What to do if an employee is suicidal: A guide for employers

Suicide is one of the leading causes of death across all age groups today. It affects families and communities, and it even impacts workplaces. From 2021 to 2022, workplace suicides rose 13%, making up 10% - 13% of all suicides that year. Since many early signs of mental distress often show up at work, employers have a responsibility to suicidal employees and preventing suicide in the workplace overall.

You don’t need to be a mental health expert to support or know how to deal with a suicidal employee. We’re covering the warning signs to look for, effective ways to respond, and suicide prevention strategies you can use to create a culture that promotes workplace mental health across your organization.

Recognize the warning signs

Although you might notice some dramatic changes when someone is struggling with mental health, suicidal employees don’t always show obvious signs of distress. 

You might pick up on minor shifts in personality or mood, or just sense that something doesn’t seem right. Studies suggest that 20% to 30% of employees will experience a serious mental health concern at some point in their career. As an employer, knowing what to look for is critical.

Behavioral changes to look out for

If you realize a once-outgoing employee seems withdrawn or has been isolating themselves, check in on them. 

Behavioral signs of a suicidal employee:

• Withdrawing from team activities
• Increased isolation and stress
• Loss of interest in work responsibilities 
• Changes in eating or sleeping habits (you probably won’t know an employee’s sleeping or eating habits, but you might notice they seem more tired than usual or have a rapid weight change)
• Neglecting personal appearance
• Change in personal hygiene habits
• Increased use of alcohol or substances

Verbal cues and emotional distress

Verbal cues can be more obvious, since employees struggling with suicidal thoughts often talk about their feelings. If you hear comments that concern you, take a moment to check in.

Verbal signs of a suicidal employee:

• Making direct statements about wanting to end their life
• Using indirect expressions like “I just can’t take it anymore,” “Life is pointless,” or “No one would notice or care if I were gone”
• Joking or making casual remarks about death or disappearing from this world
• Having repeated conversations about hopelessness, worthlessness, or feeling trapped
• Talking or writing about death (in person or on social media)
• Giving away possessions 
• Getting affairs in order, like discussing wills or funeral plans

Attendance and performance issues

Changes in attendance or performance can be some of the earliest warning signs, but they’re also the easiest to miss. Ironically, they’re also the most easily overlooked. Take note of and address any of the following, but remember that not all signs of suicidal ideation will be dramatic. Subtle changes can be masked by everyday stress or chalked up to challenges at work. Staying observant is a powerful tool when it comes to suicide prevention.

Attendance and performance issues that can be signs of a suicidal employee:

• Increased absenteeism in the workplace
• Frequent sick days 
• Tardiness 
• Missing deadlines
• Drop in productivity
• Decreased job performance
• Making mistakes, missing meetings, or avoiding typical job responsibilities (more noteworthy with a previously high-performing employee)
• Withdrawing from team discussions 
• Low morale
• Frequent requests for time off (especially without explanation)

^{EXPERT INSIGHTS}
"When an employee starts to call out of work and miss deadlines in ways they hadn’t in the past, this can be a sign that there is something going on with the employee and it would be beneficial to check in and see what might be happening. Often, employers go straight to thinking that the employee doesn’t care anymore or is lazy because they don’t know the signs of a mental health challenge."
_{- Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement}

Respond with compassion and urgency

If you want to address concerning behavior or signs you’ve noticed, do so with compassion. It can be difficult to reach out, but you might end up making a life-saving difference.

Have a private, nonjudgmental conversation

If you have a conversation with someone you’re worried about, do it in a private and stress-free space where they feel safe. Try to make an authentic connection and use “I” statements.

Examples of “I” statements:

• I sense you’ve been withdrawn lately. I just wanted to check in.
• I feel like you haven’t been yourself lately, and I care about you. Is everything OK?
• I’m reaching out because you seem quieter than usual. I just want to let you know I’m here if you need to talk.
• I feel like you haven’t been as engaged at work. How are you feeling?

Knowing what to do if an employee is suicidal isn’t easy, and there’s no one-size-fits-all protocol. That said, you should focus on listening, not trying to fix them. There are some dos and don’ts to keep in mind throughout your interaction.

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DO:

• Listen closely
• Maintain eye contact
• Be empathetic
• Use compassionate body language 
• Validate their feelings 
• Reflect what they say  
• Reassure them that conversations are confidential
• Let them guide how much they share

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DON’T:

• Interrupt them
• Rush the conversation 
• Minimize their feelings
• Debate, judge, or argue that their feelings are “wrong”
• Try to offer a quick fix
• Try to solve their problems
• Pry about personal details
• Push them to share more than they’re comfortable with
• Pressure them to talk if they’re not ready
• Share anything confidential they tell you*

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*Cases of admitted intention to self-harm are an exception to confidentiality

^{EXPERT INSIGHTS}
"Using a calm and soft tone without any judgement can help employees feel heard when in crisis. Saying something like “I’m here for you and we will get through this,” lets the employee know that you are a safe person."
_{- Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement}

Ask direct but compassionate questions

All suicide threats should be taken seriously. Be direct, but use compassion as you ask them questions. You won’t make things worse by bringing it up, and avoiding the subject can do far more harm.

If it’s hard to start the conversation, try asking questions like:

• Do you ever have thoughts of self-harm?
• Are you thinking about hurting yourself?
• Have you considered ending your life? 

Ensure immediate safety

If you find out an employee is in danger—for example, they mention a plan to end their life or admit they want to hurt themselves—take the following steps:

• Call 911
• Stay with them
• Notify on-site security (if you have them)
• Reach out to their manager and HR as soon as possible

If the risk is less urgent but you have valid concerns, you can:

• Connect them with a mental health professional
• Refer them to a crisis help line like 988
• Introduce them to any EAP resources you have

Don’t be afraid to escalate your concerns to HR or emergency services. If you feel someone is in immediate danger, as long as it’s safe and feasible, remove access to any means of self-harm. Use your discretion—this may not be possible in some office environments.

Connect them with professional support

As an employer, you have a responsibility to suicidal employees, including connecting them with professional resources. Openly and frequently share with workers your organization’s mental health policies, the support managers and HR can offer, and EAPs or other sources of help you provide. Normalizing these discussions helps employees feel comfortable when seeking help. 

Employers can promote resources by sending emails, creating newsletters, and hosting town halls or meetings. This helps ensure everyone understands what’s available and how to access help. 

Document and follow up

Offering support in the workplace to an employee in crisis can be overwhelming, but it’s essential to document events and follow up afterward. Record factual details only, leaving out personal opinions. Track the actions you took and any work-related resources you suggested. Make sure to follow up and offer ongoing care. Above all, make room for flexibility in case schedule changes or remote options are needed. 

If you need support, don’t be afraid to seek help. Just as you encourage employees to do, you must also take care of your own needs.

Know your role – and limits

You’re not expected to diagnose or treat employees’ mental health needs, but you should be there to listen and support the people on your team who need it most. Whether it’s steering someone toward HR, an EAP resource, or mental health services, recognizing when something is beyond your expertise is an important leadership skill. When in doubt, lean on your HR team or the clinical support partners you have.

Make professional support more accessible with Talkspace

A crucial part of suicide prevention is an employer’s responsibility to suicidal employees. Part of that responsibility is ensuring mental health support is accessible. Platforms like Talkspace give employees private access to licensed mental health professionals. This can be especially valuable for those who are hesitant to seek help on their own.

Therapy is not just a crisis response. It’s a viable way you can support proactive mental health in your organization. Talkspace offers streamlined access to professionals and reduces stigma, ultimately creating a more resilient and healthy workplace culture. When you integrate tools like Talkspace, you’re showing how much you care about your employees every day, not just when they’re in crisis. Request a demo from Talkspace today to learn more.

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Sources:

1. Ghebreyesus, Tedros Adhanom. “When an Employee Seems Suicidal: Managers’ Guide.” CCA@YourService: Always Available. Always Confidential., n.d. https://www.stjohns.edu/sites/default/files/uploads/CCA%40YS_When_an_Employee_Seems_Suicidal_Managers%27_Guide.pdf. Accessed August 17, 2025.
2. Bureau of Labor Statistics, U.S. Department of Labor. “The Economics Daily, There Were 267 Workplace Suicides in 2022,” September 10, 2024. https://www.bls.gov/opub/ted/2024/there-were-267-workplace-fatalities-by-suicide-in-2022.htm. Accessed August 17, 2025.
3. International Labour Organization and IASP Suicide and The Workplace Special Interest Group. “Suicide and the Workplace,” 2021. https://www.iasp.info/wp-content/uploads/Workplace-Suicide-Prevention-Outreach-Brief-2024-2026-1.pdf. Accessed August 17, 2025.
4. Greiner, Birgit A, and Ella Arensman. “The Role of Work in Suicidal Behavior – Uncovering Priorities for Research and Prevention.” Scandinavian Journal of Work Environment & Health 48, no. 6 (July 29, 2022): 419–24. https://doi.org/10.5271/sjweh.4051. Accessed August 17, 2025.

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