Traditionally, mental health has been a taboo topic in the workplace, until COVID happened and a shift occurred. The business world realized as the pandemic unfolded that having discussions about mental health was an important part of workplace well-being.
As a result, human resources professionals and other business leaders are having more conversations with employees about mental health issues. In some cases, those conversations involve issues that are extremely sensitive and challenging to address from both a professional and practical perspective. Employee suicide is one of those issues.
Addressing an Increasing Concern
A recent report by Workplace Suicide Prevention suggests that the workplace represents a key battleground in the war to prevent suicide. The report argues that those most at risk for suicide — men and women ages 45 to 54 — have the best chance of finding help at the workplace.
Unfortunately, the report also found that many businesses are reluctant to take steps to support suicide prevention. Several reasons were given for avoiding the issue, including inadequate training and the belief that the issue was too sensitive to address in the workplace. Many businesses said they felt they would only make matters worse by talking about suicide.
For businesses that want to encourage discussions on suicide, the following are issues that should be carefully considered.
Addressing Confidentiality Concerns
Even where not required by law, keeping HR conversations confidential plays a critical role in building trust and encouraging honesty. When it comes to conversations about suicide, maintaining confidentiality while also ensuring an employee’s safety is a complicated challenge.
A healthy approach is to establish policies on suicide beforehand and make sure employees read and sign off on them. Ideally, those policies will create space for employees to seek help while advising that in certain cases authorities or healthcare professionals may need to be informed to protect the employee’s health.
Regularly providing education and information on suicide prevention is another step that can effectively provide care while also maintaining confidentiality. This allows those struggling with suicidal thoughts to get the resources they need without requiring them to come forward and reveal their thoughts.
Addressing Liability and Legal Risks
If HR fails to appropriately respond to signs of distress or suicidal ideation and an employee harms themselves, there may be potential liability issues. Consequently, policies put in place to address the risk of suicide should take into account the legal obligations and duty of care an organization faces under relevant laws. To ensure liability is addressed, a business’s legal counsel should be involved in drafting those policies.
Generally, when the threat of suicide seems imminent, best practices will require that the proper authorities be informed. An employee who shares with a manager that he has considered suicide may not represent an imminent threat. If the employee shares his plan for self-harm, the threat will usually be considered imminent.
Addressing Stigma and Fear of Disclosure
While COVID made conversations about mental health easier, there is a lingering stigma, especially when it comes to the topic of suicide. Businesses that want to encourage open communication must create a supportive and non-judgmental environment.
Providing proper training on mental health issues to managers and HR teams is an important step toward creating caring environments. This should include guidance on recognizing signs of mental distress and responding with empathy and understanding. Business leaders should also know how to properly direct those who are struggling with mental health issues to the right care channels.
Facing HR challenges related to suicide requires a number of steps, including establishing appropriate policies and equipping leaders to see that those policies are carried out. By adopting the right measures, businesses can establish a supportive environment that addresses concerns and minimizes risks.
Lauren Winans is chief executive officer and principal HR consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for short-term and long-term projects.
