Your Roadmap to Becoming a

Recovery Friendly Workplace

THE FOUR PHASES

  • Inquire.

    Phase one of the Recovery-Friendly Workplace (RFW) process begins when an organization submits the online interest form and meets with an RFW advisor. In this initial conversation, the advisor provides an overview of the program, answers questions, and helps tailor the process to the organization’s needs. This step sets the foundation for moving forward with clarity and commitment.

    Interest Form

  • Implement.

    Phase two of the Recovery-Friendly Workplace (RFW) process focuses on putting plans into action. Organizations begin with a self-assessment and a kickoff planning meeting, followed by declaring their commitment to staff. They then complete three foundational trainings, update policies and benefits, and connect with local resources. The phase concludes with submitting the certification application, marking a key step toward becoming a Recovery-Friendly Workplace.

  • Certify & Celebrate.

    Phase three of the Recovery-Friendly Workplace (RFW) process is the moment to certify and celebrate. Once approved, organizations receive their official certification and public recognition as a Recovery-Friendly Workplace. This milestone not only honors their commitment but also strengthens their role as a leader in promoting health, recovery, and community well-being.

  • Refine & Renew.

    Phase four of the Recovery-Friendly Workplace (RFW) process is about review, refinement, and renewal. Every two years, organizations revisit their practices, update policies, and strengthen connections with staff and community partners. This ongoing cycle ensures the workplace continues to grow, adapt, and sustain its commitment to being truly recovery-friendly.

THE Recovery Friendly Workplace PLEDGE

  • We acknowledge that we do not have all the answers and commit to approaching recovery with humility, recognizing that each person's journey is unique and deserving of respect.

  • We will actively seek education about substance use disorders, mental health, and recovery for our leadership and staff, understanding that knowledge reduces stigma and improves support.

  • We will replace judgment with curiosity, asking how we can better support employees rather than making assumptions about their experiences or needs.

  • We will cultivate a workplace culture where employees feel reassured discussing recovery needs without fear of discrimination or negative consequences.

  • We will establish clear expectations and boundaries that support both individual recovery and workplace success, recognizing that compassionate accountability benefits everyone by maintaining standards while providing necessary support.

  • We will support employees in taking ownership of their recovery journey while providing resources and accommodations that enable their success, understanding that accountability paired with support fosters growth.

  • We will examine our workplace policies to ensure they support rather than hinder recovery, including reasonable accommodations and clear performance expectations that apply equitably to all employees.

  • We will maintain updated information about recovery resources and support services available in our workplace and community, and follow up appropriately to ensure employees can access needed support.

  • We will honor the privacy of employees in or seeking recovery while creating pathways for them to access support and meet their professional responsibilities.

  • We will regularly assess our efforts, seek feedback from employees, and hold ourselves accountable to continuously improve our recovery-friendly practices.