Supporting Employees Affected by Suicide and Mental Health Issues: A Guide for Employers

Vaya Insights

September 10, 2024

By Amy Walker,
Vayability Client Success Manager

Supporting Employees Affected by Suicide and Mental Health Issues: A Guide for Employers

As we observe Suicide Prevention Month, it's important to reflect on the role we can play in supporting the mental well-being of those around us, especially in the workplace. Employers have a unique opportunity—and responsibility—to create environments where employees feel safe, supported, and valued, even in their most challenging moments. This article offers guidance on recognizing when an employee might be struggling with mental health issues, establishing supportive Employee Resource Groups (ERGs), and finding valuable resources for suicide prevention and mental health support.

Recognizing the Signs of At-Risk Employees

The hustle and bustle of work life can sometimes make it difficult to notice when someone is struggling. However, subtle changes in behavior often signal that an employee may be facing challenges that might be affecting their mental health. They may seem more withdrawn than usual, less engaged in their work, or even more irritable or anxious. It's also important to note changes in productivity or attendance—things like missed deadlines, an increase in sick days, or a noticeable drop in work quality.

For remote workers, it can be especially challenging to gauge how they are feeling since you don’t have the benefit of in-person observations. It’s crucial to make time for regular check-ins during one-on-one meetings to discuss not just their work but also their well-being. Asking open-ended questions such as “How are you feeling about your workload?” or “Is there anything you need support with right now?” can help you better understand their mental state and provide them with a chance to express any concerns they may have.

Creating a space where remote employees feel comfortable sharing their feelings is just as important as it is for on-site employees. Regular, empathetic check-ins can foster a sense of connection and support, helping to alleviate the isolation that can come with remote work.

Training managers and leaders to recognize these signs and respond with empathy is another crucial step. This kind of training can equip them with the skills to approach conversations with care, offer appropriate support, and know when to guide someone toward professional help.

Creating Employee Resource Groups (ERGs) for Mental Health

One of the most powerful ways to support mental health in the workplace is by establishing Employee Resource Groups (ERGs) dedicated to this cause. ERGs can provide employees with a safe space to share their experiences, find solidarity with colleagues, and access resources that can help them navigate their mental health journey.

Starting a mental health ERG begins with identifying passionate individuals within your organization who are eager to lead these efforts. These champions can help secure leadership buy-in, set the group’s goals, and ensure that the ERG is inclusive and accessible to all employees.

Remember, the aim of an ERG is to foster a sense of community and belonging. It’s about creating an environment where discussing mental health isn’t stigmatized but rather seen as a healthy and necessary part of maintaining overall well-being.

Providing Resources and Support

As much as we may want to help, sometimes the best thing to do is offer guidance on where to find professional resources. Having a list of mental health and suicide prevention hotlines readily available can be a lifesaver—literally. Here are a few key resources you can share with your employees:

National Suicide Prevention Lifeline: 1-800-273-TALK (8255) or TEXT 988 [National Suicide Prevention Lifeline]

Crisis Text Line: Text HOME to 741741 [Crisis Text Line]

Veterans Crisis Line: 1-800-273-TALK (8255) and press 1 [Veterans Crisis Line]

Employee Assistance Programs (EAPs): If your company has one, encourage your employees to use these services if they need professional counseling or support. If your company does not have an EAP, consider starting one as a way of maintaining employee mental health and overall well-being.

A Personal Reflection

In the days after my brother’s tragic suicide, my previous employer made sincere efforts to support me during an incredibly challenging time. Their kindness and concern were appreciated, but they lacked the resources and education needed to fully address the complexities of such a profound loss; to be honest, even I had no idea how to face my grief. Here are a few key things I wish my employer had known:

Acknowledge the Depth of the Loss: The standard bereavement time may cover the funeral services, but it does not cover the depth and breadth of grieving—employees may require ongoing support to navigate their emotions and adjust to their new reality.
Provide Access to Specialized Resources: While general EAPs can be helpful, specialized counseling services focused on complicated grief and trauma may offer more appropriate and tailored support.
Foster a Supportive Environment: Creating a culture where it’s okay to talk openly about grief and mental health can help employees feel less isolated.
Educate Managers and HR Staff: Training on handling grief and mental health issues can equip support roles with the skills to offer more effective assistance.
The Power of Listening During Employee Grief: Even though employers always want to try and say something supportive, sometimes listening can be more helpful. Offering a listening ear allows an employee to express their feelings and shows that you are there for them without the pressure of finding the perfect words.

Supporting an employee through such a profound loss is not easy, but being equipped with the right tools, proper knowledge, and a strong sense of compassion can make a meaningful impact. My hope is that by sharing these insights, employers can better support others who may face similar challenges, ensuring they don’t have to navigate their grief alone.

Conclusion

Supporting mental health in the workplace isn’t about having all the answers—it’s about showing that you care. It’s about creating a work environment where your employees feel safe to be themselves, where they know they can turn to you for support, and where mental health is treated with the importance it deserves.

As we continue to navigate the trials and tribulations of the modern workplace, we should keep in mind that our greatest strength lies in our ability to care for one another. This Suicide Prevention Month, let’s commit to developing workplaces that are not only productive but also compassionate and understanding—places where everyone feels valued, supported, and safe.

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