Toolkit
Preventing and Responding to Suicide at Work
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Prevention—Reducing Suicide Risk
Employee Assistance and Resources
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Promoting Access to Support and Work-Life Well-being
An effective suicide-safer workplace ensures every employee knows where to turn for help and feels encouraged to use available supports without hesitation. Employers play a pivotal role in normalizing help-seeking, promoting healthy work-life balance, and structuring organizational practices to prevent burnout and distress.
Promoting Employee Assistance Programs (EAPs) and Mental Health Benefits
EAPs and other mental health benefits are vital lifelines for employees experiencing stress, personal challenges, or suicidal thoughts. However, their effectiveness depends on awareness, accessibility, and trust.
Regularly communicate EAP and mental health benefits through multiple channels: team meetings, onboarding sessions, intranet pages, and newsletters.
Highlight confidentiality, ease of access, and real-life examples of when employees might reach out (e.g., dealing with loss, relationship stress, or financial strain).
Encourage leaders and supervisors to model EAP usage by referencing services in discussions or sharing testimonials that normalize seeking support.
Integrate EAP promotion into wellness campaigns and leadership training, so support becomes part of everyday culture—not just a crisis response.
Providing Access to Crisis Lines and Emergency Resources
Quick access to crisis resources can save lives. Employees should be able to reach assistance easily if they or a colleague is in distress.
Make information about crisis lines (e.g., 9-8-8 Suicide Crisis Helpline, local distress centres) visible in common areas, email signatures, and employee portals.
Include emergency contacts and crisis response steps in onboarding materials and safety handbooks.
Train managers on how to respond when someone expresses suicidal thoughts or shows warning signs, emphasizing immediate connection to professional help.
Partner with EAP providers to develop crisis protocols that outline appropriate actions for employees, peers, and leaders during acute situations.
Promoting Work-Life Balance
A workplace that values balance fosters resilience, productivity, and psychological safety. When employees have time to rest and manage life responsibilities, they are better able to cope with stress and maintain well-being.
Encourage reasonable workloads and realistic timelines to discourage "always-on" cultures.
Support flexible work arrangements where possible, including remote work options and adaptable scheduling.
Encourage leaders to model healthy boundaries—taking breaks, avoiding after-hours emails, and using their own vacation time.
Recognize and commend teams that prioritize balance and self-care as part of performance excellence.
Offering Mental Health Days and Sufficient Vacation Time
Time away from work supports recovery and renewal, reducing the risks of chronic stress and burnout.
Include designated mental health or personal days in leave policies and ensure employees understand they can use them proactively—not only in a crisis.
Support employees in taking their full vacation entitlements and avoid workplace cultures that treat unused vacation as a badge of commitment.
Encourage managers to discuss time-off planning in regular check-ins to ensure workloads are distributed equitably.
Create a culture that recognizes rest and rejuvenation as essential to sustainable performance and well-being.
