Human Resources

Supporting Our Teams During a Stressful Time

Recent news and uncertainty related to immigration enforcement have created real fear and anxiety for some members of the University of Washington community. During moments like this, leaders and managers play an important role in helping employees feel supported, informed, and grounded.

UW Human Resources encourages managers to check in with their teams and connect employees with available resources when they are experiencing stress, fear, or uncertainty. 

Support for employees experiencing stress, fear or uncertainty

Confidential support is available through the Washington Employee Assistance Program (EAP):

More information is available on the UW WorkLife Employee Assistance Program webpages.

UW protocol for requests from federal law enforcement: We all share responsibility for being prepared and responding appropriately. Please take time to review UW guidance related to university spaces as well as guidance on limitations on federal immigration enforcement power, limits on state and local agencies from participating in immigration enforcement, and the rights of individuals and entities within Washington. These resources are designed to provide clarity and consistency in how we respond.

Supporting employees who are fearful about coming to work: Some employees may express fear or hesitation about leaving home or coming to the workplace. Managers should approach these conversations with care, listen without judgment and focus on what support is available. Depending on the situation, this may include discussing flexible work options when feasible, the use of available time off and/or connecting the employee to support through the Employee Assistance Program. As always, decisions should be made on a case-by-case basis, balancing compassion for individual circumstances with the operational needs of the unit.

Time away from work for marches, protests or walk-outs: Time away from work for these activities must be requested by the employee and approved by their manager, consistent with standard absence practices. Managers are encouraged to be flexible whenever possible, while also considering the operational needs of their units. If approved, employees may use eligible time off such as vacation time off, compensatory time, holiday credit, personal holiday or discretionary time off. If an absence would impair operations, it may be denied.