Do your mental health benefits include suicide prevention?

More than 700,000 people die by suicide each year, according to the World Health Organization, and employers could be playing a massive role in preventing it and providing support. 

The working age population is one of the most affected demographics, with suicide being the fourth leading cause for death in young people aged 15–29, WHO found. In 2022, WHO estimated that in a company of 1,000 employees, up to 300 workers will suffer from a serious mental health problem a year, at least one worker will die by suicide every 10 years, and for every employee who dies by suicide, another 10–20 will make a suicide attempt.

But despite the critical need for suicide prevention in workplace mental health strategies, it often goes unaddressed by employers because the topic has traditionally been considered too taboo, says Ken Cahill, chief behavioral health officer at healthcare platform, Amwell.

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"Individuals who are or have experienced thoughts of harming themselves or that the world would be better off without them, often feel embarrassed and ashamed to bring it up," he says. "These myths keep mental health concerns and suicidal thoughts stigmatized, when in reality, openness and communication are key to helping those in need." 

Eighty-one percent of individuals said they will be looking for workplaces that support mental health when they seek future job opportunities, according to a 2022 survey from the American Psychological Association, and 71% already believe their employer is more concerned about the mental health of employees now than in the past. But 67% of employees still want their employer to do more to support them in taking care of their stress and anxiety, according to a 2023 report from Calm, a software company that specializes in meditation. 

To better support employee well-being, EBN recently chatted with Cahill, who shared strategies on how to make sure that the mental health offerings employers have are as helpful as possible.

What are some things that companies are getting wrong with current mental health benefit offerings?
Many employers are either focused on antiquated, limited, reactive mental health benefit offerings such as an employee assistance program (EAP), or moving onto the newest and flashiest solutions that have exploded in the market over the past few years, but that have limited to no evidence or demonstrable real-world outcomes. While EAP's do meet the needs of many employees, they're often underutilized and can be difficult for employees to transition to longitudinal mental health care. While some of the newer digital and virtual offerings may initially look appealing to many leaders, they don't have much in the way of empirical validation or research support for the efficacy of the intervention.

Read more: How to talk to your boss about your mental health

What do effective mental health benefits look like and how do they have an effect on suicide prevention? 
Employers should look to a balanced approach that provides their employees with easily accessible, private and evidence-based solutions that combine virtual, digital and traditional in-person approaches, while also focusing on wellness and prevention support. Mental health education and first aid supporters across the organization can provide huge results in creating the right type of culture.

Why is it beneficial for all employees to provide that kind of support?
Employer-provided mental health resources are associated with several benefits for both the employee and the employer. Improving employee mental health reduces absenteeism and turnover, while improving overall morale and job satisfaction among employees. If employees feel like their employer cares about their health — and mental health is health — they're going to be happier, more satisfied and productive members of the team.