Separia for Work, in one page.

• Employees going through separation, divorce, custody stress, housing instability, financial uncertainty, or co-parenting conflict keep trying to perform while privately managing a life change with no clear system.
• EAPs offer short-term counseling. Legal plans offer an attorney. Neither handles the decision, the planning, the paperwork, or the rebuild.

• Decisions made in the right order. A private place to organize the personal, financial, family, and legal pieces.
• Clear guidance and practical tools across four phases: Understanding, Planning, Acting, and Rebuilding. Employees enter wherever they are.
• English and Spanish now, French next.

• A private place to send employees, without HR becoming their crisis manager.
• A structured benefit for a life event that already affects work, plus aggregate reporting and a closing report to decide whether to expand.
• Manager language for the moment an employee shares their situation.

• No personal usage data. HR does not see names tied to usage, personal stories, phase results, legal concerns, family details, or individual activity.
• Reporting is aggregate only, and any metric covering fewer than 10 participants is suppressed.

• A private employee intake and phase assessment.
• A private portal with resources, tools, and decision maps.
• Practical content across all four phases.
• An HR guide for when an employee shares their situation.
• A monthly anonymized usage summary plus a final readout.

• About 1 in 3 intact marriages are distressed at any given time.
• About 1 in 10 employees go through a separation in a given year.
• Productivity drops about 40% after a separation, for about 18 months.
• 168 work hours lost per affected employee per year.
• Co-workers lose about 4% of output; supervisors about 2.5%.

Sources: Journal of Consulting and Clinical Psychology via PMC; Nashville Business Journal; CDC/NCHS.