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Sensitive content warning: This article discusses suicide.
I was only 15 years old when my father died by suicide. That day changed everything for me, shattering the life I knew. But through the support of friends, family, and compassionate counselors, I found a way to navigate my grief and begin healing.
For those who have lost a loved one to suicide, the right support can be life-changing. World Suicide Prevention Day holds a special significance for me—it serves as a powerful reminder of the critical importance of offering support to individuals and families impacted by suicide.
Losing my father to suicide
When my father passed, he was navigating several significant life transitions. He had left a stable position at a financial firm to start his own advising business, and he was grieving the loss of his mother just four months prior. These challenges, coupled with his long struggle with depression, weighed heavily on him.
Coping with the grief of losing my father was a long and complex journey. Therapy played a pivotal role in my healing, and thankfully, I was already connected with a therapist when he died. Along with my therapist, my friends, family, and even my soccer coach formed the foundation of my support system.
But despite the support, I faced stigma and pity from some within my community, which only deepened the pain. The stigma surrounding suicide—particularly in my Christian community—made the loss even harder. Some viewed suicide as a moral failure rather than a tragedy rooted in my father’s mental health struggles. This felt like a judgment on my father and my entire family.
Reflecting on that time, I realize how critical it is for communities—whether they be schools, neighborhoods, churches, or workplaces—to understand the unique challenges of grieving a suicide loss.
Many people didn’t know how to talk about my father’s death. Some avoided it altogether, while others responded with discomfort or pity. What I needed most was for people to acknowledge the loss with compassion, without shame or judgment.
How to support employees through suicide grief
Navigating the aftermath of my father's death helped me understand how crucial it is to have support, especially in places where we spend so much of our time—like the workplace. Employers have a unique opportunity to play a vital role in supporting their employees through such difficult times.
Here are a few meaningful ways HR leaders and managers can support employees who are grieving the loss of a loved one to suicide.
Understand the complex nature of suicide grief
Losing a loved one is always traumatic, but grief following a suicide carries unique complexities. It often brings an overwhelming mix of emotions—shock, anger, guilt, and deep confusion. Those grieving a suicide may wrestle with unanswerable questions and face distinct challenges, such as social stigma and feelings of isolation.
For grieving employees, this need to make sense of the loss or find answers can intensify their emotional burden, complicating the healing process. HR leaders and managers must understand these unique aspects of suicide grief to offer compassionate and informed support to their employees.
It’s also important to seek guidance on managing the workplace environment following an employee’s death by suicide. Ensuring proper support for all staff and preventing emotional contagion are essential steps in helping the entire team navigate such a loss with care.
Build a compassionate and supportive work environment
Creating a supportive workplace starts with normalizing conversations about suicide and loss. The death of a loved one to suicide should be met with the same compassion and care as any other bereavement, whether caused by illness or accident.
Avoiding the topic only deepens the isolation of grieving employees. Instead, it’s essential to address it directly—but with sensitivity and care. It’s important not to ask intrusive questions about the method used in the suicide. If the employee chooses to share those details, let them do so on their terms.
HR leaders and managers play a key role in fostering an environment where employees feel safe to grieve openly, without fear of judgment or isolation.
Offer flexible and tailored grief support
Traditional bereavement policies often fall short for those grieving a suicide, as the grief process is deeply personal and rarely follows a set timeline. Employers can offer more meaningful support by providing flexible options, such as extended or unlimited bereavement leave. This flexibility allows employees the time and space they need to process their loss in the best way for them.
Flexibility in how employees return to work is equally important. They may need reduced workloads, intermittent time off, or the ability to gradually ease back into their regular schedule. Offering these accommodations helps employees manage their grief without the pressure of immediately returning to full capacity.
Grief can also resurface unexpectedly, especially around anniversaries or other significant dates. Companies can support employees by allowing intermittent leave or offering practical adjustments like reduced hours or remote work options during these times.
Provide access to mental health resources
Employee Assistance Programs (EAPs) can be a vital lifeline for employees, offering professional counseling and support during difficult times. But simply having these resources in place isn’t enough—employees need to be aware of them and feel comfortable using them. Regularly communicating about the mental health support available and actively encouraging its use can help break down the stigma around seeking help.
HR leaders and managers can work to create an environment where employees feel safe and supported when accessing these resources. This might include holding private check-ins to remind employees about the support options available, sharing success stories from those who’ve benefited from these services, and ensuring confidential and easily accessible pathways for employees to seek help when needed.
Train managers to offer support with empathy
Managers play a critical role in supporting grieving employees, often being the first point of contact. To offer meaningful support, they must be equipped with the skills to approach these situations with empathy and care. Training managers to hold open, non-judgmental conversations about grief can make a difference for employees going through such a difficult time.
Managers must understand that grieving employees may not always know what they need or how to ask for it. Being proactive is key—rather than waiting for employees to reach out, managers can offer specific forms of assistance. For example, they could clear non-essential meetings from the employee’s calendar or schedule time to discuss adjustments to their workload based on the employee’s evolving needs.
Regular check-ins are also important, as grief is not a linear process, and employees may require different levels of support over time. Manager training must also address how to approach sensitive conversations about suicide and grief with understanding and compassion, ensuring employees feel acknowledged and supported throughout their journey.
Organizational steps for HR and managers to support suicide grief
Beyond the individual level, HR leaders and managers can also make organizational changes to better support employees grieving suicide.
Create a grief support policy specific to suicide loss
Developing a grief support policy tailored to suicide loss is a critical step for any organization. This policy should offer flexible bereavement leave options, access to mental health resources, and clear guidelines on supporting grieving employees effectively.
A thoughtful leave policy could provide extended or staggered leave options, remote work opportunities, or reduced hours, recognizing that grief from suicide can be unpredictable and may require additional accommodations.
A well-constructed policy not only offers immediate support in the wake of a suicide, but also signals to employees that the organization is prepared to handle these situations with empathy and care.
Enhance mental health benefits
Organizations can consider enhancing their mental health benefits to support employees grieving suicide. This might include expanding additional coverage for therapy sessions, providing access to grief counseling, or offering workshops on mental health and wellness.
Partnering with mental health providers like Spring Health can further elevate the available support, offering employees comprehensive, accessible care when they need it most.
Foster a culture of empathy and understanding
HR leaders and managers are instrumental in creating a compassionate workplace culture. By openly discussing mental health and leading with empathy, they set the tone for how employees are supported through difficult times, including the loss of a loved one to suicide.
Creating spaces where employees feel comfortable discussing sensitive topics can help build trust and reduce stigma. Initiatives like hosting workshops, offering support groups, or incorporating mental health check-ins can cultivate a culture of understanding and care.
Engage in suicide prevention initiatives
Organizations can take a proactive role in suicide prevention by participating in events like World Suicide Prevention Day. Hosting awareness campaigns, training sessions, and seminars on recognizing and responding to signs of suicidal ideation can help foster a workplace where employees feel empowered to support each other.
Encouraging participation in suicide prevention walks, fundraising events, or volunteering opportunities can also help raise awareness of the issue and promote a culture of care. By actively engaging in suicide prevention efforts, organizations show their commitment to employee well-being and help create a workplace that values mental health and supports those in need.
Continue exploring how you can support your team through grief and create a compassionate workplace where they feel valued and understood.
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