Beware of global workplace narrative on suicide, says Everywhen

With World Suicide Prevention Day taking place on Wednesday 10 September 2025, Everywhen is warning companies with overseas employees to be wary of how they communicate the issues.

The theme of this year’s World Suicide Prevention Day is ‘Changing the narrative on suicide’, which aims to inspire open and honest discussions about suicide. While Everywhen is fully behind this endeavour, it is advising employers with overseas employees to think carefully about the language they use when communicating support in certain regions.

Sarah Dennis, head of international at Everywhen explains: “Suicide is looked upon in very different ways in different countries. In some cultures and religions it is still viewed as a crime and an unforgiveable act. If we are to support employees with suicide prevention then it is vital that we take a very considered approach.”

Suicide is a criminal offence in 25 countries, including Kenya, the Maldives, Saudi Arabia and the UAE. Punishments for attempted suicide include fines and imprisonment. Wider impacts include shame being brought upon the family and individuals being ostracised rather than helped.

Everywhen recommends promoting ‘resilience’ and ‘positive emotional wellbeing’ when putting support in place with suicide prevention in mind. Even talking about mental ill health itself can be difficult in some countries, with mental health issues being seen as a sign of weakness or failure.

World Health Organisation figures show that the highest suicide rate in the world is in Lesotho in Africa, followed by the Republic of Korea and Eswatini in Southern Africa. These see over 27 deaths by suicide in 100,000 people each year. The worldwide figure is 9.2 deaths per 100,000 people. In reality, however, the figures are likely to be far higher as suicide rates are often underreported due to associated social stigma, cultural and legal concerns.

Training and education are an important part of suicide prevention. It is advised, however, that employers approach this differently in different parts of the world. In western countries, it is appropriate to facilitate workshops and training for employees on recognising the signs of mental health issues and suicidal thoughts. In other countries, however, engagement is likely to be higher if training is angled more towards resilience and looking after emotional wellbeing. Mental Health First Aiders can help but these may be better referred to as resilience supporters, for example, in some countries.

Employers can help more generally without getting into the semantics of mental health and suicide. This support may come in terms of providing support, such as line-manager training, options for flexible working arrangements, time off for dealing with outside pressures, wellbeing days and global employee assistance programmes (EAPs). Services providing counselling can be extremely helpful but it is vital that this can be accessed anonymously and discreetly, and that it’s made clear that any calls will be confidential.

Sarah Dennis concludes: “We are not suggesting that employers shy away from talking openly about mental health and suicide. Indeed, it is vital to encourage a culture where employees feel safe to discuss their mental health without fear of stigma, but the support offered needs to be communicated in a way that is appropriate to the country in which the employee is based.”