When we think of workplace Health and Safety, it is easy to focus on physical risks such as slips, trips or hazardous substances. Yet, just as important is the responsibility to safeguard employees’ mental well-being. World suicide Prevention Day is a timely reminder that mental health and workplace safety are deeply connected.
Why does this matter in Health and Safety?
Suicide is a global public health challenge, and the workplace can play a significant role in prevention. Poor mental health does not only affect an individual’s personal life, but it can also impact concentration, decision-making and overall performance at work. This in turn increases the risk of accidents, absenteeism, and long-term illness.
By recognizing mental health as part of Health and Safety. We move towards a more holistic approach, one that values employees as people, not just workers supporting mental well-being is not only the right thing to do, but it also strengthens workplaces’ safety and productivity.
Suicidal ideation Among NHS and University Staff (2025)
Work stress levels rose among health and educational workforces during the COVID-19 pandemic and affected employee well-being and organisational efficiency.
To explore the association of work stress with mental health, including suicidal ideation and physical health, as well as presenteeism, as aspects of organisational efficiency in UK healthcare and university workers.
90% of participants reported work related stress,11% reported suicidal ideation, High rates of depression (61%), Anxiety (55%) and somatic (75%) symptoms were observed as (56%) presenteeism-working despite ill health.
Stress contributors included: excessive workload (63%), poor work atmosphere (28%), poor work-home balance (32%) and working hours impacting personal life (35%).
Legal Compliance and Employer Responsibility
Employers have a legal duty of care under the Health and Safety at Work Act 1974 to protect the Health, Safety and Welfare of their employees. This duty extends beyond physical hazards and includes mental health risks.
The Management of Health and Safety at work Regulation 1999 require employees to assess workplace risks, including those linked to stress and psychological harm and take appropriate measures to control them.
Equality Act 2010 – Protects employee with mental health conditions that may be classed as disabilities requiring reasonable adjustment to support them in workplace.
Failure to address mental health not only puts individuals at risk but can also expose organizations to legal and reputational consequences. Ensuring effective well-being support is therefore both a compliance requirement and a moral obligation.
The Role of our Policies:
1) Employee Assistance Program (EAP) – A confidential service offering 24/7 support to employees whether you need to talk about stress, financial pressures or personal challenges, professional help is available.
2) Wellbeing Policy – Our Well being policy sets out how we promote a supportive workplace culture. It provides guidance on spotting early signs of distress, encouraging open, conversations and taking proactive steps to protect mental health.
These resources are part of our Health and Safety framework, ensuring that mental health is given the same priority as physical safety.
How Can we Contribute?
Suicide prevention is not solely about policies; it is about people. Checking in with colleagues, being open to conversations and sign posting support can make a real difference. Small actions, a kind word, an offer of help or simply listening can save lives.
On this World Suicide Prevention Day, let us remember that Health and Safety extends beyond physical risks. Supporting mental well-being is a shared responsibility rooted in both legal compliance and genuine care for our colleagues. Together we can build a safer and healthier workplace for everyone.
