Separia for Work
Separia gives them a private, attorney-built place to figure out what is actually happening, long before anything is decided. And if it comes to a separation, to plan it, find the right professionals, and rebuild after. Your company pays for it. Your employees never do. You never see who uses it.
Did your employer give you Separia? For employees → Your employer is never told that you did.
01 · The cost
1 in 3
intact marriages are distressed at any given time
1 in 10
employees go through a separation in a given year
40%
productivity drop after a separation, lasting about 18 months
168
work hours lost per affected employee per year
It does not stay with one person. One in five affected employees is still performing below baseline a year later. Co-workers who pick up the slack lose about 4% of their own output. Supervisors lose about 2.5%. Some effects run up to seven years. None of this shows up as a line item, which is why it keeps getting paid.
And it is not only divorce. Sixty-one percent of unmarried parents are no longer together five years after a birth. In a UK survey of senior professionals, seven in ten had hit serious relationship trouble while in their current job, six in ten of those said their work suffered, and two thirds never told their employer.
Sources: Journal of Consulting and Clinical Psychology via PMC (relationship distress prevalence); Nashville Business Journal (workplace productivity and duration findings); Princeton Fragile Families and Child Wellbeing Study (unmarried parents); YouGov for the Marriage Foundation, UK (senior professionals); CDC/NCHS (marriage and divorce prevalence).
02 · What employees get
A three-minute confidential assessment routes each employee to the right phase. Someone who is only beginning to think something is wrong lands in Understanding, and nothing in Separia pushes them toward the exit. Every phase is included. Nothing is a teaser. Employees also get a plain-language explanation of exactly what their employer can and cannot see, before they do anything else.
Phase 01
For the employee who only knows something is wrong. Unsure, overwhelmed, not ready to decide, or not planning to. Many people start here and stay here. That is a good outcome.
Phase 02
For the employee preparing quietly or organizing their options.
Phase 03
For the employee choosing and managing the right help. Separia files nothing and represents no one.
Phase 04
For the employee after separation, mediation, divorce, or major family change.
Want to read it yourself before a call? Ask for a demo login. You will see exactly what your employees see.
03 · Where it fits
| Option | What it handles | What it misses |
|---|---|---|
| EAP | General emotional support | Separation-specific planning |
| Legal plan | Attorney access | Usually starts after someone has already decided |
| Wellness app | Stress support | No legal or financial literacy |
| Law firm | Legal representation | The before and the after |
| Separia | The full transition, from uncertainty through rebuilding | Nothing. |
04 · The confidentiality wall
An employee will not touch a separation benefit if there is any chance their manager finds out. So we built a wall and we put it in writing.
05 · The plan
Up to 250 eligible employees plus the adults in their households. Everything included. No feature is held back for the annual contract.
You get a private sign-up link for your workforce, an HR enablement guide, and ready-to-send announcement copy. No integration, no SSO, no IT project.
Activation and phase usage in aggregate, suppressed below 10 users. Nothing about individuals, ever.
We walk through what happened, what it cost you before, and what the annual decision looks like for your headcount.
Employers pay for availability, not utilization. Annual pricing is a flat fee under 250 employees and per-employee-per-month above that. The first five employers to continue past the launch keep their rate, including every future addition, for the life of the contract.
Read the one-pager06 · Who built it
“Most people don’t struggle through a separation because they’re incapable. They struggle because they’re making life-altering decisions without trustworthy guidance in one place. I spent 22 years watching that happen from the other side of the desk. Separia is what I wish every one of them had walked in with.”
Aliette Hernandez Carolan, Esq.
Founder. Family law attorney, 22 years. Florida Supreme Court Certified Family Law Mediator. Forbes Legal Advisory Board (2024). Author of Just in Case! Lose Your Heart, Not Your Mind. Quoted in The New York Times on divorce and relationships.
Aliette is the founder and the author of the content. She is not the face of the product and she does not take Separia users as clients. Separia is not a law firm and does not give legal advice.
07 · Questions
No. An EAP gives an employee a few counseling sessions and a phone number. Separia is built for one part of life that EAPs handle badly: a relationship in trouble, from the first quiet question through a separation and the rebuild, with the checklists, scripts, and professional-navigation tools that actually requires. It sits alongside your EAP. It does not replace it.
No. About a third of intact marriages are distressed at any given time, and most of those people never separate. They are still not sleeping and still not working at full strength. The Understanding phase is built for them, and there is one question Separia refuses to answer: whether someone should leave. That is theirs.
Neither. Separia is an education and navigation platform built by a family law attorney. Nothing inside it is legal advice for a specific situation, no attorney-client relationship is created, and Separia never files anything. When an employee needs a mediator or lawyer, Separia teaches them how to choose one well.
No, and that is the point. You are never told when an employee signs up, logs in, or uses the platform. You receive one aggregate report showing activation and which phases are being used, and those numbers are suppressed entirely when fewer than 10 employees have activated.
Everything. 90 days, up to 250 eligible employees plus the adults in their households, all four phases, the confidential phase assessment, the monthly anonymized report, an HR enablement guide, and a final readout with the numbers you need to make the annual decision.
No. Employees can tell the difference between a benefit and a trial, and a free trial never gets the internal attention it needs to produce a real result. Every employer starts with the same paid 90-day launch. Employers pay for availability, not utilization.
Anywhere in the United States. The content is written to apply across states and tells employees where state law decides the answer. US English now. US Spanish is next.
Employee data lives in a single hosted database, encrypted in transit and at rest, and is never shared with the employer. A security one-pager and our data processing terms are available on request.
08 · Get started
Leave a work email and we will send the sell sheet, the ROI calculator for your headcount, a demo login so you can read the Library yourself, and times for a live walkthrough. Or write to us directly at hello@separia.com.
Employers only. Employees: your access comes through your company, and it is free to you. Sign in.
This form is for employer inquiries only. Please do not submit employee names, personal family details, legal issues, or confidential employee information.