Suicide prevention - Information for Managers

Suicide Prevention - Information for Managers

As a manager, it is critical that you are prepared and resourced for a suicide in the workplace. No matter how uncomfortable it is to think, it might happen. Below are some practical suggestions to assist managers in their role of supporting staff and suicide prevention.

If you are concerned that someone is at risk of suicide, seek support immediately. Remember it is important to follow your gut feeling.

If the situation is urgent and you’re concerned you or someone else is in immediate danger, do not leave the person alone, unless you are concerned for your own safety.

Call the person’s doctor, a mental health crisis service or dial 000 and say that the person’s life is at risk.

If the person agrees, you could go together to the local hospital emergency department for assessment.

Other services include:

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Supporting someone at risk of suicide

What you can do
- Create a supportive working environment where everyone feels safe and comfortable to speak up if they aren't coping.
- Where possible, minimise workplaces stress and identify strategies to protect employees.
- If a person at risk of suicide takes time off work, contact them regularly to check in. Knowing that their workplace is there to support them can make a huge difference in their recovery.
- Encourage the employee to seek support, if they aren't already connected with a health professional or support group.
- If you are unsure what to say and what to do, contact internal and external support services to guide and assist you.
- Involve the person as much as possible in decision-making about their return to work. Work together to strike a balance between capability and responsibility.
- Check in with the employee on a regular basis – whether they are taking time off or have returned to work – to see how they are, and include a safety plan. BeyondNow is a safety planning smartphone app that may be useful to contain distress. Users find the app empowers them to cope with suicidal thoughts. Download from iTunes or Google Play for free.
- Train key staff in suicide first-aid and make employees aware that trained colleagues are available to talk to.
- Provide access to a private phone to allow staff to call a suicide crisis line if required.
- Develop appropriate policies and procedures for managing a crisis situation where an employee is at risk of suicide.
- Educate all staff to understand the policies and procedures for managing a crisis where an employee is at risk of suicide, and ensure they are made aware of the appropriate chain of command in such instances. This information should be revisited regularly and included in induction.

Download the Supporting someone in the workplace at risk of suicide fact sheet (PDF, 4pg, 1.8MB)

Kev and Shane talk about how their managers supported them and share some tips on having a conversation with someone who has attempted suicide or is having suicidal thoughts.

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If an employee has taken their life

What you can do
- Be prepared to respond to an employee's suicide. Learn what support your workplace can offer staff. If your workplace has an EAP or a HR team, ask them if they offer counselling referrals following a suicide.
- Allow staff to grieve and direct them to the appropriate support.
- Understand the policies and procedure in place, for example be aware of the organisations communication strategy for how (and if) the broader organisation will be informed about the death of a colleague, and for addressing the external contacts coming through (e.g. police, friends, press, etc.). This may not be your direct responsibility, but it is important as a manager to be aware of it.

If someone in your workplace has taken their life, staff will look to you as a leader for guidance in this sad and distressing time.

It can be useful for managers to develop some understanding of the support services and resources available in this situation.

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The suicide of a co-worker and friend deeply affected Sydney-based police officer John. He shares some ideas to help workplaces plan for traumatic events.

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Supporting someone who has lost a friend or family member to suicide

What you can do
- If the employee is receiving counselling, offer them time off for appointments.
- Offer support for employees affected by suicide through flexible work hours or reduced hours when they initially come back to work.
- You could ask the employee how their grief is affecting them, what they would like their colleagues to be told in relation to the death, and what you and the wider business can do to support them.
- Provide information to all employees about suicide and loss. Inviting a counsellor to speak with staff can build confidence and understanding about offering support.
- Ensure appropriate policies and procedures are developed and implemented. These should cover managing a crisis situation for an employee returning to work following a suicide attempt or losing someone to suicide.
- Put up posters and information about where employees can go for support. This might be details of your organisation’s Employee Assistance Program (EAP) or the Beyond Blue Support Service.
- StandBy Response Service provides 24/7 support to people bereaved by suicide via a local community-based approach, including tailored workplace responses to suicide.

People cope with grief in different ways. For some, grief can be debilitating and the person who has lost someone to suicide may need time off work. Others may prefer to be at work as a way of coping with their grief.

It's important to understand that, at first, the person who has lost someone to suicide may be in a state of shock and overwhelmed by grief. In addition to sadness, reactions can include problems with concentration and memory, fatigue and loss of confidence.

Discuss options with your employee about time off work and any changes in duties when they return, and come up with a plan together. Check in regularly to see how they are going. Listen to the response and try to understand.

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Emma shares some of the ways colleagues looked out for her, after her teenage son took his own life.

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Tiana talks about going back to work following her best friend's suicide, as well as some tips for providing support.

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Leigh returned to work soon after his dad took his own life. He reflects on what employers can do to help someone impacted by suicide.

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Courtney talks about how her HR manager supported her after losing her brother to suicide. Checking in and having a conversation can make a huge difference to the person grieving, helping them feel connected and supported.

Suicide prevention training and resources

LivingWorks Australia
Suicide awareness training programs to improve understanding and help people intervene to support a colleague at risk.
Mental Health First Aid
Courses teach mental health first-aid strategies to members of the public. The training equips people to support someone developing a mental health problem, or experiencing a mental health-related crisis, until appropriate professional treatment is received or the crisis resolves.
Conversations Matter
A practical online resource to support safe and effective community discussions about suicide.
BeyondNow
A suicide safety planning app that allows people experiencing suicidal thoughts to create a personalised plan and help them stay safe.
Managing bereavement, grief and loss
This e-learning module by Superfriend equips employees and employers with the skills and confidence to support themselves and colleagues experiencing loss.

More information on suicide prevention

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Suicide Prevention - Information for Managers

Supporting someone at risk of suicide

What you can do

If an employee has taken their life

What you can do

Supporting someone who has lost a friend or family member to suicide

What you can do

Suicide prevention training and resources

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