Live within large, complex health systems including BJC HealthCare, Washington University, and Siteman Cancer Center See results
NEWBehavioral Risk
The most dangerous risk on the jobsite is the one nobody reports.
High-risk industries have spent decades engineering physical safety. Behavioral risk has not had the same infrastructure. CareOrbit delivers a private, mobile orbit to every worker: what to watch for, where to get help, and a way to reach it without going through a supervisor.
Issued by your own safety leadership to the crews you employ, alongside the toolbox talk and the benefits packet you already run.
A private support guide every worker keeps, long before a crisis.
Your resources and your language, reaching the field the way safety already does. Alongside the toolbox talk and the benefits packet, an orbit adds a consumer-grade digital mentor: short video, plain-language guidance, and text outreach that keeps a worker informed and one tap from help.
No app, no account, and no supervisor in the middle. A worker orbit is private to the worker; leaders see aggregate reach only.
One orbit, issued once, working for the worker, the crew, and the company at the same time.
For the worker
They know where to go
Help without having to ask a supervisor, fill in a form, or be seen doing it
Something to open at 11pm on the drive home, not only during business hours
Written for the field, in their language, at a reading level that does not talk down
Theirs to keep and to pass to a friend or family member who needs it
For the people around them
Fewer people frozen
Confidence to say something instead of hoping someone else does
A supervisor can act without being asked to play counselor
Nothing added to anyone's day and no new reporting duty created
The person at home gets the same guidance as the person on the crew
For program leaders
Reach you can report, not people you can watch
Aggregate dashboards only: activations, return visits, and which topics get opened
Resource click-throughs, so you can fix the benefits that go unused
Trends by state, chapter, site, and trade, plus peer and family usage
No employer surveillance and no individual-level monitoring, by design
How to begin
One site first, then wherever it earns its way
A pilot on one site or crew is enough to prove reach before anything scales.
You bring three things. The support services you stand behind, the crews to reach, and a safety or HR lead who can approve content.
We build and you approve. We propose the structure from your existing materials; nothing goes live until your lead signs off.
First crew inside a quarter. From kickoff to workers holding it, with all launch and training materials provided.
Scale on evidence, not faith. Aggregate reach from the first site decides whether the next site or region turns on.
Two orbits, many versions
One for the person struggling, one for the person helping
Workers usually turn to a peer before a professional, so the peer gets a guide of their own. Management is never inside the worker's.
01
Worker Support OrbitTheirs, not the employer's
For workers and their families. Reassurance and normalization, signs to watch for in yourself, habits and coping tools, substance use and financial stress, expert and community resources, and one tap to a hotline or warm line.
02
Peer Support OrbitFor supervisors, peers, and family
For anyone supporting someone else: recognizing warning signs, how to hold a difficult conversation, the do's and don'ts, when and how to escalate, links to formal training, and the ability to send a worker guide to the person they are worried about.
03
Versioned to your populationTrade, state, chapter, partner
Content versioned by trade, geography, and participating partner, including branded versions for a single company, union, or organization.
How it runs in the field
Starts at the toolbox talk, keeps working after it
Six steps, from the first handout to the numbers you report upward.
Introduce. Safety leadership hands it out the way any other safety program starts: in person, on site.
Reach. A QR code on a poker chip, a hard-hat decal, signage, machinery, or onboarding materials.
Activate. The worker enters an email address and nothing else. An activation email opens their secure guide.
Educate. Short, direct modules on the risks that actually take workers out, plus ongoing messages of encouragement.
Connect. One tap to the crisis line, warm line, EAP, or community resource your organization stands behind.
Measure. Activations, topics, and resource click-throughs reported de-identified for safety and HR review.
This is not an app
Nothing to download, nothing to log into
Workers distrust apps because of downloads, logins, and the fear that an employer is watching. All three are removed.
No download, no app store. It opens in the browser the worker already has, on a phone, tablet, or desktop.
No login, and management never sees it. No credentials, and nobody at the company or the association can see who activated a worker orbit or what they read.
HIPAA compliant. The same security posture the platform runs inside large health systems.
No new FTEs, live in a quarter. White-label in your voice, from kickoff to first crew.
Recommends what matters. Surfaces the most relevant content for the person reading it.
Adapts the path. Learning routes change based on what a worker actually opens.
Spots emerging trends. Stress, substance use, and financial strain, at the population level.
Improves routing. Resource connections get better over time, informing statewide prevention.
CareOrbit is not a crisis line and does not replace emergency services. Orbits route workers to the crisis and clinical resources your organization designates. Engagement is reported in aggregate only, never by individual.
The exposure
The risk is already measured. The response is not.
Published federal data on the trades, not CareOrbit projections. Every figure is an industry rate describing the exposure an orbit is built to reach, and every one of them turns on whether a worker knew what to watch for and had a private way to ask for help.
What the gap costs
None of this is decided in a benefits meeting. It is decided on the drive home, in the truck, and on the shifts between toolbox talks, where the company has almost no presence.
4×
Higher than the national suicide rate
53.2 suicides per 100,000 construction workers, against 17.3 per 100,000 across the general population.
CDC, cited by CFMA
56
Per 100,000 male construction workers, 2021
Against 32 per 100,000 among male workers across all industries. Construction ranked second only to mining and extraction.
CDC, 2021, via Travelers
162.6
Overdose deaths per 100,000, construction and extraction
The highest of any occupation group, against 42.1 per 100,000 across all paid civilian occupations.
CDC MMWR QuickStats, 2020 data
5×
Suicide deaths versus all fatal work injuries
More construction workers are lost to suicide than to every recorded on-the-job fatality combined.
CDC, cited by CFMA and CIASP
CareOrbit has no published behavioral risk outcome data. [Placeholder: program engagement and outcome figures once a first employer deployment is measured.] Rates vary by trade, region, and employer; bring your own figures and we will work from those.
The financial case
What one retained worker is already worth.
A model, not a guarantee. Worked on a 500-worker contractor at a $65,000 average wage and 30% annual turnover. Swap in your own headcount, wage, turnover, and absence data and the arithmetic holds.
Where it lands
Six places behavioral risk shows up on the books
Published construction industry figures, not CareOrbit outcomes. Your own loss runs will differ.
01
Workers' compensation
Mental-health-linked injuries cost 2.3 times more and last twice as long.
NCCI
02
Lost days of work
Depression and distress drive roughly five missed workdays per worker each year.
NIOSH
03
Insurance premiums
Behavioral-health-related claims raise premiums an estimated 10–15%.
Actuarial benchmarks
04
Turnover and retention
Replacing a skilled tradesperson costs 20–40% of annual wages.
CII
05
Productivity and job-site errors
Stress and fatigue contribute to an estimated 70% of job-site mistakes.
CPWR
06
Crisis response
The one outcome with no cost to recover, only to absorb, and the one earliest awareness reaches first.
CDC, CFMA
$195K–$325K
Retaining ten workers a year
A two-point cut in a 30% turnover rate on 500 workers keeps ten skilled people. At a $65,000 wage, a conservative trade replacement cost of 30–50% returns $19.5K to $32.5K each.
Replacement cost benchmarks: CII, SHRM, Gallup
$260
Cost of one missed day, per worker
A $65,000 wage over roughly 250 working days. Multiply by the absence days your safety and HR leads already track, then by the share behavioral risk drives.
Your absence data; wage-based day rate
Put your own headcount, wage, turnover, absence days, and claims spend in and the model totals all three lines.
Replacement-cost ranges are published HR benchmarks: SHRM and Gallup put full replacement at 50–200% of annual salary depending on role, and a conservative frontline figure is 30–50% of annual wage. Absence, incident, and claims values are yours; CareOrbit makes no claim about them. [Placeholder: engagement and retention effect of a behavioral risk orbit, to be measured in a first employer deployment.] Every dollar figure here is arithmetic on the assumptions shown, not a CareOrbit performance claim.
20 minutes. Your crews, our platform.
No demo script, no obligation. Twenty minutes with your safety and benefits leads. We hear where behavioral risk is showing up, show you where an orbit would sit, and you decide whether it is worth a second conversation.
