Suicide Prevention Month: What can workplaces do?

Every September, Suicide Prevention Month encourages workplaces to reflect on how they’re supporting staff wellbeing. Most adults spend a large portion of their lives at work, so the environment, culture, and leadership in a workplace can have a major impact on mental health.

Unmanaged workplace stress, lack of communication, or uncertainty about where to get help can prevent people from speaking up. But when workplaces promote connection, safety, and understanding, they create conditions where people are more likely to ask for support and get it early.

This article explores practical ways businesses can support Suicide Prevention Month, along with longer-term actions that promote employee and workplace wellbeing throughout the year.

Why mental health support matters at work

Mental health is a daily reality, and it doesn’t stay outside the office. Employees bring their whole selves to work. When mental health is overlooked, it doesn’t just affect performance. It affects relationships, morale, and safety.

In Australia, mental ill-health contributes significantly to time off work and productivity loss. Yet the real cost is often unseen. Many workers don’t disclose their struggles due to fear of judgement or career consequences. That’s why workplaces need to make it safe to speak up, and normal to talk about mental health.

Creating a culture that supports early intervention, reasonable adjustments, and meaningful conversations can genuinely save lives.

What workplaces can do during Suicide Prevention Month

September is a great time to raise awareness, reduce stigma, and show employees that their wellbeing is a priority. These activities are a strong starting point.

1. Host a mental health awareness week

Running a themed week helps normalise mental health discussions and lets staff engage without pressure. You could:

• Invite a guest speaker with lived experience or professional expertise in mental health

• Share short talks or lunch-and-learns on topics like workplace stress, resilience, or managing anxiety

• Provide resources about your employee assistance program (EAP), including how and when to use it

• Set up a “quiet room” or space where staff can take a break and decompress

2. Encourage peer connection and check-ins

Building a sense of belonging makes it easier for people to open up. Try:

• Creating a recognition wall where staff can leave notes of encouragement or gratitude

• Starting team meetings with a simple check-in question like, “How are you feeling today?”

• Launching a “wellbeing pledge” where employees commit to supporting a colleague, asking thoughtful questions, or sharing resources

3. Promote mental health resources clearly

Many employees don’t use available support because they’re unsure what it offers or whether it’s confidential. Make it easy to find help by:

• Sharing step-by-step guides on how to access your EAP

• Posting contact details for Lifeline (13 11 14), the Suicide Call Back Service (1300 659 467), and other national supports

• Using posters, intranet messages, or email footers to reinforce where and how help is available

Building a mentally healthy workplace all year round

While Suicide Prevention Month brings attention to mental health, sustainable support comes from thoughtful workplace practices year-round.

1. Create a culture that supports wellbeing

Leadership sets the tone. Managers, executives, and HR professionals can model openness by:

• Acknowledging mental health in internal communications and leadership messages

• Embedding mental wellbeing into strategic goals and KPIs

• Asking for feedback on what’s working (and what’s not) in the workplace environment

2. Train managers to recognise warning signs and respond appropriately

Managers are often the first to notice when someone’s not quite themselves. Equip them with tools to:

• Identify changes in behaviour, engagement, or communication

• Have respectful, open conversations with team members

• Handle mental health disclosures with care, and connect staff to EAP or appropriate services

• Offer reasonable adjustments like flexible hours, altered duties, or extended breaks

3. Make it safe to talk about mental health

Fear of judgement or professional consequences stops many employees from disclosing mental health concerns. Create safety by:

• Being transparent about the process and confidentiality of mental health disclosures

• Ensuring team members know who they can talk to and what support is available

• Responding with empathy, flexibility, and respect

4. Support access to stress leave and workload adjustments

Chronic stress is a risk factor for burnout and more serious mental health issues. Review your approach by:

• Making sure policies around stress leave are clear and accessible

• Encouraging regular breaks and manageable workloads

• Allowing flexible scheduling or hybrid work options where feasible

5. Promote and evaluate your employee assistance program

Your EAP is a vital support, but only if staff trust it and know how to use it. Strengthen engagement by:

• Promoting it regularly in meetings, emails, and onboarding

• Encouraging team leaders to remind staff that EAP is confidential and free

• Collecting anonymous feedback to ensure the program meets staff needs

Final thoughts

Creating a workplace that supports mental health takes a genuine commitment to nurturing employees and the company culture. Whether it’s through small gestures of connection, updated policies, or simply listening more closely, every step helps build an environment where people feel safe and supported.

This Suicide Prevention Month, consider how your organisation can show care and leadership on this issue. Long-term change doesn’t come from one campaign, but from the everyday moments where people feel heard, understood, and valued.