All work-related suicide should be HSE investigated
Every work-related suicide should be investigated by the Health and Safety Executive, experts have said, in the wake of the death of a head teacher.
Ruth Perry took her own life on 8 January 2023. She was the headteacher of Caversham Primary School in Reading, England, and, six weeks earlier, her school had been inspected by the Office for Standards in Education, Children's Services and Skills (Ofsted). The previous assessment, which had graded the school as “outstanding,” was downgraded to “Inadequate,” and Perry’s family believes that the associated stress led to her suicide.
Writing in the British Medical Journal about the case, the authors said that, whenever events at someone’s work seem to be linked to their suicide, it is reasonable to expect that everyone involved will want to find out what happened and how a similar event can be prevented from happening again. Yet, even though the link between adverse working conditions and suicide is well established, regulations requiring reporting of work-related deaths to the Health and Safety Executive in Great Britain specifically exclude suicides. This is different from many other countries. In France, for example, if there is even a suggestion of a link between suicide and working conditions, the burden of proof falls on the employer to show otherwise.
The BMJ argues the HSE should investigate every work-related suicide, in whichever sector they occur, and ensure that work-related suicides are subject to the same requirements for reporting and prevention as other occupational deaths. It should also launch an immediate inquiry into work-related stress in the education sector.
A spokesman for the HSE said work-related suicide could not be reported to it under existing regulations. They said:
"Our thoughts are with everyone who knew Ruth Perry. A coroner can refer a case to HSE if they consider there is an ongoing risk to others."
Suicides in the workplace are not RIDDOR reportable as the regulations only require you to report a death from a workplace accident.
The HSE does, however, offer guidance for dealing with suicide in the workplace. As an employer, there are things you can do to reduce the risk of work contributing to the causes of suicide. Suicide is a major cause of premature death in Great Britain. However, most suicides are preventable with appropriate interventions.
Many suicides are impulsive moments of crisis associated with significant life events. For example, people struggling with isolation, relationship breakdown, financial problems or work pressures. It can also be linked to pre-existing mental health conditions.
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.
Manage the risk
You should prevent or reduce stress caused by work factors. But also be aware of the impact of non-work factors and, where possible, try to help people through these. You could for example:
- Be flexible with working hours.
- Allow workers time for counselling or medical appointments.
- Allow them time to get other advice, for example from solicitors.
- Direct workers to appropriate help, for example from their GP or an employee assistance programme (EAP).
- Identify other sources of potential help.
Promote good mental health in your workplace, talk about mental health and stress within teams. This will help reduce or remove any stigma attached to mental health issues and provide a more supportive, understanding environment. Keep in touch with workers who are homeworking.
Tackle potential mental health triggers such as bullying, harassment and discrimination. Consider the impact of change, redundancies and job security.
Consider things happening at work that are likely to be additionally stressful for workers, for example:
- Change, no matter how small.
- Reorganisation, especially if this may lead to job losses.
- Disciplinary action.
If you manage someone with pre-existing issues, for example a mental health condition, ask them how you can support them. Ask how you can help if they start to exhibit symptoms, for example give them time, put them in a separate room or call a named person.
Restrict or control access to items which can be used by someone with suicidal thoughts, for example drugs or anaesthetics, pesticides and weapons.
Support workers who may be suicidal
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.
Signs that someone is struggling include:
- Ups and downs in their mood;
- Not wanting to mix socially anymore;
- Changes to their routine, like sleeping or eating;
- Seeming flat or low on energy;
- Neglecting themselves, showering less, or caring less about their personal appearance;
- Making reckless or rash decisions;
- Increased alcohol or drug abuse;
- Being more angry or irritable than usual;
- Talking about suicide or wanting to die in a vague or joking way;
- Giving away their possessions; and
- Saying goodbye to people as if they won’t see them again.
This list was adapted from the CALM website.
Support workers after an incident
If someone takes their own life, you should consider the impact on their colleagues, particularly if the suicide happens at work. Support your staff, give them the opportunity to seek help through your EAP, occupational health provider or counselling and to talk about what has happened.
Check that other workers are not feeling the same or under pressure. Make staff aware of the support available if they are having similar thoughts. Use the event as an opportunity to review your risk assessment for work-related stress and mental health. Managers, directors, owners, CEOs etc are also employees. Look after them (and yourself) too.
International Workplace's IOSH Managing Occupational Health and Wellbeing course is suitable for managers and supervisors working in any sector and for any organisation. It's designed to provide them with the tools and techniques to improve health and wellbeing in the organisation. The course focuses on the health in health and safety and provides an in-depth look at how managers can ensure the wellbeing of their staff, regardless of whether H&S is part of their remit. Find out more here.
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