For HR leaders and business owners, suicide awareness goes beyond duty of care and is about recognising how employee mental health is affected by workplace environments, stress levels, and support systems. Creating a psychologically safe workplace is essential.
How can our working lives impact our mental health?
The relationship between work and mental health isn’t straightforward. While meaningful work can provide purpose and social connection, workplaces and work pressure can contribute to depression, anxiety, and even suicidal thoughts.
Work-related stress affects mental health in multiple ways. Excessive workloads, unrealistic deadlines, job instability, or pressure create chronic stress that can trigger or worsen depression. Social isolation at work can compound mental health problems, particularly with remote working or competitive cultures.
Work-life imbalance can pile on the stress. Job worries and financial stress create anxiety that travels home with the individual, affecting sleep, relationships, and overall wellbeing.
What roles and workplace factors are at higher risk?
Certain occupations and workplace environments carry higher suicide risk due to specific stressors, access to means, or cultural factors that might make seeking help feel harder.
Isolated work environments and shift patterns can affect mental wellbeing and increase risk of depression and suicide. Male-dominated industries often have higher suicide rates, and workplace bullying and harassment have a huge impact.
High-stress professions including healthcare workers, emergency services, education professionals, and legal professionals face higher rates of depression and suicide. These roles often involve intense pressure, exposure to trauma, and caring cultures that may make it hard to prioritise personal wellbeing over other people’s needs.
What are early signs of depression?
Employers, HR teams, and colleagues should know how to spot early signs of depression, including subtle indicators that others may be struggling.
Physical symptoms can be easier to spot than emotional symptoms – frequent headaches, fatigue, changes in appetite, or increased sick days. Look out for mood changes, like increased irritability, pessimism, or feelings of hopelessness. Changes in appearance, significant weight fluctuation, or comments about feeling worthless are cause for concern. Social withdrawal is a common sign of depression. Employees may seem disconnected from colleagues and work friends, or stop participating in social activities.
Specific to the workplace, look for changes in work performance, like increased errors, missed deadlines, difficulty concentrating, or withdrawal from team activities. But don’t be fooled, some people increase their work output or ask for more work as a coping mechanism.
How can employers help support mental health and reduce suicide risk?
Creating a psychologically safe workplace requires a systematic approach to organisational culture and individual support.
- Mental health policies – that clearly outline available support, access procedures, and protections for employees seeking treatment.
- Employee assistance programmes – offering confidential counselling services and crisis support.
- Train managers and supervisors – to recognise the signs and respond appropriately.
- Be proactive – address workplace stressors through stress audits, workload reviews, and realistic expectations.
- Open communication – create a culture of communication where mental health discussions are normalised.
Mental Health First Aid in the workplace
Mental Health First Aid training gives employees skills to recognise symptoms of mental health crisis, provide initial support, and signpost toward professional help.
Make sure your Mental Health First Aid training includes managers, HR personnel, and volunteers across the organisation. Many businesses aim for 10-15% of their workforce to be Mental Health First Aid trained.
Tips for communication skills to reduce suicide risk
When colleagues are struggling with depression or suicidal thoughts, good communication (that’s talking and listening!) can be lifesaving.
- Listen without judgement – give the person your full attention. Avoid interrupting, and don’t “listen to answer”.
- Don’t be afraid to ask direct questions about suicide – research shows this doesn’t increase risk but instead can be a source of relief and be the first step towards help.
- Take all expressions of suicidal thoughts seriously – even if they seem minor. If this happens, focus on immediate safety, such as safety plans and professional support contacts.
Preventing poor mental health and stress in the workplace
Prevention is better than cure where possible, so make sure you address the individual, cultural, and environmental factors that support your colleagues’ wellbeing.
- Physical activity – encourage regular exercise through workplace wellness programmes or discounted gym membership. Even walking breaks during the working day significantly impact wellbeing.
- Sleep hygiene – educate employees about sleep’s role in mental wellbeing through workshops, discounts on sleep products, and extra support for shift workers.
- Social connections – help your colleagues build support networks through team activities or mentorship programmes.
- Stress management – provide structured resources including quiet spaces, mindfulness training, or time management workshops. Keep an eye on overworking or people who take on too much.
- Time off – encourage regular breaks and holiday use to prevent burnout.
The business case for mental health support
World Suicide Prevention Day reminds us that suicide prevention requires intentional planning and action. In workplace settings, this means creating cultures where mental health is prioritised, support is readily available, and employees feel valued and connected.
Organisations with strong mental health support see reduced absence, improved productivity, and better staff retention. More importantly, supporting employee mental health can save lives.
The best employee wellness programmes include physical activity benefits, so your colleagues can easily access the mental health benefits of exercise.
Is it time to review your employee wellness programme? Contact Hussle to see how our flexible fitness network can support your colleagues’ mental and physical wellbeing.
