Suicidal thoughts are far more common than many people think, but there can be extensive stigma in talking about suicide. This guide provides practical advice and guidance for how you, as a manager, can respond to suicide risk and promote good mental health.
You can make a real difference by helping create a safe space to talk, and signposting someone who discloses suicidal thoughts to the right sort of professional support.
If a member of your team attempts, or dies by, suicide, you will have a key role to play, along with HR, in supporting people in your team, ensuring effective communication and managing some of the practicalities. However, it is important that you don’t feel you have to shoulder the burden alone. The guidance provided here is designed to be used in conjunction with support from people professionals in your organisation (for example, HR and occupational health), where appropriate, and as part of a wider organisational approach to promoting good mental health.
An organisation’s response to suicide risk should be part of its wider approach to addressing mental health. Therefore this guide should be read in conjunction with the CIPD and Mind’s people manager’s guide to mental health, to improve support for those experiencing stress and mental ill health issues.
Please note that we are not providing occupational health (OH) or legal advice, but rather practical guidance on how to best support people at times of difficulty.
Why is suicide a workplace issue?
Understanding suicide and spotting warning signs
Creating a supportive and positive culture for mental wellbeing
Responding to suicide risk
Support after suicide
Useful definitions
As already mentioned, it’s important to use appropriate language relating to sensitive subjects such as mental health and suicide. Samaritans point out that inappropriate use of language can perpetuate stigma or unhelpfully sensationalise or inadvertently romanticise a suicide death.
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
How can employees build mental resilience to avoid burnout, and what support can employers give?
Good leadership is important for organisational performance and employee outcomes, but what toll does this take on the leader?
Practical guidance to educate your workforce and open up the culture to talk about suicide
Guidance for HR professionals on how to embed environmental sustainability into all aspects of an organisation’s employee lifecycle
Advice on how organisations can manage hybrid working arrangements
Advice for line managers on supporting and enabling hybrid working
Red flags, practical resources and action points for employers looking to foster ethical values in their organisations