Toolkit

Preventing and Responding to Suicide at Work

Prevention—Reducing Suicide Risk

Saskatchewan has one of the highest suicide rates among Canadian provinces. In 2024, the suicide rate was 16.2 deaths per 100,000 people, significantly higher than the national average of 10.6. (Canada., 2026) However, recent global research shows that suicide prevention efforts work. (Davis Weaver, 2021)

“Among all sexes, deaths per 100,000 people (age-adjusted) have dropped by 40% over three decades, from 15 per 100,000 to 9 per 100,000 in 2021. Still, suicide remains among the top 20 leading causes of death for males and among the top 30 causes for females worldwide.” (IHME, 2025) 

Countries that have had success in reducing suicide rates have laid out a "roadmap" for further reducing this cause of death. For communities, suicide deaths can be reduced by combining five main types of action:

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Creating safe and supportive environments

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Raising awareness and reducing stigma

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Addressing root causes and risk factors

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Promoting early intervention and crisis support, and

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Strengthening mental health support systems.

In workplaces, these actions can be accomplished by ensuring a psychologically safe and healthy work environment—a suicide-Safe workplace.

Leadership and Culture for a Suicide-Safer Workplace

The Role of Leaders and Managers

Leaders and managers shape workplace culture more than any policy or program. Their actions set the tone for what is valued, acceptable, and safe. Modelling openness, prioritizing well-being, and demonstrating help-seeking behaviour sends a clear message that it's okay to ask for help—and that mental health matters as much as physical safety and performance.

Setting Clear Expectations for Psychological Safety

As a leader, you play a direct role in fostering a culture where employees feel safe to speak up about stress, mental health, or personal struggles without fear of judgment or reprisal.

Here are some actions you can take:

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Embed psychological safety and well-being expectations into team norms and performance conversations.

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Reinforce that seeking help—whether through the EAP, healthcare providers, or peer supports—is a sign of strength and responsibility, not weakness.

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Communicate consistently that mental health is part of the organization's values, priorities, and safety commitments

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Address disrespectful or stigmatizing language or behaviour immediately, modelling the standards expected of all employees.

Modelling Help-Seeking and Self-Care

Employees often look to their leaders for permission—explicit or implicit—to prioritize their well-being. Authentic role-modelling by leaders helps normalize vulnerability and reduces stigma.

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Share personal stories, when appropriate, about stress, challenge, or using available supports to show that seeking help is normal and encouraged.

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Take visible steps to protect your well-being—use vacation time, set healthy boundaries, and talk openly about maintaining work-life balance.

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Encourage open conversations about workload and mental strain, especially during periods of change or crisis.

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Recognize and validate employees' emotional experiences, reinforcing that everyone can have difficult days and that support is available.

Supporting Teams Proactively

Compassionate leadership anticipates stress and intervenes early to prevent issues from escalating into crises.

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Check in regularly with individuals and teams—not just about tasks, but about how they are coping.

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Be attentive to signs of distress, burnout, or withdrawal, and promptly connect employees with professional support (e.g., EAP or community supports).

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Create time and space for well-being discussions in team meetings and one-on-ones.

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Equip supervisors with tools and training to respond confidently to mental health concerns and know when to refer employees for additional help.

When leaders lead with empathy, listen with curiosity, and act with care, they help create a workplace where no one struggles alone—and where seeking support is embedded in the organization's way of working.

The Role of Workplace Culture

Creating a Supportive Work Environment

A supportive workplace is one where employees feel connected, respected, and safe—both physically and psychologically. Building such an environment is essential for reducing suicide risk and fostering mental wellness. The following strategies can help organizations strengthen protective factors and create a culture of care.

Fostering Connectedness and Inclusion

Social connection is a key protective factor against suicide. Workplaces that encourage meaningful relationships and a sense of belonging can help buffer employees from stress and isolation and build resilience.

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Promote peer support networks and team-building activities that emphasize inclusion and collaboration.

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Ensure all employees—particularly remote, contract, or shift workers—have consistent opportunities for connection.

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Create spaces (virtual or in-person) where employees can check in informally and support one another.

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Celebrate diversity and embed equity and inclusion principles into everyday practices and policies.

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A kind and compassionate culture will encourage colleagues to look out for each other and reach out to those who need help.

Establishing Norms of Respectful Communication and Behaviour

A psychologically safe work environment starts with mutual respect. Setting and modelling clear expectations for communication helps prevent harm and strengthens team trust.

Embed respect and civility into organizational policies, codes of conduct, and leadership training.

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Address bullying, harassment, or discriminatory behaviour early and consistently.

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Provide education and tools for leaders and employees on constructive feedback, conflict resolution, and allyship.

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Recognize that how we speak and listen directly influences mental well-being and helps protect vulnerable staff from feeling marginalized or unsafe.

Promoting Mental Health Awareness and Reducing Stigma

Reducing stigma around mental health and suicide empowers employees to seek help early and support one another with confidence.

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Offer regular training and awareness campaigns about mental health, suicide prevention, and available supports (e.g., EAP, community resources).

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Share real stories of recovery and hope from leaders and peers to normalize conversations about mental health.

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Use inclusive, nonjudgmental language in all communications to help dismantle stigma.

Reducing Risks and Work-Related Stressors

Workplaces play a vital role in identifying and reducing factors that can contribute to employee distress.

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Assess and address sources of chronic job stress such as excessive workloads, unclear roles, low autonomy, or poor work-life balance.

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Strengthen job security through transparent communication and fair employment practices.

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Develop clear procedures for addressing bullying and harassment and support affected employees throughout the resolution process.

Lethal Means Safety

In certain industries, such as emergency services, construction, or agriculture, employees may have access to firearms, chemicals, or other lethal means. Safe storage and access control of lethal means are critical evidence-based components of suicide prevention designed to create time and distance between a person in acute crisis and highly lethal means. (WHO, Limit Access to Means of Suicide, n.d.)

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Review workplace safety and access protocols regularly to ensure lethal means are securely stored and monitored.

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Provide education on safe storage and control practices, and on crisis response procedures for those with access to such materials who may be in acute distress.

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Collaborate with occupational health and safety teams to integrate suicide prevention into all safety policies and training.