Unions can take steps to support members in such situations, including addressing workplace issues like bullying and harassment, collaborating with employers on suicide prevention policies, and offering support to members seeking professional help.
NEU representatives may often be the first point of contact for members in distress. While they are not counsellors, they can provide valuable support and guidance in connecting members with the professional assistance they need. It's crucial to remember that, in times of crisis, unions can play a pivotal role in fostering a supportive, compassionate workplace culture.
What to do if someone is threatening imminent suicide
Call 999 and stay with them until the emergency services arrive.
Rethink Mental Illness has produced an informative factsheet on how to support someone having suicidal thoughts. Rethink has also produced a factsheet aimed at someone in crisis themselves.
If you think someone may be suicidal, encourage them to seek help from their GP, EAP, the Samaritans or to talk to a trusted friend or family member.
Looking out for changes
According to Rethink Mental Illness, changes someone having suicidal thoughts could exhibit could include:
- Becoming anxious or restless.
- Being more irritable or agitated.
- Being more confrontational or angry.
- Becoming quiet and distant.
- Having mood swings.
- Acting recklessly, such as taking risks they wouldn’t normally.
- Sleeping too much or too little.
- A lack of energy.
- Not wanting to be around other people.
- Avoiding contact with friends and family.
- Saying they feel hopeless or worthless.
- Saying they can’t see a way out of a difficult situation.
- Finding it hard to cope with daily issues.
- Having problems with work or studying.
- Saying negative things about themselves.
The following things could indicate that someone is thinking of attempting suicide:
- Threatening to hurt or kill themselves.
- Talking or writing about death, dying or suicide.
- Saying goodbye or sending messages that feel like an ending.
- Preparing or making plans to end their life, such as storing up medication.
- Putting their affairs in order, such as giving away belongings or making a will.
Every year, there are more than 5000 suicides in England and Wales. Data on occupational suicides published by the Office for National Statistics show the risk of suicide amongst female primary and nursery schoolteachers to be 42 per cent higher than the national average.
Currently, suicide is not included in the list of work-related deaths that must be reported to the HSE under RIDDOR reporting requirements. The NEU believes this must change in order that suicides are properly investigated within the framework of health and safety law.
Risk factors of suicide
The Zero Suicide Alliance website points out that reasons for suicide are complex. But by increasing awareness of some of the health and social factors that contribute to suicide, we are more informed of who might need support with their mental health.
The Zero Suicide Alliance website goes on to say that some risk factors of suicide are:
- Previous suicide attempt.
- Mental health conditions (such as depression).
- Traumatic experiences in childhood or adulthood (such as abuse, violence).
- Substance misuse (such as drugs or alcohol).
- Social isolation.
- Job or financial issues.
- Relationship problems.
- Serious illness and chronic pain.
- Barriers to support or care and stigma.
Risk factors can be part of a wider, sudden crisis – which is often compounded by a lack of appropriate support – and then ends tragically because the need for support isn’t recognised quickly enough.
Work, suicide and mental health
Studies have shown that particular work conditions can lead to an intensified risk of suicide, such as excessive workloads and long hours, Ofsted inspections, bullying etc. The HSE says that work-related factors may contribute to feelings of humiliation or isolation. An issue or combination of issues such as job insecurity, discrimination, work stressors and bullying may play their part in people becoming suicidal. Employers should be protecting their employees from these risks.
Waters & Palmer: Work-related suicide: a qualitative analysis of recent cases with recommendations for reform (University of Leeds 2021) is an in-depth study of 12 cases of workplace suicide, including two teachers. The NEU shares the concerns and criticisms in the report when it notes that “no data is collected on suicides that occur in the workplace or that are identified as work-related. There is currently no regulation or oversight of work-related suicides. Suicide is excluded from the health and safety framework that applies to all other work-related deaths.”
The report makes a number of recommendations for reform, including (amongst other things) that HSE make suicide reportable under the RIDDOR regulations, that HSE provide guidance to employers on suicide and that employers take ownership of the need to safeguard their employees from work conditions which create a heightened suicide risk (e.g. unmanageable workloads, excessive hours, bullying and PTSD).
Amongst Waters and Palmers’ other recommendations there is a call for the Government to bring in explicit and enforceable legal requirements which oblige employers to put suicide prevention measures in place and undertake a full and transparent investigation in the aftermath of a suicide that takes place in the workplace or is work-related.
Addressing work-related problems contributing to suicidal feelings can simultaneously enhance working conditions for all employees by tackling issues such as:
- Stress – the NEU offers an online stress survey for use in schools/colleges and across workplaces.
- Ofsted risk assessment – in some tragic cases, Ofsted has been identified as a contributory factor to suicides. In the case of Ruth Perry, the coroner found that a ‘rude and intimidating’ Ofsted inspection contributed to her suicide, a belief shared by her GP. The coroner also stated that unless action is taken there is a risk that future deaths could occur. The NEU has developed an Ofsted risk assessment to help employers, in consultation with the recognised trade unions, assess the extent of harm that may be caused by the Ofsted process and take practical steps to minimise these risks.
- Workload – this is a significant cause of work-related stress.
Suicide prevention: Employer's legal duty
Issues like stress, bullying, and excessive workloads, which may contribute to suicidal thoughts, must be addressed by employers. This entails identifying workplace hazards, assessing who may be at risk, and taking measures to eliminate or minimise these risks. Employers should also adopt a comprehensive suicide prevention policy integrated into their broader framework. Employers should prevent or reduce stress caused by work factors by complying fully with HSE’s Stress Management Standards and as part of this by ensuring oversight of workload / working hours for all employees.
The HSE has prepared guidance for employers on suicide prevention. Amongst other things, it encourages employers to:
- Allow workers flexibility with working hours.
- Allow workers time for counselling or medical appointments.
- Allow workers time to get other advice.
- Promote good mental health in the workplace.
- Remove stigma attached to mental health issues.
- Tackle potential mental health triggers such as bullying, harassment and discrimination.
- Consider the impact of change, redundancies and job security.
- Consider the impact of stressful events at work such as change, reorganisation and disciplinary action.
- Ask how workers with pre-existing issues can be supported.
- Restrict or control access to certain items for those with suicidal thoughts.
- Consider the impact on colleagues if someone takes their own life.
- Offer counselling and other support to staff in the aftermath of a work suicide.
- Review risk assessments for work-related stress and mental health.
Remember that leaders and managers are employees too and need to be looked after.