60. Supporting Suicidal Employees - Recognise & Protect
Prioritise Mental Health to Safeguard Lives & Workplace Well-being
Imagine this - A previously engaged employee begins withdrawing from colleagues, avoiding work responsibilities, and displaying visible distress. You notice -
Frequent comments about feeling hopeless or overwhelmed.
A sudden decline in work performance and personal care.
Expressions of being a burden, feeling trapped, or “having no way out.”
Giving away personal belongings or making unexpected goodbyes.
While many workplaces focus on physical safety, mental health crises—including suicidal thoughts—can be just as dangerous and life-threatening. If left unaddressed, it can lead to -
A tragic loss that affects the entire organisation.
A workplace climate of fear, guilt, or helplessness.
Legal and ethical challenges if warning signs were ignored.
Long-term trauma for colleagues who may have seen the signs but felt unsure how to respond.
HR psychology tells us that employees contemplating suicide often feel isolated, trapped, and unable to ask for help directly. However, with the right support and intervention, lives can be saved, and recovery is possible.
The challenge? How do you identify and support a suicidal employee while maintaining professional and ethical boundaries?
The Solution – A Three-Part Approach - Recognise, Intervene, and Support
Helping a suicidal employee requires immediate recognition, compassionate intervention, and long-term workplace support. Here’s how to act effectively and responsibly in a crisis.
1. Recognise the Warning Signs of Suicidal Behaviour
Many employees don’t openly express suicidal intent, so leaders must be trained to recognise indirect signs.
A. Identify Key Indicators of Suicidal Risk
Verbal clues – Saying things like “I can’t do this anymore” or “Everyone would be better off without me.”
Emotional withdrawal – Becoming distant, isolating from colleagues, avoiding eye contact.
Sudden mood changes – A shift from deep sadness to unusual calmness can signal a decision to act.
Increased risk-taking – Reckless behaviour, substance abuse, or self-harm.
Saying goodbye – Uncharacteristically giving away possessions, wrapping up work suddenly, or making final gestures.
Immediate Danger - If an employee expresses suicidal thoughts or makes a direct threat, treat it as an urgent crisis requiring immediate intervention.
B. Understand Workplace Triggers That May Contribute to Suicidal Thoughts
While suicide is complex and deeply personal, certain workplace conditions can increase risk, including -
Chronic stress or burnout – Feeling overwhelmed with no relief.
Workplace bullying or isolation – Being excluded or mistreated.
Job insecurity or financial distress – Fear of job loss or financial hardship.
High-pressure roles – Excessive expectations without support.
Major personal struggles – Divorce, grief, or other life changes.
HR Psychology Insight - Employees at risk of suicide often feel unheard and unsupported—small workplace changes can make a huge difference in their sense of worth and belonging.
C. Encourage a Culture of Openness About Mental Health
Ensure employees feel safe discussing struggles without fear of stigma.
Train managers to recognise emotional distress and respond sensitively.
Make mental health check-ins a normal part of leadership conversations.
Red Flag - If employees fear discussing mental health at work, they may suffer in silence until it’s too late.
2. Intervene Immediately and Compassionately
If you suspect an employee is suicidal, a timely and supportive intervention can be life-saving.
A. Have a Private, Empathetic Conversation
Choose a quiet, confidential space for discussion.
Express concern in a direct but non-judgmental way.
Example - “I’ve noticed you seem really down lately. I care about you and want to make sure you’re okay.”
Ask directly but sensitively about suicide.
Example - “Have you been having thoughts of hurting yourself?”
HR Best Practice - Asking about suicide does not increase the risk—it shows the employee they are seen and supported.
B. Provide Immediate Support Without Pressure
Stay calm and listen actively.
Avoid dismissing their feelings with phrases like “Don’t think that way” or “Just focus on the positives.”
Reassure them that help is available and that they are not alone.
Immediate Danger - If an employee mentions a plan or intent to harm themselves, do not leave them alone—seek immediate help.
C. Connect the Employee to Professional Resources
Encourage them to speak with a professional counsellor.
Provide Employee Assistance Program (EAP) details if available.
Offer time off if needed to seek help and recover.
HR Psychology Insight - Employees are more likely to seek help if their workplace actively supports mental health resources.
D. Ensure Immediate Safety if There Is a Crisis
If the risk is imminent, contact emergency services or a crisis hotline.
Involve HR, a trusted colleague, or a mental health professional for support.
Remain with the employee until help arrives if they are in immediate danger.
Red Flag - If an employee has a suicide plan, access to means, and expresses intent, treat it as a life-threatening emergency.
3. Provide Ongoing Workplace Support for Recovery
Once the immediate crisis is addressed, long-term support is crucial for the employee’s stability and well-being.
A. Ensure a Thoughtful Reintegration Plan
Ease the employee back into work at a comfortable pace.
Adjust workloads or provide flexible hours if needed.
Regularly check in with them (without prying) to assess well-being.
HR Best Practice - Employees recover more effectively when they feel valued rather than pitied.
B. Offer Continued Mental Health Resources
Provide clear information on professional counselling options.
Encourage peer support groups or mentorship programs.
Ensure all employees know how to access crisis support services.
Red Flag - If the employee continues to show severe distress despite intervention, HR should work closely with professionals to determine the best course of action.
C. Strengthen Workplace Mental Health Culture to Prevent Future Crises
Train managers on mental health first aid and suicide prevention.
Normalise discussions about stress, burnout, and emotional well-being.
Encourage an environment of kindness, inclusion, and psychological safety.
HR Psychology Insight - Employees who feel connected, supported, and valued at work are less likely to experience suicidal thoughts.
Reflective Scenario – What Would You Do?
A colleague confides in you that an employee recently expressed suicidal thoughts, stating, “I just don’t see the point anymore.” The employee has also been isolating themselves and showing signs of distress.
Using the strategies above, you might -
Privately check in with the employee and express concern.
Ask directly about suicidal thoughts and offer support.
Encourage them to seek help from a counsellor or EAP.
Involve HR or a mental health professional if necessary.
Follow up and continue offering a supportive, non-judgmental presence.
By acting with urgency, empathy, and professionalism, you could help save a life.
Golden Nugget - "Mental health support in the workplace isn’t just about productivity—it’s about protecting lives."
By recognising distress early, intervening with compassion, and fostering a workplace culture of mental well-being, SME leaders can help at-risk employees find hope, healing, and support.