Toolkit
Preventing and Responding to Suicide at Work
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Language and Key Terms
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Important Terms and Definitions
Language plays a powerful role in how people understand and respond to conversations about mental health, self-harm, and suicide. Using clear, respectful, and non-stigmatizing terms helps create a safer environment where people feel more comfortable speaking up, seeking support, and supporting others.
The terms in this glossary are provided to build a shared understanding among leaders, managers, health and safety professionals, and employees. Many of these words are used in research, clinical practice, and national guidelines. Still, they are explained here in plain language so they can be applied confidently in day-to-day conversations, policies, and response plans.
Some terms describe general mental health and distress, while others relate specifically to self-harm, suicidal thoughts and behaviours, and the impact of suicide on families, co-workers, and communities. Distinguishing between these concepts supports more accurate risk recognition, more appropriate responses, and more compassionate support for people who are struggling or bereaved.
Shared language reduces stigma and confusion.
Use this glossary to align policy wording, training, and daytoday conversations about mental health, selfharm, and suicide.
Finally, this glossary emphasizes language that avoids blaming or shaming people who experience mental health challenges or suicidal crises, and those who have lost someone to suicide. Choosing phrases such as "death by suicide" instead of "committed suicide" and using person-first descriptions aligns with current best practice in suicide prevention and postvention. It helps foster a culture of dignity, empathy, and safety in the workplace.
Glossary
Mental Health
Mental health
Mental health is one’s ability to handle life’s ups and downs in a reasonably flexible, balanced way, using our emotions, thinking, and behaviour to adapt to challenges and opportunities. It does not mean feeling good all the time, but having a range of situationally appropriate emotions and thoughts (including difficult ones). It includes negative, neutral and positive thoughts and emotions.
(Mental Health Research Canada, n.d.)
Mental distress
Mental distress (often called “stress”) is the normal signal from a person’s mind and body that they are under pressure or facing a challenge that requires them to adjust, problem-solve, or take action. It can feel uncomfortable and show up as strong emotions, worried thoughts, or physical symptoms, but when a person works through these situations, they build skills, adaptability, and resilience.
(Mental Health Research Canada, n.d.), (CDC, 2025)
Mental health problem
Mental health problems occur when life events or pressures overwhelm a person’s usual coping abilities for a longer period, leading to ongoing, intense, yet understandable negative emotions, thoughts, and physical symptoms. They can interfere with day-to-day functioning but are not the same as a mental illness and often improve with support from others, counselling, and time.
(Mental Health Research Canada, n.d.)
Mental illness or disorder
A mental illness is a diagnosed medical condition, identified by a qualified health professional using established diagnostic criteria, that arises from complex interactions between biological and environmental factors. People living with mental illness often benefit from timely, evidence-based treatment and, with appropriate care, many can manage their condition and live productive, meaningful lives.
(CDC, 2025) (Mental Health Research Canada, n.d.)
Work-related stress
Work-related stress is the physical, emotional, and psychological response that can occur when work demands exceed a person's resources or capacity, which, over time, can contribute to mental and physical health problems.
(APA, 2024)
Burnout
Burnout is a work-related syndrome resulting from chronic workplace stress that has not been successfully managed. Burnout is characterized by persistent feelings of energy depletion or exhaustion, feeling negative or cynical about one's work, and a reduced sense of professional efficacy or effectiveness.
(WHO, Burn-out an "occupational phenomenon": International Classification of Diseases, 2019)
Psychological health and safety (at work)
Workplace psychological health and safety is a state in which workplace policies, practices, and culture actively support and promote employees' mental well-being and prevent psychological harm, including risks of mental injury or illness arising from work conditions.
(Govt of Canada, 2016), (WorkSafe Saskatchewan, n.d.)
Resilience
Resilience is a set of skills, attitudes, and behaviours that enable people to cope, adapt, and grow in the face of adversity, stress, trauma, uncertainty, and rapid change, while maintaining or returning to a state of mental well-being.
(APA, 2020)
Self-harm and suicide-related concepts
Self-harm (non-suicidal self-injury)
Self-harm is intentional self-inflicted harm without the intent to die. Self-harm is a sign of significant distress and is often used as a way to cope with or manage intense emotional pain or distress.
(CMHA, 2013)
Suicidal ideation
Suicidal ideation involves thinking about, considering, or feeling preoccupied with the idea of death or taking one's life. Suicidal ideation can range from fleeting thoughts about not wanting to live to more persistent or detailed plans about dying and may include both passive thoughts ("I wish I wouldn't wake up") and active thoughts about planning to end one's life.
(Cleveland Clinic, n.d.)
Suicide attempt
Suicide attempt is a non-fatal, self-inflicted behaviour carried out with the intent to die. A person may be physically injured or may survive without physical injury, but the presence of intent to die is what distinguishes a suicide attempt from non-suicidal self-harm.
Death by suicide
Death by suicide is when a person intentionally ends their own life. Suicide is understood as the tragic outcome of many interacting factors, including mental health problems, life stressors, experiences of trauma or loss, social and economic conditions, and barriers to timely support.
Suicide grief (workplace)
Suicide grief and loss in the workplace is a unique and complex set of emotional, psychological and practical challenges faced by employees when a co-worker or client dies by suicide. The experience goes beyond conventional grief and loss, carrying a distinct mix of trauma, stigma, and unanswered questions.
Suicide bereavement
Suicide bereavement is the experience of grieving the loss of someone to suicide. Considered a unique and intensely painful form of loss, often involving complexities not found with other types of deaths.
(Tal Young, et al., Suicide Bereavement and Complicated Grief, 2012)
Suicide exposure
Suicide exposure is being connected to, aware of, or affected by someone else's suicidal behaviour or death by suicide, whether directly (for example, family member, friend, classmate, colleague) or indirectly (for example, community member, client, public figure, or media report).
Suicide contagion
Suicide contagion is an observed increase in suicidal behaviour, attempts, or deaths that appears to be influenced by exposure to suicide or suicidal behaviour. Certain types of media coverage, communication, or community response can inadvertently increase risk, which is why safe messaging guidelines are essential.
Suicide cluster
A suicide cluster is multiple suicides or suicide attempts that occur closer together in time, place, or social connection than would generally be expected in a particular community or setting. Suicide clusters require coordinated, trauma-informed postvention and prevention responses.
Grief, loss, and postvention
Critical Incident Response (CIR)
Critical incident response is a structured, short-term support process delivered by trained mental health or crisis professionals to a workplace following an employee's suicide or suspected suicide. The goals of CIR services include stabilizing the situation, restoring a sense of safety, and reducing immediate distress. CIR typically includes psychological first aid, individual and group support, psychoeducation about common trauma and grief reactions, and practical guidance for leaders on compassionate communication and managing operational impacts. CIRs help reduce suicide contagion risk, facilitate safe memorialization, and connect affected employees and teams with longer-term resources such as counselling, employee and family assistance programs, and community supports.
Psychological First Aid (PFA)
Psychological First Aid is an evidence-informed, practical approach for supporting people in the immediate aftermath of a crisis, traumatic event, or intense emotional distress, to reduce stress reactions and promote healthy coping and recovery. It focuses on creating a sense of safety, calm, connectedness, self-efficacy, and hope while offering humane, supportive, and realistic help, such as listening, providing comfort, addressing basic needs, and linking people with social and professional supports, rather than providing formal counselling or therapy.
(Network, n.d.)
Suicide attempt
Suicide attempt is a non-fatal, self-inflicted behaviour carried out with the intent to die. A person may be physically injured or may survive without physical injury, but the presence of intent to die is what distinguishes a suicide attempt from non-suicidal self-harm.
Suicide loss survivor
Suicide loss survivor is a person who has lost someone they know to suicide, such as a family member, friend, classmate, colleague, or client. Suicide loss survivors may experience complex grief, trauma responses, and increased personal risk, and often benefit from specialized support and understanding. Some people prefer to be identified as someone who experienced a suicide loss (“people-first” language), while some may prefer identifying as a survivor of a suicide loss. How one identifies is a personal decision.
Suicide intervention
Suicide interventions are the care and actions taken to recognize and respond to distressed employees who may be at immediate risk of suicide or suicidal behaviour.
Suicide prevention
Actions, policies, and programs aimed at reducing the risk of suicide and suicidal behaviour. Suicide prevention includes promoting positive mental health and resilience, reducing stigma, reducing workplace risk factors and access to means, enhancing protective factors, and ensuring people can easily access timely, culturally safe, and evidence-informed support.
Suicide postvention
Support, interventions, and coordinated responses are provided after a suicide or suicide attempt to help individuals, families, workplaces, and communities cope with the loss or crisis, reduce the risk of further harm, and promote healing. Effective postvention also contributes to longer-term suicide prevention.
(SPRC, n.d.)
The Importance of How We Speak
Language about suicide is never neutral. The words used in policies, training, emails, and conversations can either reinforce stigma and silence or create safety and openness. When language is careless, sensational, or even hints at judgment, it can increase shame, blame, and fear of being judged—making it less likely that people will disclose suicidal thoughts or reach out for support. When language is respectful, accurate, and nonjudgmental, it communicates that talking about suicide is allowed, taken seriously, and met with care rather than criticism.
Using suicide-safe language is also a core aspect of harm reduction and creating a psychologically safe workplace culture. Avoiding graphic details, speculation, or phrases that sensationalize or normalize suicide helps protect people who may already be struggling. Shifting from terms like "committed suicide" to "died by suicide," and speaking about suicide as preventable and related to complex health, social, and work factors, supports a more compassionate and informed understanding.
Go as a learner.
Ask what feels respectful, avoid assumptions, and collaborate on supports that honour the person’s culture, spirituality, and community while prioritizing safety.
Within workplaces, suicide-safe language sets the tone for the entire organizational response to mental health and crisis. When leaders, HR, managers, and colleagues consistently use careful, person-centred language, employees learn that it is safe to speak up and that their experiences will be treated with respect and confidentiality. This, in turn, helps build trust, encourages earlier intervention, and aligns day-to-day communication with the organization's broader commitment to psychological safety and suicide prevention.
For detailed guidance and tips for communicating about suicide, see:
CAMH
Words Matter. Learning how to talk about suicide in a hopeful, respectful way has the power to save lives
Alberta Health Services
Tips for Communicating about Suicide
Navigating Conversations about Suicide with Cultural Sensitivity
Beliefs about suicide are shaped by culture, faith, history, and community experience, so leaders need to approach conversations with curiosity, humility, and a strong commitment to safety rather than assuming one "right" way to talk.
(Goldston, et al., 2008)
Why culture matters
Cultural, spiritual, and family beliefs strongly influence whether suicide is seen as a moral failing, a mental illness, a family shame, or something that cannot be named at all.
These beliefs affect how comfortable people feel sharing distress, how they interpret warning signs, and whether they use formal supports such as EAP, health benefits, or community services.
Adopt a stance of cultural humility
Go in as a learner, not an expert on someone else's culture: ask open-ended questions, invite the person to share what feels respectful, and avoid correcting or debating deeply held beliefs.
Notice your own assumptions (for example, seeing suicide only as an individual issue, or assuming everyone shares your comfort with mental health language) and be willing to adjust your approach.
Be aware of stigma and taboo
In many communities, suicide is viewed as a sin, a sign of moral weakness, or a source of family shame, which can increase secrecy, blame, and reluctance to seek help.
Stigma may show up as minimizing ("they're just attention-seeking"), joking about suicide, or avoiding the topic altogether; leaders can gently counter this by taking disclosures seriously and naming suicide as a health and safety concern, not a character flaw.
Use language that is both safe and culturally sensitive
Use clear, non-sensational language (for example, "died by suicide" rather than "committed suicide"), and avoid graphic details, blame, or romanticizing.
Respect the person's preferred terms for their experience and, where appropriate, incorporate life-promotion or wellness-focused language that aligns with their community's values (e.g., hope, belonging, purpose, and connection).
Honour diverse help-seeking pathways
Recognize that people may first turn to family, faith leaders, elders, or community organizations rather than formal mental health services. Where possible, support and validate these pathways while prioritizing safety.
When risk is present, you can ask directly about suicidal thoughts using plain language, then collaborate on next steps that feel realistic and culturally compatible, including involving trusted supports with the person's consent.
Avoid one-size-fits-all workplace responses
Do not assume the same communication, rituals, or supports will fit every team or employee after a suicide; check in with affected individuals and cultural/community representatives about what would be supportive or harmful.
Be especially careful when planning memorials, acknowledgements, or internal messages, as some cultures and faiths discourage certain practices or public discussion of suicide; when in doubt, ask and offer options.
Work with HR, EAP, and diversity, equity, and inclusion partners to ensure policies, training, and communications on suicide reflect the cultures and communities represented in your workforce, rather than applying a single dominant-culture lens.
