World Suicide Prevention Day (WSPD) was established in 2003 by the International Association for Suicide Prevention in conjunction with the World Health Organisation (WHO). On 10th September each year WSPD aims to focus attention on the issue, reduce stigma and raise awareness amongst organisations, governments, and the public, giving a singular message that suicides are preventable.
Suicide rates in England and Wales have hit their highest level in 25 years with the ONS recording over 6,000 suicides in 2023, the highest rate since 2019.
The theme for World Suicide Prevention Day for 2024-2026 is “Changing the Narrative on Suicide” with the call to action “Start the Conversation”. This theme aims to raise awareness about the importance of reducing stigma and encouraging open conversations to prevent suicides. Changing the narrative on suicide is about transforming how we perceive this complex issue and shifting from a culture of silence and stigma to one of openness, understanding, and support.
Start the conversation
The call to action encourages everyone to start the conversation on suicide and suicide prevention. Every conversation, no matter how small, contributes to a supportive and understanding society. By initiating these vital conversations, we can break down barriers, raise awareness, and create better cultures of support.
This theme also emphasises the need to prioritise suicide prevention and mental health in policy making, calling for government action. Changing the narrative requires advocating for policies that prioritise mental health, increase access to care, and provide support for those in need.
Call to action for employers
9 in 10 employees do not know that the best way to save the life of someone considering suicide is to ask them directly whether they have a plan to end their life, according to research by social enterprise Mental Health First Aid England (MHFA) published last week.
66% of employees use harmful language such as “committed suicide”, the survey of 2,000 UK employees found, while 23% responded to colleagues who shared their experience of suicidal thoughts with unhelpful phrases such as “please don’t do anything stupid”.
It explained that the phrase “committed suicide” contributed to stigma around suicide as it signalled blame, while “please don’t do anything stupid” undermined people’s experience.
Suicide is a sensitive subject, and MHFA England’s research shows that there is a lack of knowledge around how to discuss the subject appropriately in the workplace. Research also revealed that 650 suicides in the UK each year could be work-related – approximately 10% of all suicides.
Employers are responsible for ensuring that their workplace is suicide aware. Employers have a vital role to play in closing this gap in knowledge and embedding suicide awareness, prevention and support into their mental health and wellbeing strategies.
Helping someone talk about suicidal feelings
Many people are unaware that terms they are using are outdated, damaging and contribute to stigma. It’s time to help educate employees about the right words and phrases to use by sharing free resources such as Helping someone talk about suicidal feelings – Mind which provides advice on how to support someone experiencing suicidal thoughts or behaviour.
All employees and line managers should be supported by receiving appropriate, robust training in how to have safe, supportive conversations with people who are expressing suicidal thoughts, with clear guidelines of how and where to signpost to.
Culture change
Employers should focus on creating a culture where employees feel comfortable speaking about mental health.
It’s also important to create a workplace culture that encourages conversations about mental health, as this helps to normalise talking about suicide and provides a safe space for people to learn the right words to discuss the subject sensitively.
Creating a supportive work culture can also include highlighting where employees could get support: Whether it is signposting someone to a mental health first aider, contacting an employee assistance programme or making people aware of external organisations that can help – whatever support is available, make sure that people know about it.
Do I need a policy?
Introducing a policy underpins your commitment to supporting your workforce who may be affected by poor mental health. If you currently have a sickness management policy, our advice is to review and considering updating your policy to ensure that it encompasses your company’s approach to mental health.
Making reasonable adjustments
All employers have a legal obligation to make reasonable adjustments, to support an employee affected by an underlying physical or mental health problem or disability. Each case will differ greatly, and communication is key. For example, an employee who is affected by mental health may prefer to work in a quieter place, others may prefer to feel less isolated and enjoy working in an environment with more hustle and bustle. Agreeing preferred methods of communication and regularity can often reduce anxiety or modifying tasks or deadlines to help manage workload and stress levels. Agreeing flexibility around working hours and breaks is also a great way to support your employees, wherever possible, and agreeing time off for appointments to enable employees to access counselling services.
Accessing professional support
If someone is having thoughts of suicide, even if they don’t have a plan to end their life, encourage them to call Samaritans on 116 123, text ‘SHOUT’ to 85258, call Hopeline247 on 0800 068 4141 or call 111, select the mental health option and speak to a trained mental health professional.
If you have any questions on any of the points raised above, such as: what constitutes a reasonable adjustment; how to implement a policy and improve your culture with regards to mental health in the workplace, or you need support with an employment matter or training please do not hesitate to contact us for expert advice.