Employer launch resources

For managers: share the resource, not a diagnosis

A manager’s role is to notice workplace impact, respond respectfully, reinforce safety, and share the same access information available to every employee. Managers should not diagnose, investigate health history, promise confidentiality they cannot control, or seek confirmation that an employee used the program.

When an employee shares a personal struggle

“Thank you for telling me. I am sorry this is difficult. I am not a counselor, but I can share a confidential support option. Would you like the Restoring Hope number and employee access page?”

Following up

“I am checking in about the workplace plan we discussed. You do not need to tell me whether you used the resource or what you discussed. Let us review the work expectations and any approved workplace support.”

The Employee & Manager Guide includes performance-concern and immediate-safety scripts, privacy answers, and a contact card.