Support at work should leave room to choose

On October 14, Premise Health announced it had been recertified for a second year as a Recovery Friendly Workplace. The company says its approach includes fair-chance hiring, ongoing education and training, and no-cost assistance programs. The certification criteria cover workplace culture, hiring and retention, benefits, and education.

That is a meaningful framework—but a certification is not, by itself, evidence of how every employee experiences the support. The practical test is whether people can find help without stigma, understand their options, and choose what works for them. Support should make participation easier, not take over someone’s decisions.

Read Premise Health’s announcement.

What would help turn a workplace support policy into something people can use with confidence and autonomy?