The Role of Employers in Suicide Prevention

September is also Suicide Prevention Month. It serves as a reminder of the importance of raising awareness and reducing stigma. It is also an opportunity to educate, empathize, and advocate for those affected by suicide. Suicide is a deeply personal issue, but it’s also a workplace concern, because many people spend most of their day at work. Employers can take action by recognizing the warning signs, providing benefits and programs that support mental health, and creating a culture of care.

Suicide remains a significant public health concern in Canada, affecting individuals of all ages, genders, and backgrounds. It is one of the leading causes of death in working-age adults. Employees often struggle silently due to stigma or fear of professional consequences. On average, people spend one third of their life at work, which makes workplaces uniquely positioned to spot early signs and provide critical support.

While supporting mental health and preventing suicide are challenging situations that often require the support of trained professionals, there are some employee benefits and programs that can help:

• Employee Assistance Programs (EAPs): EAPs give employees confidential access to counselling, crisis support, and referral services. For someone in distress, having a safe, private outlet outside the workplace can be lifesaving. These programs also help managers know where to guide employees when they notice signs of struggle.

  
  

• Mental Health Coverage: Comprehensive benefits that cover therapy sessions, psychiatric care, and prescription medications make treatment more accessible. Removing financial barriers ensures employees can seek help early, rather than delaying care until challenges become overwhelming.

  
  

• Wellness Programs: Initiatives like stress management workshops, mindfulness training, and resilience-building activities support employees before problems escalate. They help normalize conversations about mental health and create a culture where seeking support is encouraged rather than stigmatized.

  
  

• Critical Illness & Disability Coverage: When employees face serious health conditions, financial strain can intensify emotional distress. Coverage that provides income replacement during recovery reduces stress for both employees and their families, giving them space to focus on healing.

  
  

• Caregiver Support Benefits: Many employees are quietly carrying the weight of supporting loved ones with health challenges, including mental health struggles. Benefits that offer resources, counselling, or flexible arrangements for caregivers can prevent burnout and create a more compassionate workplace.

For employers not sure where to start, here are some action steps you can take:

1. Review and update your benefits plan with a mental health lens.

2. Partner with a provider to train leaders and HR staff in mental health first aid.

3. Communicate resources frequently, not just during Suicide Prevention Month.

4. Lead by example: share stories, use inclusive language, show compassion.

Suicide Prevention Month reminds us that Suicide prevention is everyone’s responsibility. Workplaces play a vital role in early recognition and support. Employee benefits and programs are lifelines, not perks.