According to the Center for Disease Control (CDC), suicide is the 10th leading cause of death in the United States and the suicide rate has increased annually for the last ten years.
Sometimes HR professionals are faced with assisting employees who are dealing with very difficult situations. One of the most challenging is an employee who has demonstrated suicidal ideations at work. The signs can present themselves as comments, behaviors, or mood changes.
Whether a report is made by another employee or an employee comes to you directly or there is a noticeable change in an employee’s behavior following a loss or painful situation, consider the following actions:
- If you believe the individual is in immediate danger, call 911 or the appropriate emergency medical treatment line in your area.
- If you do not believe the person is in immediate danger, let the employee know that you care about him/her and his/her wellbeing and safety. Emphasize that you are not qualified to provide the medical attention that he/she needs. Urge the employee to allow you to facilitate immediate medical attention; perhaps through an emergency room or an immediate appointment with his/her health care provider.
- Try to maintain the employee’s privacy and confidentiality as best as possible. Remain calm and remove distractions if possible.
- If the employee refuses immediate intervention, insist that he/she allows you to contact a friend or family member to accompany the employee home. Do not leave the employee alone.
- Offer resources, such as your organization’s Employee Assistance Program (EAP) that can offer immediate counseling and support. The 24/7 National Suicide Prevention Lifeline is available with a phone call or text at 988 or 1-800-273-TALK (8255).
- Once the employee is safe, follow up to determine whether other benefits, such as leaves, may be needed. Per the National Institute of Mental Health, risk factors for suicide include depression, other mental disorders, and substance abuse disorders. These conditions may trigger protection under FMLA, ADA, or both.
- Depending on your company policy, you may need to ask for a fitness for duty form to be completed and submitted before the employee returns to work.
Helping employees through these difficult situations can be stressful. Keep in mind that the organization’s EAP is also a benefit to you and others who have been involved in assisting the employee with suicidal ideations. To learn more about suicide and prevention, the American Foundation for Suicide Prevention, the CDC, and OSHA have helpful resources.
Need help with safety in your organization? MRA’s HR Advisors can help you!
