IER closes the gap between having resources and knowing how to use them.
The model is intentionally simple: learn the employer's support system, give employees a confidential starting point, help them move toward the right next step, and report only de-identified workforce patterns back to leadership.
Map the support system
Before launch, IER learns the employer's approved benefits, EAP, leave, learning, HR pathways, policies, reporting routes, and other resources—including how and when each should be used.
Open a confidential channel
Employees receive a clear explanation of what IER is, what it is not, and what leadership will—and will not—see. Appointments are scheduled by phone or video.
Clarify the barrier
IER listens for the actual navigation problem: information, access, confidence, relationship, workload, process, or another barrier.
Choose a practical next step
The employee is guided toward a realistic path: self-directed action, a manager or HR route, a benefit or EAP, or an appropriate outside resource.
Follow through
IER checks whether the next step was attempted, useful, or blocked and helps the employee adjust when needed.
Translate patterns into action
Leadership receives aggregate participation, navigation outcomes, recurring themes, benefit-utilization signals, and prioritized recommendations—never an employee-by-employee report.
IER is a navigation layer—not a replacement for the systems already responsible for care, employment decisions, or emergencies.
IER does
- Listen and clarify the issue.
- Explain available pathways and resources.
- Help the employee choose a next step.
- Follow up on progress and barriers.
- Code anonymous themes for aggregate learning.
IER does not
- Provide therapy, diagnosis, legal, medical, or financial advice.
- Conduct HR investigations or formal grievance handling.
- Make employment decisions or represent an employee against the employer.
- Operate as a crisis or emergency service.
- Share individual employee conversations with leadership.
“You do not have to know exactly what you need before starting. Helping you find the starting point is the purpose of IER.”
See how the model works in a real pilot.
The 90-day pilot tests access, employee movement, navigation confidence, resource connection, and the usefulness of aggregate workforce insight.