Suicide prevention in the workplace 

In September, we observe National Suicide Prevention Month – a month to recognize those impacted by suicide and to raise awareness of suicide risk factors and the resources that are available to help. In 2023, 49,000 Americans died by suicide. In addition to those lost to suicide, millions more are afflicted with suicidality: 12.8 million adults experienced serious thoughts of suicide, and 1.5 million adults attempted suicide. While adults 85 and older have the highest rates of suicide among all age groups, working age adults aged 35–64 years account for nearly half (46.8%) of the total suicides in the United States.

It's important to recognize the impact the workplace has on mental health. Workplace factors both contribute to and protect against suicide risk. Factors such as financial stress, job insecurity, high job demands, lack of control, insufficient support from supervisors, long hours, workplace bullying, and harassment have been linked to increased suicide risk. However, workplaces can also be a source of security, social support, and purpose, serving as protective factors against suicide risk.

Prevention encompasses culture, training, and resources

Employers can play an important role in suicide prevention, beginning with creating a supportive work environment that fosters mental well-being and psychological safety. When workers feel psychologically safe, they can speak up without fear of punishment, retaliation, or humiliation. Fair pay practices, adequate staffing, and zero tolerance policies for bullying and harassment all help create this type of positive environment. Further, employers can lessen the stigma around mental health by helping normalize conversations about mental health and convey to employees that they are not alone in experiencing mental health concerns. Managers and supervisors can be trained in Mental Health First Aid and acquire the skills to identify an employee struggling with a mental health concern or suicidal ideation, initiate supportive conversations (and crisis protocols as needed), and connect the employee with the most appropriate resources.

Comprehensive benefits are essential to support mental health and substance abuse needs, including stress management, resilience programs, and access to effective clinical treatment options. It’s also important to raise awareness of national and local resources including the 988 Suicide and Crisis Lifeline and (where available) mobile crisis response services and triage and stabilization centers.

Responding to a suicide

When an organization experiences the suicide of an employee, how it responds is critical; its actions can both support employees affected by the loss and help prevent future suicides. Suicide deaths can increase the risk of additional deaths, an unfortunate phenomenon known as the contagion effect. A suicide “postvention” plan involves thoughtful communication about the death, respectful acknowledgement of the employee’s life and contributions, and practical support for the employee’s family and loved ones. It should also prioritize grief and mental health resources for colleagues affected by the loss and careful consideration of how to manage workload redistribution as to not overburden them. By helping employees focus on healing, suicide postvention is part of suicide prevention. 

We urge employers to review and strengthen their role in suicide prevention. Begin by ensuring crisis response protocols are in place to support employees identified at risk of suicide. Inventory your mental health benefits to ensure comprehensive support for the continuum of mental health needs. Collaborate with your mental health partners, including your employee assistance program and medical carriers, to ensure appropriate suicide screening and intervention protocols. Plan training for your managers and supervisors to raise awareness of how mental health concerns and suicidal ideation can present in the workplace and empower them with the tools to connect employees with support and resources.