Frontline: How to Address Suicide Risk in the Workplace

Suicide is a tragic reality, with a life lost every 40 seconds. For organizations, fostering a supportive environment where mental health is a priority isn’t just a matter of compassion; it’s a critical responsibility. A Lyra Health report found that 28% of employees experienced a decline in their mental well-being in the past year, highlighting the urgent need for companies to be proactive. Understanding the warning signs and knowing how to respond can save lives. By addressing mental health head-on, organizations can build a culture where employees feel safe to seek help and access the life-saving care they need.

Recognizing the Warning Signs of Suicide

Suicide risk doesn’t have a single, universal look. However, people who are struggling with their mental health or major life stressors often show noticeable shifts in behavior. According to Amanda Vaught, a psychologist at Lyra Health, “Distress outside of work could show up in the office looking like isolating, poor concentration, disconnection, excessive tardiness or absences, and other noticeable behavioral changes.”

Common warning signs of suicide risk include:

• Persistent Sadness or Irritability: A consistent and overwhelming sense of sadness or a heightened state of irritability that lasts for an extended period.
• Sudden Decline in Performance: A noticeable drop in productivity, missed deadlines, an increase in errors, or a lack of focus that is out of character.
• Hopelessness: Consistently expressing feelings of worthlessness, hopelessness, or not seeing a way out of their problems.
• Talking About Suicide: Making direct or indirect references to self-harm or suicide, even in what may seem like a casual or joking manner. Phrases like “I can’t take it anymore” or “I wish I could just disappear” should be taken seriously.
• Neglecting Personal Appearance: A sudden and significant decline in personal grooming or hygiene.
• Social Withdrawal: Isolating from colleagues, becoming emotionally distant, or disengaging from work-related activities they once enjoyed.
• Significant Behavioral Changes: Sudden shifts in behavior, personality, or interests that seem out of character.

Suicide is rarely the result of a single event. It is often a complex combination of risk factors like mental illness, serious physical illness, or major life events such as divorce, the loss of a loved one, or financial and legal troubles.

Conversely, a number of factors can help prevent suicide, including:

• Strong relationships with family and friends.
• Learning healthy coping strategies for stress.
• Easy and affordable access to mental health care.

Employment itself can be a powerful protective factor, as it provides a sense of purpose, community, and financial stability. However, stressors like job instability, layoffs, or a toxic work environment can also increase a person’s risk. This is why it’s crucial for organizations to handle transitions and layoffs with mental health in mind.

How to Support a Colleague in Distress

It can feel awkward to approach someone you suspect is struggling, but a simple check-in can open the door to life-changing support. The key is to be compassionate without being intrusive.

Here are some ways to start the conversation:

• Use open-ended questions: Instead of “Are you okay?”, try “How have you been feeling lately?” or “What have you been dealing with recently that’s been tough?”
• Validate their feelings: Vaught emphasizes the importance of making someone feel seen while maintaining their dignity. Acknowledge their struggle with a statement like, “I can understand why this feels difficult. I care about you and want to make sure you get the support you need.”
• Share an appropriate personal story: “Sometimes sharing your own struggles can be helpful because it humanizes the conversation,” says Vaught. For example, “You don’t seem like your usual self lately. I know when I went through a tough time, I really appreciated my colleagues checking in.”
• Focus on observable behaviors: Avoid making assumptions. Instead, describe what you’ve noticed. For example, “I’ve noticed you’ve been quiet in meetings and haven’t been responding to emails. Is everything okay?”

If you believe an employee is at imminent risk of harming themselves or others, do not hesitate. Call 911 immediately.

Proactive Steps for a Mentally Healthy Workplace

Treating mental health as a priority is not just a reactive measure; it’s a proactive strategy.

• Normalize Mental Health: The stigma around mental health is a major barrier to people seeking help. Employers and leaders can create a culture where it’s okay not to be okay by openly discussing mental well-being and acknowledging that everyone struggles at times.
• Model Mental Wellness: Managers and leaders can set a powerful example by openly discussing their own struggles (in an appropriate manner) and showing they prioritize their mental health. This demonstrates that seeking help is a sign of strength, not weakness.
• Offer Comprehensive Benefits: A great benefits package is no longer just a perk—it’s essential. Make sure your mental health benefits are easily accessible, affordable, and provide access to evidence-based care.
• Provide Training and Resources: Mental health training for all employees and managers can empower them to recognize warning signs and know how to respond appropriately. Bringing in speakers or experts to discuss topics like burnout, depression, and stress can also help destigmatize these issues.

The reality is that treatment works and can be truly life-saving. As a leader, your attention to mental health in the workplace—and your willingness to offer support—is one of the most important responsibilities you have.

If you or someone you know is in crisis, please call or text 988 in the U.S. and Canada