September is Suicide Prevention Month and research shows that talking about suicide saves lives. But, if you’re going to share something personal and difficult about how you feel, you need to feel safe in doing so.

In this article we wanted to bring you guidance and support to help with some of those difficult conversations. Lets face it, this is not a conversation we want to have at work, but sadly, increasing number of us are feeling low and need that support at work. We are bringing this guidance based on our experience, accredited Mental Health First Aid and Samaritans crisis prevention training.

Often we can spend so long worrying about what to say or how we will react that the conversation doesn’t take place when it needs to or we forget to create that safe space for someone to open up.

Support starts with awareness

  • Awareness of yourself – Are you in the right headspace to give someone time and empathy without it overwhelming you? Before I start a difficult chat, I pause to acknowledge my own emotions and remind myself to stay curious rather than reactive
  • Awareness of the environment – Is the setting calm, private, confidential, or would a walk outside feel safer than a glass-walled office? I’ll never forget a past manager taking me for a calm walk when I was struggling – walking side by side created a sense of ease that encouraged sharing
  • Awareness of the person – What barriers might they face, personality preferences, past experiences, cultural stigma, trust concerns. Are they showing signs of risk? When I am unsure of how to approach someone at work I let them choose what works for them “Would it help to chat here over Teams or take a walk?”

For me, feeling safe to share involves:

  • Someone showing me genuine concern
  • Not being judged
  • No pressure to speak or come up with solutions
  • Trust and confidentiality

By creating these conditions, we open the door for honest conversations that can save lives.

Next comes communication 

Talking about suicide is never an easy conversation and you’re not alone if the topic fills you with dread or if you’d feel uncomfortable asking someone at work if they’re having suicidal thoughts. When I deliver training on suicide prevention, we explore the emotions that come up and acknowledge the stigma surrounding these discussions. The more we talk, the more opportunities people have to share their feelings and access help when they’re ready.

Here are a few communication strategies to help someone feel safe to open up:

  • Notice and invite: Start with what you’ve observed: “I’ve noticed you’ve seemed quieter this week. How are you doing?”
  • Use open-ended questions to encourage deeper sharing: “What’s been on your mind lately?”
  • Validate and normalise to acknowledge their experience: “It makes sense you’d feel overwhelmed—you’ve had a lot on your plate.”
  • Share your intention to be clear about why you’re asking: “I’m checking in because I care and want to support you.”
  • Respect their pace to remove pressure for solutions: “We don’t have to fix anything right now—I’m here to listen.”
  • Assure confidentiality to build trust: “This conversation stays between us unless we both feel you are unsafe or you’d like help finding more support.”

Creating safety isn’t about perfect words, it’s about showing genuine care, empathy, and respect for the other person’s pace.

Taking action – what do we do if we think someone is having thoughts of suicide?

1. Ask the Question – Are you having thoughts of suicide?

  • Use clear, compassionate language
  • Be direct without judgement
  • Give them space to answer honestly (they may never have been asked this question, so this is an opportunity to be heard)

2. Reassure and instil hope – Once they’ve opened up, let them know they’re not alone. I’ll never forget a colleague saying that they instantly felt stupid and guilty after sharing their thoughts of suicide and the fact that the person didn’t check in again or reassure them it was OK made this worse.

  • “I’m really glad you told me this.”
  • “It takes courage to share how you’re feeling.”
  • “There is help, and recovery is possible.”

3. Signpost to Support – Find out what your safeguarding process is at work. Help the person to connect with resources, both inside and outside work. Examples could include:

  • Internal: Line manager, HR, Mental Health First Aider, Occupational Health, Employee Assistance Programme
  • External: Samaritans (116123), Shout Textline (85258), Mind, CALM, NHS self-help, local crisis helplines

4. Check In and Follow Up – Showing up matters more than a single conversation.

  • Schedule short, regular check-ins (“How are you today?”)
  • Remind them you’re not there to fix everything but to listen
  • Celebrate small steps and progress

Taking action isn’t about having all the answers, it’s about offering presence, empathy, and practical support.