A record high of almost 50,000 Americans died by suicide in 2022, and suicide rates increased over 3% from the prior year, according to a Centers for Disease Control and Prevention (CDC) provisional report issued in late 2023. Suicide is one of the top 10 leading causes of death, is more common among men than women, and occurs most commonly during the working years (ages 16-64).
Employers in our region take note: CDC final statistics for 2021 report Colorado, Montana, New Mexico, and Wyoming have the nation’s highest rates of suicide in the lower 48, with Arizona, Utah, and South Dakota close behind. It is noteworthy that the incidence of death by suicide is higher in certain occupations, according to the CDC.
The societal costs of suicide are so concerning that a bill to require suicide prevention posters in workplaces has been introduced in the 2024 Colorado legislative session. Regardless of any legislation that may pass, employers should consider the statistics and take action. Suicide impacts all workplaces to different degrees; employees may suffer from suicide loss in their personal lives, coworkers, or others. Employees themselves may be contemplating suicide or know someone who is exhibiting signs of considering suicide.
How should employers manage suicide concerns in the workplace?
One approach is to break the challenge down into three categories, and then provide access to resources to learn more about effective ways to assist people in crisis. In addition, introduce benefits, policies, and practices for employees to address their own mental health needs.
Suicide, depression, anxiety, and other mental health conditions are not topics most people are comfortable discussing. Cultural taboos around mental well-being and suicide, in particular, create barriers that must be overcome to enable productive conversations that boost awareness and prevention. The following are some steps employers can take to promote awareness and prevention:
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Like so many workplace issues involving employee hearts and minds, HR professionals must take the lead on suicide awareness and prevention for themselves and on behalf of their organization.
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Provide training to all employees on the topic of suicide awareness and prevention so they can spot the signs in others and themselves. A focus on managers and supervisors is appropriate as they may be aware of employee information and patterns of behavior that others may miss.
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Offer benefits that build personal resilience, mental health, and overall well-being; employee assistance programs (EAPs), physical fitness subsidies, and club memberships are examples that boost wellness. Dig deep to better understand exactly what suicide prevention benefits are offered and evaluate their effectiveness (ask for data, external validation, etc.); evaluate options to determine if they will work for your workforce’s unique demographics.
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Reduce barriers to receiving mental health assistance and support. On-demand apps and telehealth can offer flexible benefits when employees need them.
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Create a culture of psychological safety so employees are comfortable in expressing their need for help and a caring social atmosphere where employees offer support to each other. For tips, review our Employers Guides to Managing Workplace Culture and Managing Workplace Mental Health
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Encourage relationship development in the workplace to counter employee isolation, loneliness, depression, and anxiety, factors that increase the incidence of suicide.
Employees may encounter others who are actively contemplating death by suicide. At this point, it is important to intervene. Good Samaritan laws protect those who act to assist others in genuine concern for their safety. These action steps may be taken in any order, depending on the immediate circumstances:
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Name it: Ask the person if they are contemplating suicide; this can be shocking and difficult for all parties involved to discuss, yet research shows naming it saves lives.
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Listen: Allow the person to express their feelings without judgment. Listen carefully, ask questions, and offer support appropriately.
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Seek immediate help: Call 988 for suicide prevention support or 911 if a weapon is present and emergency response by police is needed.
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Inform others: Contact the emergency contacts provided by the employee, typically located in their personnel file, who can provide ongoing care and support.
When someone dies by suicide, people around them are traumatized and need support; entire work teams may be impacted by the death of a colleague. Employers can provide support with a variety of suicide postvention actions, including the following, to support a quicker recovery and return to workplace effectiveness:
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For employees who may be suffering from exposure to suicide (at work, home, in the community, etc.), offer guidance to your mental health benefits, EAP, time off benefits, and community resources that may provide support.
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Invite mental health counselors to meet with teams impacted by exposure to suicide. Identify opportunities for employees to access walk-in services in the workplace or nearby.
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Direct employees to online and telehealth counseling options; traumatic memories, feelings, and emotions may strike employees at unpredictable times.
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Another challenge is how to manage an employee who expressed an intent to die by suicide and wishes to return to the workplace; this requires a blend of caring for the individual and ensuring workplace safety. Such situations require a case-by-case analysis and will benefit from a consultation with an attorney.
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Managing an employee’s death is addressed in these resources and articles:
The following are resources not affiliated with Employers Council: