Taking steps to prevent suicide: How advisors and employers can help
Brokers and benefits consultants play an important role in helping their clients provide critical resources, including information, counseling and support.
By Laura Calcaterra, LPC, CEAP | BenefitsPRO
Mental health continues to be a top priority for employers, yet there is room to expand services and resources for employees facing ongoing challenges. While September is Suicide Prevention Awareness Month, this is an issue that should be front of mind throughout the year.
Suicide rates reached an all-time high in 2022, and during that year:
- Over 49,000 people died by suicide—that’s one death every 11 minutes
- 13.2 million people seriously thought about suicide
- 3.8 million people made a plan for suicide, and 1.6 million people attempted suicide
Brokers and benefits consultants play an important role in helping their clients provide critical resources, including information, counseling and support. By implementing workplace training, whether virtually or in-person, organizations have an opportunity to raise awareness about the potential warning signs of suicide so that managers, supervisors, and colleagues can make sure those at risk get the help they need. It is also important to provide resources and support to those impacted by the suicide or suicide attempt of someone they care about; this group could also benefit from knowing how to get help.
Taking these steps helps organizations proactively address this critical issue and ensure they have the necessary programs in place to support the mental health and well-being of their workforce.
Growing demand for mental health benefits
Employees consistently benefit from mental health and wellbeing support and are increasingly seeking out employers who offer resources and policies that prioritize their mental health. Brokers and benefits consultants who work with their clients to implement supportive benefits like employee assistance programs (EAPs) can ensure employees have access to valuable care when needed.
Mental illness affects millions of Americans, yet not all are receiving the support and help they need to address these common issues. More than 20% of adults in the U.S. experience mental illness each year, yet fewer than half of those impacted have sought treatment. Among employees, 76% are reported to have symptoms of a mental health condition, with 84% pointing to workplace stress as a driving factor.
Tragically, it is believed that up to 90% of those who die from suicide experienced a mental health condition. Recognizing that mental health conditions may have the potential to lead to suicidal thoughts, benefits advisors and employers should consider the full breadth of needs and provide comprehensive programs to address challenges across this broad spectrum. For advisors and their employer clients, introducing or expanding mental health resources is critical to support employees’ mental health. Addressing the conditions and related factors that may lead to suicidal thoughts can make a big difference in awareness and prevention.
Understanding red flags
As mentioned previously, suicide rates peaked in 2022, and that number is also reflected in the number of suicides in the workplace. According to the Bureau of Labor and Statistics, there were 267 occurrences in 2022, an increase of 13% from the year prior.
Factors that may contribute to this increase include high stress levels either at home or work, pre-existing mental health conditions such as depression, and access to the means to take their own life, such as firearms or prescription medications. Additionally, research shows that people in certain occupations, such as construction or law enforcement, are at higher risk for suicide than others.
Understanding the potential signs and red flags can make the difference in preventing a tragedy. The following may indicate an employee is at risk of suicide or self-harm, including:
- Prior suicide attempts
- Change in normal behavior or dramatic mood swings, such as withdrawing from social encounters or becoming irritable
- Increased absenteeism or presenteeism
- Mental illness including depression
- Substance abuse or increased drug or alcohol use
- Access (or seeking access) to the means to take their own life, such as firearms or pills
- Talking about feeling trapped
- Giving away prized possessions
When combined with other risk factors, a recent traumatic event—such as a breakup, death in the family, health diagnosis, or financial issue—can also increase risk. While having one of these risk factors does not necessarily mean someone will try to take their own life, these signs can all indicate a potential issue. The earlier managers or colleagues identify a problem and guide an employee toward helpful resources, the sooner that employee can get the help they need.
What employers can do
Even with everyone’s support and efforts, not every suicide can be prevented. Yet by taking the time to understand the warning signs and prioritizing programs that can support employees, brokers can work with their employer clients to make a positive impact.
The first step is introducing workplace training. Destigmatizing discussions around suicide and helping both employers and employees identify the potential warning signs of suicide can make a big difference and ensure those at risk get the help they need. Coworkers may be the first to notice changes in someone’s behavior, so it is critical that all supervisors and employees receive training to understand more about the risk factors for suicide and what to do if they feel someone may be at risk.
Training and open discussion about mental health issues and suicide can not only raise awareness but also help reduce the stigma around these topics, increasing the chances that those experiencing challenges may seek out help. This can also help create a supportive work environment where employees feel more comfortable reaching out for assistance.
These training sessions also provide a great opportunity to distribute information about suicide awareness and prevention that people can refer to, whether they are at risk themselves or think someone else may be. Making employees aware of available resources ensures they know where to turn if help is needed. This can include the employee assistance program (EAP), which can provide confidential assistance and support as well as counseling to those who may be at risk. An EAP can also help employees address challenges that may lead to increased risk of suicide, such as family issues, substance abuse, and depression. Managers and coworkers can also guide colleagues to these resources if they think someone may be contemplating suicide.
How to respond when tragedy happens
As mentioned, even with the above measures, not every suicide can be prevented, and these events can have a major impact on the workplace, affecting everyone with whom the victim worked and had contact.
While not an easy topic, encourage employers to have a response plan in place before a tragedy occurs, outlining initial steps and making sure all management representatives are aligned regarding communication and responses.
When a suicide occurs in the workplace or a coworker dies by suicide, it is critical that employers provide resources like an EAP and on-site counseling to help employees cope with the effects of this tragedy. This will be especially critical for those who worked closest with the victim and is also helpful to keep in mind if the loved one of an employee dies by suicide, although their privacy should be an important consideration as well.
An EAP can also help develop an immediate response to help support employees, including on-site counseling and communications about the situation. It is also critical to reach out to the victim’s family to offer condolences and support during this difficult time, while also respecting their privacy and wishes before releasing any information about an employee’s specific cause of death.
Organizations and their broker partners have an opportunity to implement valuable resources, strategies, and other initiatives necessary to support employees and their mental health now and into the future, creating the foundation necessary to have a positive impact.
Laura Calcaterra, Clinical Director, Health Advocate EAP+Work/Life Services, is a Licensed Professional Counselor and a Certified Employee Assistance Professional who has worked in various mental health settings including EAP and 24/7 crisis support for over 25 years.
To read the full story, visit BenefitsPRO here.