World Suicide Prevention Day: Why Workplaces Must Step Up

Every year on 10 September, the world unites for World Suicide Prevention Day — a time to raise awareness, challenge stigma, and remind each other that suicide is not inevitable. It is preventable.

Suicide is a leading cause of death worldwide. Behind every statistic is a person — a colleague, friend, parent, sibling — whose absence leaves an immeasurable impact. And yet, in many workplaces, suicide is still a silent subject, tucked away behind HR forms and whispered conversations.

For employers, this silence is a risk — not just to individual wellbeing, but to workplace culture, trust, and morale. A culture that doesn’t talk about suicide is one where employees may feel alone in their darkest moments. And that’s a risk none of us can afford to take.

Why Suicide Prevention Belongs in the Workplace

We spend a huge portion of our lives at work. That means employers and colleagues are often in a unique position to notice changes in behaviour, offer early support, and connect someone to life-saving help.

It’s not just about reacting when someone is in crisis — it’s about building a culture where mental health is openly discussed, and where asking for help feels as natural as requesting annual leave.

For some employees, work might be the one place where they feel a sense of routine, connection, or safety. For others, workplace stress, isolation, or burnout could contribute to feelings of hopelessness. That’s why workplace suicide prevention is not only an act of compassion — it’s also an essential part of responsible leadership.

How Companies Can Support Employees

1. Break the Silence

Suicide is still surrounded by stigma, which can stop people from speaking up when they need help most.

• Provide mental health awareness and suicide prevention training for managers, team leaders, and Mental Health First Aiders.

• Make regular, open conversations about mental health part of workplace life — not just during awareness weeks.

• Remind employees that talking about suicide does not plant the idea — it opens a door to understanding, hope, and help.

Example: Launch a “How Are You, Really?” initiative where team check-ins go beyond work updates to genuine emotional connection.

2. Create Clear Support Pathways

In moments of crisis, employees need to know exactly where to turn.

• Share internal and external support contacts in multiple places — email footers, posters, intranet, Slack channels.

• Offer an Employee Assistance Programme (EAP) with 24/7 confidential counselling and actively explain how to use it.

• Include helplines like Samaritans (116 123), Mind, and local crisis services in all wellbeing communications.

3. Equip Managers to Act Early

Managers are often the first to spot changes in behaviour — but they need the confidence and skills to respond.

• Train managers to recognise signs such as withdrawal from colleagues, sudden mood changes, or uncharacteristic mistakes.

• Provide conversation guides for difficult topics so managers aren’t left wondering “What should I say?”

• Encourage regular follow-ups — because support isn’t a one-off chat.

4. Offer Specialist Wellbeing Sessions

Prevention is more effective than crisis management.

• Run sessions on resilience, stress management, emotional regulation, and coping with grief.

• Provide workshops on supporting colleagues who have lost someone to suicide.

• Create safe spaces where employees can talk openly — whether that’s through peer support groups or guided discussions with trained professionals.

5. Support After a Loss

When a suicide occurs in your workplace community, the emotional impact can be far-reaching.

• Offer compassionate leave and flexible working for those directly affected.

• Provide access to grief counsellors who specialise in suicide loss.

• Be mindful of anniversaries and key dates, offering extra support around those times.

6. Make Mental Health Visible Year-Round

Awareness days are important — but real change comes from consistent action.

• Include mental health resources in induction packs.

• Schedule regular wellbeing initiatives, from mindfulness workshops to manager-led check-ins.

• Recognise key mental health awareness dates, but commit to ongoing visibility and conversation.

7. Lead by Example

When leaders show that it’s okay to be human, it changes the culture.

• Share personal stories (where appropriate) about overcoming challenges or seeking help.

• Model healthy boundaries by taking time off, logging off at reasonable hours, and prioritising wellbeing in decision-making.

The Role of Every Colleague

While leadership sets the tone, creating a suicide-aware workplace is everyone’s responsibility. Small actions can save lives:

• Checking in on a colleague who seems quieter than usual.

• Listening without judgement.

• Signposting to professional help rather than trying to “fix” things alone.

You don’t need to have all the answers — you just need to be willing to stand alongside someone and guide them towards the right support.

World Suicide Prevention Day is not just a date on the calendar — it’s a reminder of our shared responsibility to look after each other. As workplaces, we have the opportunity and the duty to create environments where no one feels they have to hide their pain.

At Treat Your Staff, we believe that prevention is possible — and it starts with awareness, compassion, and action. Let’s make sure every workplace is a place where help is available, hope is visible, and no one has to struggle in silence.

📞 If you or someone you know is struggling, please reach out to:

• Samaritans: Call 116 123 (free, 24/7)

• Mind: mind.org.uk

• CALM (Campaign Against Living Miserably): Call 0800 58 58 58