It's paramount that workers with depression and suicidal thoughts to have immediate access to help within an employee assistance program. (Photo: Shutterstock)
September is National Suicide Prevention Month—an opportunity for employers to learn how they can help workers at risk for taking their own lives due to depression, according to Prudential Group Insurance's report, "Our global suicide crisis: What might be causing it, and how the workplace can respond."
"The correlation between depression and suicide makes this crisis a concern for everyone in the workplace — that's because depression is the leading cause of disability worldwide," writes the report's author, Kristin Tugman, vice president of Prudential's health and productivity analytics and consulting practice. "Therefore, it's in the best interest of employers and insurance providers alike to take a proactive role in dealing with this challenge head on."
First, employers can help reduce the stigma of having depression and possible suicidal thoughts by encouraging open communication and letting workers know it's safe to share about mental health issues.
"Employers can encourage workers to ask for help as needed and to convey that asking for such help is a positive act," Tugman writes. "Employers promoting walking, fitness, and healthy eating programs can openly post facts about mental health, the National Suicide Prevention Lifeline and employee assistance programs."
It's paramount that workers with depression and suicidal thoughts to have immediate access to help within an employee assistance program, "as early intervention is a key component to success," she writes. Employers should also make sure professionals within their program are also in their health plan network to ensure continuity of care once EAP sessions are exhausted.
To encourage workers to seek help if needed, managers should be properly trained on spotting "trigger signs" such as procrastination and unreliable attendance, as symptoms of anxiety and depression often present themselves at work as a decline in performance, according to Tugman. Managers need to consider the worker's history: Is the behavior new or unexpected? If so, the manager should inquire if everything is okay with the worker "before jumping to conclusions."
If a worker needs help, managers should know the proper resources to access, such as an employee assistance program, health and wellness partner, or human resources representative.
"If an employee needs to be out of work, managers should remain in contact with them," Tugman writes. "This may not only help an employee through depression — it can also help reduce the fear of returning to work."
Indeed, return-to-work programs are "crucial" in paving the way for those returning from a mental health condition, as work creates a sense of purpose that can assist in improving one's mental health, she writes. Transitional return-to work-programs, where employees return incrementally to full-time work, may help employees "feel safe, supported, and more likely to successfully return to work," rather than being expected to immediately return to full-time employment.
Lastly, employers should partner with mental health professionals, the health care community and insurance carriers "who share your common goal."
"Prudential's health and productivity analytics and consulting practice recognizes that this discussion is merely a beginning and view it as a call to action to continue to actively build partnerships and innovative solutions to help address this crisis," Tugman writes.
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Katie Kuehner-Hebert
Katie Kuehner-Hebert is a freelance writer based in Running Springs, Calif. She has more than three decades of journalism experience, with particular expertise in employee benefits and other human resource topics.
