Suicide is one of the most pressing, and preventable, public health challenges. According to the CDC, the suicide rate among working-age adults in the U.S. has risen by 33% over the past two decades, with over 49,000 deaths in 2023 alone. Gallup research further reveals that employee disengagement is at a historic low, while Forbes shows that burnout affects two-thirds of the workforce. than ever.
For HR leaders, suicide prevention isn’t just about raising awareness, it’s about building workplaces that actively support mental health, ensure legal compliance and foster psychological safety.
Here’s how to recognize risks, train managers and implement preventive strategies that protect both employees and employers.
Understanding Suicide Risk in the Workplace
Suicide disproportionately affects people in their working years, making employers a critical part of the prevention ecosystem. Work-related stressors—from high workloads and poor work-life balance to toxic culture and harassment—can increase risk factors such as depression, anxiety and burnout.
Compliance Tip: Under the Occupational Safety and Health Act (OSHA) General Duty Clause employers must maintain a workplace free from recognized hazards, including psychological harm. Failing to address stress, bullying or toxic conditions could create compliance risks.
Building Psychological Safety Through Culture
Employees are more likely to seek help when they feel supported and safe from stigma. A workplace culture that normalizes conversations around mental health and prioritizes well-being can prevent silence that too often leads to tragedy.
Compliance Tip: The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations for employees with mental health conditions. This can include flexible scheduling, remote work or modified duties.
The Importance of Manager Training
Managers have an outsized impact on employee experience—Gallup attributes 70% of the performance variance to management quality. They must be trained to spot warning signs of suicidal ideation including:
- Expressing hopelessness or that life has no meaning
- Social media posts about death or dying
- Giving away personal possessions
- Asking about end-of-life matters
Compliance Tip: Employers may face negligent supervision liability if managers fail to recognize or respond appropriately to clear warning signs. Training managers in both mental health awareness and anti-bullying practices helps reduce legal and cultural risk.
How HR Can Support Employees
HR leaders are uniquely positioned to turn awareness into action. Beyond compliance, your policies and practices can directly influence whether employees feel supported or isolated during times of struggle. By aligning legal responsibilities with proactive well-being strategies, HR can create a culture where employees know their mental health is valued and protected.
1. Ensure Compliance With Mental Health Protections
- ADA accommodations: modified schedules, quiet workspaces, supervisory changes, or time off.
- State laws: for example, California allows accrued sick leave to be used for mental health needs.
- OSHA obligations: maintain a psychologically safe workplace to avoid legal exposure.
2. Provide and Promote Mental Health Benefits
- Offer or expand Employee Assistance Programs (EAPs).
- Share information about crisis hotlines and peer support.
- Encourage mental health days as valid sick leave.
3. Audit Workplace Policies and Practices
- Avoid punitive leave policies that discourage time off.
- Limit mandatory overtime to reduce burnout.
- Implement a proactive wellness framework that supports flexibility, balance, and holistic well-being.
Compliance Tip: Retaliation against employees who disclose mental health conditions or request accommodations is strictly prohibited under federal law.
When It Comes to Suicide Prevention, HR’s Support Matters
Your role as an HR leader is pivotal. By fostering a culture of compassion, ensuring compliance with mental health protections, and giving managers the tools they need, you can create a workplace that prevents tragedy and empowers employees to thrive.
Simplify Compliance With VirgilHR
Supporting mental health isn’t just a moral responsibility—it’s also a compliance requirement. VirgilHR’s automated platform gives HR leaders real-time, location-specific legal guidance to ensure policies around mental health accommodations, leave, and workplace safety are fully compliant.
Schedule a demo today and build a workplace that protects employees—both legally and emotionally.
