Suicide prevention: Why setting the standard matters

21 October 2025

By Lorna Feeney, Mental Health and Wellbeing Practice Leader at Marsh.

Following June's webinar where Nick O'Reilly (Restructuring and Recovery Director at MHA), Alistair Schuberth (Risk Partner, Marsh Corporate, UK), and I explored Navigating Psychological Health: Duty of Care in Business and Insolvency, I wanted to follow up by focusing on a critical development in workplace mental health - the new British Standards Institution’s (BSI) BS 30480 standard on suicide prevention. This standard represents a significant step forward in how organisations can proactively manage mental health risks and respond effectively to crises.

In today’s fast-evolving work environment, mental health challenges are increasingly recognised as critical issues that employers must address proactively. Among these challenges, suicide prevention is emerging as a vital area of focus - not only because of its profound human impact but also due to growing regulatory attention and evolving best practices. The BSI’s forthcoming BS 30480 standard, dedicated to suicide awareness and prevention in the workplace, marks a significant step forward in helping organisations manage this complex risk. But beyond suicide prevention alone, implementing a structured framework for crisis management can equip employers to respond effectively to a range of workplace emergencies - from traumatic accidents and violence to exposure to hazardous substances and health risks.

Why Suicide Prevention Needs to Be Part of Risk Management

The Health and Safety Executive (HSE) has been intensifying its efforts to tackle mental health risks at work, recognising that poor mental health is a leading cause of work-related ill health. Recent data reveals that approximately 1.7 million UK workers suffered from work-related ill health in 2023-24, with stress, anxiety, and depression accounting for nearly half of these cases*. However, these figures do not fully capture the impact of suicide linked to work-related stressors, partly because suicides are not currently reportable under RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations). This gap means the true scale of the problem may be underestimated.

The HSE acknowledges the complexity of linking suicide directly to workplace factors, given the multifaceted and often subjective nature of mental health. Nonetheless, it emphasises that psychosocial risks such as bullying, job insecurity, discrimination, and excessive work stress can contribute to suicidal ideation. Employers have a duty of care to safeguard not only the physical but also the mental wellbeing of their workforce, making suicide prevention an integral part of health and safety management.

Introducing BS 30480: A New Benchmark for Suicide Prevention

In response to this need, the BSI has developed BS 30480, the UK’s first workplace standard focused exclusively on suicide prevention. Expected to be published November 2025, this standard offers comprehensive guidance for organisations to plan, respond to, and support individuals affected by suicide. It includes practical toolkits for managers and HR teams, outlines warning signs and risk factors, and provides advice on compassionate intervention and postvention support.

Importantly, BS 30480 is designed to be freely accessible, enabling organisations of all sizes and sectors to implement systematic and appropriate measures. It also highlights when specialist support should be sought, ensuring that employers are not left to navigate these sensitive issues alone.

From Reactive to Proactive: The Case for a Structured Crisis Framework

While suicide prevention is a critical focus, the principles underpinning BS 30480 can - and should - be extended to other workplace crises. Too often, employers find themselves reacting to traumatic events such as serious accidents, workplace violence, or exposure to toxic substances without a clear, rehearsed plan. This reactive approach can exacerbate the impact on employees’ mental and physical health and create confusion about roles and responsibilities during emergencies.

A well-designed crisis management framework, incorporating suicide prevention protocols, equips organisations to respond swiftly and effectively to any critical incident. Key personnel are trained and aware of their roles, communication channels are established, and support mechanisms are in place to assist affected employees. This preparedness not only mitigates harm but also fosters a culture of care and resilience.

Bridging the Confidence Gap in Mental Health Conversations

One of the challenges that remains is the reluctance of employees to discuss suicidal thoughts openly at work. Surveys show that while many workers want to support colleagues in distress, they often lack the confidence or skills to do so. Misconceptions - such as the fear that asking about suicide might “put the idea in someone’s head” - persist despite evidence to the contrary.

This underscores the importance of training and awareness-raising as part of any suicide prevention framework. Mental health champions, managers, and HR professionals need clear guidance and practical tools to recognise warning signs and intervene appropriately. BS 30480’s toolkits and resources will be invaluable in building this capability.

Integrating Mental Health and Safety for Holistic Wellbeing

The evolving regulatory landscape reflects a broader shift towards integrating mental health into traditional health and safety management. The HSE’s increased focus on stress management inspections and its willingness to investigate suicides “in appropriate cases” signal that mental health risks are no longer peripheral concerns but central to workplace safety.

Employers should therefore view suicide prevention frameworks not as standalone initiatives but as part of a holistic approach to employee wellbeing. This includes regular risk assessments that consider psychosocial hazards, clear policies and procedures, and ongoing training and support.

Looking Ahead: Preparing for the Future

As BS 30480 becomes available, organisations have a timely opportunity to review and enhance their mental health and crisis management strategies. Implementing a suicide prevention framework aligned with this standard will help employers meet their duty of care, comply with emerging best practices, and most importantly, protect their people.

Moreover, by embedding these principles into a broader crisis management plan, organisations can ensure they are prepared for a range of challenging situations - whether it’s supporting someone after witnessing a traumatic event, managing the aftermath of workplace violence, or responding to chemical exposure incidents.

In an era where employee wellbeing is rightly gaining prominence, proactive, structured, and compassionate crisis management is not just good practice - it is essential.

*Work-related ill health and occupational disease in Great Britain - HSE

About Marsh

Working with Marsh’s Restructuring and Recovery Practice, enables insolvency professionals to benefit from risk management and insurance expertise spanning a wide range of industry sectors and risk types. Marsh, is a business of Marsh McLennan (NYSE: MMC), is the world’s top insurance broker and risk advisor. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businesses: Marsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of over $24 billion and more than 90,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit marsh.com, or follow on LinkedIn and X.