Suicide Prevention in the Workplace
- Ashley Scotland
- Sep 8
- 2 min read
Every year thousands of lives are lost to suicide, each one a devastating reminder of the urgent need for compassionate and trauma informed workplaces. As leaders, colleagues and human beings, we have a collective responsibility to create environments where people feel seen, supported and safe enough to speak up.
Why Suicide Prevention Belongs in the Workplace
Workplaces are not just places of productivity, they are communities. For many work is where they spend the majority of their waking hours. It can be a source of purpose, connection and stability or conversely, a place of stress, isolation and pressure.
Mental health challenges including suicidal thoughts, do not stay at the door when someone clocks in. They travel with us and yet, stigma and silence often prevent open conversations about suicide at work.
Understanding the Risk Factors
Suicide is complex and rarely caused by a single factor. However, certain workplace related stressors can increase risk, including:
Unmanageable workloads or unrealistic expectations
Bullying, harassment or discrimination
Job insecurity or financial stress
Lack of autonomy or recognition
Isolation, especially in remote or hybrid roles
Unresolved trauma or adverse childhood experiences (ACEs)
When these are layered on top of personal struggles such as, bereavement, addiction, poor wellbeing or past trauma, the risk can escalate.
What Trauma Informed Leadership Looks Like
Trauma informed leadership recognises that many people carry invisible wounds. It asks not “What’s wrong with you?” but “What happened to you?” and “What do you need to feel safe and supported?”
In practice, this means:
Creating psychologically safe spaces where vulnerability is met with empathy not judgment.
Training managers to recognise signs of distress and respond appropriately.
Embedding wellbeing into organisational culture, not just as a tick box exercise but as a core value.
Offering flexible working arrangements and mental health days without stigma.
Providing access to support, such as Employee Assistance Programmes (EAPs), peer support or external counselling.
What You Can Do Today
Whether you're a CEO, team leader or colleague, you can make a difference. Here’s how:
Start the conversation – Talk openly about mental health and suicide prevention. Silence breeds stigma.
Listen without fixing – Sometimes the most powerful thing you can do is simply be present.
Know the signs – Withdrawal, changes in behaviour or expressions of hopelessness may be red flags.
Signpost to support – Know what resources are available internally and externally.
Lead by example – Model healthy boundaries, self care and openness.
A Call to Action
Suicide prevention is not the sole responsibility of the HR department or mental health professionals. It is a leadership issue and it starts with culture.
If your culture can’t talk about suicide, it’s not safe enough.
Support Resources (UK)
Samaritans – 116 123 (24/7)
Mind – www.mind.org.uk
Shout – Text SHOUT to 85258
Papyrus (for young people) – 0800 068 41 41
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