lessons on schedules, decisions, communication and money around the kids.
What do managers and HR get?
A people-leader quick reference (what's happening, what not to ask, how to hand it to HR), an HR and benefits briefing, and a launch kit with benefits page copy and three emails. Cover it adds one live session for employees, with a replay, and six-month and annual reviews in totals.
What does our organization see?
A periodic count of people who used it, with small counts suppressed. Never names, what anyone viewed, anything an employee writes, or any question they ask. Employees enroll with a personal email, and there's no advertising pixel on any page an employee touches. These terms are written into the license.
How does the legal plan piece work?
One module gives employees the questions to ask their own plan first: whether they're covered, what it does for a matter like theirs, and what to do with a no. No carrier is named and no coverage is stated.
What isn't it?
Not legal services, counseling or employment advice, and not state-specific: no filings, forms or deadlines. It makes no claims about savings, productivity or outcomes. Leave and policy questions go to your HR team.
What about safety?
Domestic violence resources are on every page and in every section, routing to advocates. The program never screens.
What does it cost?
List it costs the employer nothing; employees get an exclusive member price. Cover it is a twelve-month license priced by eligible workforce, never per seat. We set it together on a call.
Educational material only. Not legal advice, not benefits advice, and not employment advice. The author is not an attorney, and nothing here creates an attorney-client relationship. If safety is any part of an employee's situation, the National Domestic Violence Hotline is available 24/7 at 1-800-799-7233, or text START to 88788.
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