Employee relations at the University of Washington
Last updated: February 17, 2026
Employee Relations at the University of Washington supports healthy, respectful workplaces where people can do their best work. We partner with employees, supervisors, and leaders to navigate workplace challenges, manage change, and address concerns with care, fairness, and clarity.
Employee Relations work at UW is delivered through two closely aligned teams, each serving a distinct part of the University while sharing common principles, policies, and a commitment to consistency.
Campus Employee Relations: Campus Employee Relations supports the Seattle, Bothell, and Tacoma campuses and serves all employee types, including staff, faculty, academic personnel and student employees.
UW Medicine Employee Relations: UW Medicine Employee Relations serves the University’s health system, including UWMC Montlake, UWMC Northwest, Harborview Medical Center and associated clinics and entities.
What we do
Employee Relations supports the full lifecycle of all employees – faculty, academic personnel, staff, academic student employees, hourly student employees – through workplace issues and organizational change, including:
Consultation and Policy Guidance: We help employees, managers and leaders understand and apply University policies, collective bargaining agreements, and employment programs to real-world situations.
Workplace Concerns and Conflict Resolution: We provide guidance and practical strategies to address workplace concerns early and constructively, including recommending employee support resources when a conflict is ongoing, affecting team functioning, or involves behavior that could harm individuals or the workplace. These measures — like mediation, coaching, process guidance, or organizational adjustments — help de-escalate tension, strengthen communication, and create a path forward that protects wellbeing and performance.
Performance Management, Corrective Action and Separation: We advise on performance expectations, improvement plans, misconduct concerns, and corrective action and separation processes.
Reorganizations and/or Layoffs: We guide units through planning and implementation of layoffs and reorganizations and provide support throughout the process.
Leave and Accommodation Support: We partner with the Disability Services Office, the Leave & Accommodation teams and HR partners to navigate complex employment situations.
How we partner
Strong partnerships start early. Your assigned HR consultant is a key thought partner when workplace questions or concerns arise—and reaching out sooner helps everyone navigate issues with clarity, care, and confidence.
Employees are encouraged to contact their HR consultant when navigating a challenging workplace situation, seeking guidance, or trying to understand available options. Early conversations can help surface concerns, clarify processes, and identify next steps before issues escalate.
Managers, leaders, and department HR staff should connect with their HR consultant early when workplace concerns emerge or when changes such as reorganizations, performance issues, or corrective actions are being considered. Early partnership helps ensure decisions are thoughtful, well-documented, and aligned with University policy, collective bargaining agreements, and employment law.
HR consultants work alongside you to:
- Talk through complex or sensitive situations
- Clarify roles, responsibilities, and options
- Identify risks and compliance considerations
- Support fair, consistent, and respectful outcomes
If you’re unsure whether a situation “rises to the level” of HR involvement, that’s often the best time to reach out. Early conversations create space for better solutions and stronger outcomes for employees, managers, and the University as a whole.
Find your assigned HR consultant
You don’t need to know who else to involve or when—that’s part of your HR consultant’s role. They’ll help bring in additional expertise as needed, including partners within UWHR and across campus such as the Office of the Ombud, Civil Rights Compliance, or the Office of Academic Personnel and Faculty, so you’re supported and conversations move forward with care.