Note: If you or someone you know is in immediate crisis, call or text 988 to connect with the Suicide & Crisis Lifeline.
Suicide is a deeply personal tragedy, but it is also a workplace issue. Employers, HR professionals, and managers are in a unique position to promote good mental health, recognize warning signs, and connect employees to life-saving resources. With an estimated 1.5 million suicide attempts made and nearly 49,316 Americans completing suicide in 2023—the highest number ever recorded—it’s clear that organizations must make prevention part of their culture of care. Suicide is now the 11th leading cause of death in the U.S. and remains the second leading cause of death for people ages 10–34
Creating a workplace that prioritizes well-being can save lives. Here’s how employers can understand the issue, recognize the risks, and take action.
Why Suicide Prevention Matters for Employers
Individuals spend a significant portion of their lives at work, so it makes sense that the workplace can be a critical environment for prevention. We know the effect that an individual’s suicide can have on their family and friends, but the effects go beyond their closest contacts. Research shows that each suicide can impact up to 135 people including colleagues, clients, and community members. In the workplace, these ripple effects can lower morale, increase absenteeism, and contribute to burnout if not acknowledged and addressed.
Risk Factors Employers Should Understand
While risk factors don’t necessarily predict suicide on their own, they can point to an individual’s vulnerability to being susceptible to suicidal thoughts especially when combined with stressors at work or home. Employers and supervisors should understand the risk factors such as the following:
- Mental health conditions such as depression, anxiety, PTSD, and substance use disorders.
- Previous suicide attempt(s)—a significant predictor of future risk.
- Chronic pain or serious illness.
- Hopelessness or despair, which may show up as disengagement or loss of motivation.
- Financial, legal, or job-related stressors.
- Access to lethal means, such as firearms or large quantities of medication.
Warning Signs Employers Can Recognize
Supervisors and peers can often be the first to notice changes in behavior. Warning signs may include:
- Withdrawal or isolation: Avoiding colleagues, skipping meetings, or disengaging from work.
- Sudden mood changes: A sharp shift from agitation or sadness to calmness may indicate someone has made a decision to end their life.
- Decline in work performance: Missed deadlines, errors, or lack of focus.
- Expressions of hopelessness: Talking about feeling like a burden, trapped, or without purpose.
- Increased risky behaviors: Reckless driving, substance misuse, or unsafe conduct.
- Making preparations: Giving away possessions or mentioning plans in vague or specific terms.
While no single behavior confirms someone is at risk for suicidal ideations, patterns and clusters of these behaviors should prompt concern.
How Employers Can Take Action
Build a Culture of Openness
Employers should take the time to build a culture of openness. Normalizing conversations regarding mental health is key. This is done through regular messaging, newsletters, or manager check-ins. Regularly host wellness workshops and trainings to educate and equip your staff to talk about mental health without stigma. And finally, encourage employees to use the resources that are provided to them. If you have an Employee Assistance Program—whether that is EFR’s program or another—remind employees that the use of their EAP is free, confidential, and available to them and their household members.
Providing training to your managers and supervisors also helps to develop a culture of openness. There are many programs and trainings available. Here at EFR, we are able to offer the following, evidence-based trainings:
- ASIST (Applied Suicide Intervention Skills Training): A two-day workshop that teaches participants to recognize risk, ask direct questions, and build safety plans.
- CALM (Counseling on Access to Lethal Means): A shorter training (2–4 hours) that helps professionals guide conversations around reducing access to lethal means.
- Mental Health & Suicide Prevention-The Conversation: A 1 to 2 hour session that equips teams with foundational knowledge and confidence to speak up.
You can contact us at 800-327-4692 for more information on how to bring these trainings to your workplace.
Foster Psychological Safety
Employees need to know that asking for help will not harm their job security. This includes:
- Confidential HR policies that protect employees who seek mental health care.
- Leaders who model vulnerability by sharing their own mental health practices.
- Encouraging flexible schedules or wellness days to reduce burnout.
Check out EFR’s training, Psychological Safety in the Workplace.
Respond Effectively in Crisis
If a manager suspects someone is at risk:
- Ask directly: This is a very uncomfortable question, but the only real way to know for sure is to ask, “Are you thinking about suicide?” Research confirms this does not increase risk and can reduce suicidal ideation.
- Listen without judgment: Avoid minimizing statements like “you’ll get over it.”
- Ensure safety: If immediate danger exists, call 911. Otherwise, help the employee connect to 988 or their EAP.
- Follow up: After a crisis, check in regularly. Continued support builds resilience and shows employees they are valued.
Remember, EFR offers Crisis Response as a service should your organization lose a team member to suicide or in the event of any critical incident that impacts employees’ emotional well-being.
Suicide Prevention as a Business Priority
Investing in suicide prevention isn’t just about compliance or wellness perks—it’s about creating a sustainable workplace. Organizations that promote mental health experience:
- Lower absenteeism and turnover.
- Higher employee engagement and loyalty.
- Stronger reputations as employers of choice.
Employers cannot ignore the role they play in suicide prevention. By recognizing warning signs, building a culture of openness, and equipping leaders with the right tools, organizations can make a measurable difference in saving lives. Suicide prevention is more than a health initiative—it’s a business imperative and, most importantly, a human responsibility.