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Suicide deaths are preventable, and employers can help. Part of the solution is understanding suicidality, or someone’s risk of suicide, and then intervening.
Even with record-high numbers of U.S. suicides, there is still a stigma around discussing the topic and asking for help. That’s why it’s more important than ever for society to address what may be the defining public health challenge of our time.
Given how much time people spend at work, employers are in a unique position to meaningfully support employees’ mental health. It starts with recognizing the signs of suicidality, which the National Alliance on Mental Illness (NAMI) reports almost always precedes suicides. The more employers understand the warning signs associated with suicide, the more they can help prevent a death by suicide.
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The majority of people who die by suicide have never seen a mental health professional or been diagnosed with a mental illness. Beyond depression, anxiety and substance use disorders, environmental contributors can also drive suicidal despair.
These factors include workplace bullying and discrimination, strained relationships, physical health issues and financial, legal or housing stress. For employers, this means a broad approach to the mobilization of resources is appropriate.
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When front-line leaders see changes in an employee’s demeanor, behavior or appearance, they should initiate a conversation. Contrary to popular belief, someone can actually lower the risk of suicide by talking about it.
Otherwise, employees exhibiting signs of suicidality may continue to suffer in silence, feel ashamed and further isolate themselves, all of which increase their risk of following through on suicidal thoughts.
Regularly checking in with employees about their well-being encourages a human connection and provides opportunities for someone who is struggling to seek the care they need – two factors that can protect people from suicide.
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This allows the employee to share whatever thoughts and feelings are most on their minds. You might start with, “How have you been feeling lately?” Based on the response, you could follow up by asking what some of the things are that have been causing concern. The answer could help identify specific stressors.
People who are struggling want to be seen, whether they can verbalize that desire or not. In a work setting, it’s important to acknowledge employees who are dealing with difficult situations in a way that maintains their dignity.
For example, you could say, “I can understand why this is challenging. I want you to know that I care about you and want to help you get the support you need.”
Some employees will be more comfortable than others about disclosing their mental health conditions or ideation. Regardless, this does not modify the company’s duty to maintain confidentiality when private health information is shared.
If possible, hold the discussion in a place that is private and minimizes the chance of interruption. If your workplace doesn’t offer such a spot, however, don’t let that prevent you from having the conversation.
Discussing your own challenges can humanize the conversation and make it more relatable. Example: “I wanted to check in because you don’t seem like yourself lately. I know when I went through my divorce last year, I appreciated it when colleagues asked how I was doing and if I wanted to talk.”
Multiple studies have shown that people tend to feel relieved and less alone if they are asked this question and are given a chance to talk about how they’re feeling. You can ask in a straightforward way, such as, “Are you having thoughts about suicide?”
If the answer is yes, take the person seriously and ask follow-up questions about whether they have a specific plan to end their lives, whether they have decided on a time and whether they have the means or materials to act on the plan. If the person has a plan and a set time that is near, you should consider the person to be at high risk for suicide.
You can help an employee who is having suicidal thoughts – even if you don’t feel fully equipped to step in – by:
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The Society for Human Resource Management says businesses also can help support employees’ mental health by:
Besides connecting them with mental health services through employee benefits programs, make sure struggling employees know there’s free help available from trained specialists anytime night or day. The emotional support they provide can make a life-or-death difference.
Help from the National Suicide Prevention Lifeline/988 Suicide & Crisis Lifeline is just a phone call or text away. Addressing serious mental health issues like those a suicidal employee is facing requires specific training that company managers likely don’t have.
While managers can and should intervene when they see an employee struggling, it’s very important to connect the employee to mental health resources. If you are worried about someone who may need support, the suicide prevention hotline’s trained crisis counselors are available for free 24/7/365. You can reach them by calling or texting 988 anytime.
When engaging with an imminently suicidal employee, don’t just share the number. Find a private place and call 988 together. According to the Centers for Disease Control & Prevention, individuals who called the 988 Lifeline were significantly more likely to feel less depressed, suicidal and overwhelmed, as well as more hopeful, by the end of their calls.
One of the most dangerous myths about suicide is that talking about it makes it more likely, when NAMI and other mental health experts say the opposite is true. So, take action when you see signs of someone that is suicidal. It could save a life.
In addition, HR experts at Axcet HR Solutions can help your small business create a culture that supports employee mental health and engagement. If that is a need at your workplace, you’ll get a quick response from us by reaching out.
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