World Suicide Prevention Day: The Role of the Workplace in Supporting Employee Wellbeing

Every year on 10 September, World Suicide Prevention Day provides an opportunity to raise awareness of suicide, challenge stigma and encourage conversations that could make a real difference.

The World Health Organization’s theme, “Changing the Narrative on Suicide,” encourages more open conversations about suicide, helping to reduce stigma and making it easier for people to speak about what they’re experiencing. For employers, it is also an important reminder that employee wellbeing cannot be separated entirely from the workplace, and nor should it.

People don’t leave the difficult parts of their lives at the door when they arrive at work. Financial worries, relationship breakdowns, bereavement, caring responsibilities and health problems can all affect someone during their working day. Equally, factors within the workplace, including excessive pressure, job insecurity, bullying, discrimination or difficult working relationships, can contribute to poor mental health.

Employers won’t always know when someone is struggling, or what might be happening in their life beyond the workplace. But employers do have a responsibility to create a working environment that protects people’s health and wellbeing, manages work-related risks and makes it easier for someone to speak up when they’re struggling.

Mental health is a workplace issue

We spend a significant proportion of our lives at work, and work can provide routine, purpose, financial security, social connection and a sense of belonging. However, poorly managed work can also become an additional source of pressure.

The Health and Safety Executive (HSE) highlights factors including work-related stress, job insecurity, discrimination and bullying as issues that can contribute to someone experiencing suicidal thoughts or behaviour. https://www.hse.gov.uk/stress/suicide.htm

This doesn’t mean an employer is responsible for everything happening in an employee’s life. Though, it does mean businesses should take seriously the factors they can influence.

What responsibility do employers have?

Employee wellbeing isn’t simply a nice addition to company culture. Employers have a responsibility to protect the health, safety and welfare of their employees, and that includes both physical and mental health.

UK employers are required to assess the risks of work-related stress and take appropriate steps to manage them. The Health and Safety Executive (HSE) provides Management Standards and practical guidance to help employers understand where workplace pressures may be affecting their people and identify where improvements can be made.

Mental health conditions may also meet the definition of a disability under the Equality Act 2010, depending on their impact and duration. Where this applies, employers may have a legal responsibility to make reasonable adjustments, such as changes to working hours, duties or working arrangements.

But supporting good mental health at work should go beyond meeting legal obligations. It’s about the kind of workplace you create: one where people feel supported, managers are equipped to respond when someone is struggling, and employees feel able to speak when something isn’t right.

Creating a workplace where people can speak

Talking about suicide is difficult, and for someone experiencing suicidal thoughts, speaking about how they’re feeling at work can be particularly daunting.

There may be concerns about how they’ll be perceived, whether it could affect their role or future opportunities, or whether their manager will treat them differently afterwards. If those concerns exist, someone may choose to say nothing at all.

That’s why the culture around these conversations matters. Employees need to know that speaking honestly about how they’re feeling won’t lead to judgement or assumptions about their ability to do their job.

Managers don’t need to have all the answers, but they do need to be able to listen, respond appropriately and help someone access the right support.

They can also play an important role in noticing when something doesn’t seem right. There isn’t always an obvious sign that somebody is struggling, but changes in behaviour, mood, attendance or the way someone interacts with others can sometimes be an indication that they may need support.

Creating an environment where people feel safe enough to have these conversations takes time. It comes from how people are treated day to day, how managers respond when someone does open up, and showing through actions that asking for support won’t negatively affect someone’s place at work. When we consider suicide prevention, that sense of safety can be incredibly important. Feeling able to speak openly, and knowing they will be taken seriously when they do, could make a significant difference to someone experiencing suicidal thoughts.

What if an employee says they’re struggling?

Managers can sometimes feel unsure about what to do when an employee opens up about their mental health. It’s important to remember that you’re not expected to have all the answers or take on the role of a mental health professional.

Start by listening. Give the employee time to explain what they’re experiencing and try not to rush the conversation towards a solution. What they need from their employer will vary from person to person, so understanding their individual circumstances is an important first step.

Depending on the situation, practical workplace support could include:

• reviewing workloads, deadlines or duties

• considering temporary changes to working hours or arrangements

• providing flexibility for medical or counselling appointments

• involving occupational health or an EAP where appropriate

• helping them access appropriate professional support and agreeing how you’ll check in again.

  
  

If you’re concerned that an employee may be thinking about suicide, it’s okay to ask them directly. Samaritans advises that asking someone about suicidal thoughts won’t put the idea into their head or make them more likely to act on it. Instead, it can give them an opportunity to talk openly about what they’re experiencing.

If an employee tells you they are having suicidal thoughts, take them seriously and focus on helping them access appropriate support. Managers don’t need to try to handle the situation alone.

Where there is an immediate risk to someone’s life, or someone has seriously harmed themselves, call 999 for emergency assistance.

Give managers the confidence to have difficult conversations

Line managers often become the first person an employee speaks to when something isn’t right. Yet many managers have never been taught how to handle those conversations.

Training managers doesn’t mean turning them into counsellors. It means giving them enough confidence to recognise when somebody may need support, start an appropriate conversation, understand their boundaries and know where to signpost somebody for further help.

It also means supporting managers themselves. Business owners, directors managers and HR professionals aren’t immune to stress or poor mental health simply because they’re responsible for everybody else.

Training and awareness are only the beginning

World Suicide Prevention Day is an important opportunity to raise awareness and encourage conversations around mental health, but supporting employee wellbeing needs to be part of how a business operates throughout the year.

It comes down to everyday practices: how workloads are managed, how managers communicate with their teams, how concerns or inappropriate behaviour are handled, and how people are supported during periods of change or additional pressure.

Employers won’t always know what their employees are dealing with outside of work, and they can’t prevent every difficult situation. What they can do is make sure that workplace pressures are managed responsibly and that employees know where they can turn if they need support.

Policies and procedures have an important role, but they need to work in practice too. Regular conversations, good management and clear routes to support can all contribute to a healthier and more supportive workplace.

Mental health can be difficult to talk about, but managers don’t need to have all the answers. Being willing to listen, take concerns seriously and help someone find the right support is a good place to start.

How Holla HR can help

Creating a supportive workplace doesn’t mean managers need to become mental health professionals.

It means having the right policies, processes, management practices and conversations in place to support your people properly.

At Holla HR, we work with businesses to build practical approaches to employee wellbeing, from reviewing policies and managing workplace stress to supporting managers through sensitive employee situations and difficult conversations.

If you’d like to understand whether your current HR approach is giving your people – and your managers – the support they need, get in touch with the Holla HR team.

Support available in the UK

If you or someone you know is struggling, there is support available.

Samaritans

Call 116 123 free, 24 hours a day, 365 days a year. Samaritans provides confidential emotional support and a listening service for anyone who is struggling.

NHS 111

Call 111 when urgent medical or mental health support is needed but the situation is not immediately life-threatening. Your GP can also provide support and discuss appropriate treatment or referrals.

CALM – Campaign Against Living Miserably

https://www.thecalmzone.net/feeling-suicidal

CALM provides suicide prevention support, information and resources for people who are struggling and for those worried about somebody else.

Immediate danger

If someone has seriously harmed themselves or you believe there is an immediate risk to life, call 999 or go to the nearest A&E department.

Employers should also make sure employees know about any internal support available, such as an Employee Assistance Programme, occupational health service, mental health first aiders or wellbeing champions.

Employers should also make sure employees know about any internal support available, such as an Employee Assistance Programme, occupational health service, mental health first aiders or wellbeing champions.