World Suicide Prevention Day – Understanding global risk factors can help save lives
This World Suicide Prevention Day, 10 September 2026, the international experts at Everywhen are urging employers to recognise the complex factors that contribute to suicide, and to strengthen prevention efforts for employees worldwide.
More than 720,000 people die by suicide each year, and suicide is the third leading cause of death among people aged 15 to 29. Approximately 73% of global suicide deaths occur in low- and middle-income countries, underscoring the need for prevention strategies that are accessible, culturally appropriate and supported across health and social systems.1
Sarah Dennis, head of international at Everywhen, says: “Mental health support needs to be provided to everyone, but when employers are aware of higher-risk groups, in certain locations, sectors and demographics, this can help them make sure they offer the most appropriate options, and it can help them work out how best to communicate the benefits. This can range from support over the phone or in-person to in-patient stays. Communication of support needs to be regular, and employees need to know that it’s confidential.”
Prevention of escalation
When someone is in imminent danger, they should be referred to the emergency services. However, employers can provide valuable support aimed at improving and maintaining mental health to help prevent issues from escalating in the first place.
Pay particular attention to overseas workers’ vulnerabilities
Employers of overseas staff can play a significant role in supporting mental wellbeing. This is particularly necessary because employees working abroad may face isolation, language barriers, financial pressure, visa or job insecurity, separation from family, discrimination, and difficulty accessing healthcare. The World Health Organisation (WHO) identifies job insecurity, discrimination, excessive workloads, lack of support and isolation as workplace mental-health risks.2
There are certain steps that employers of overseas staff can take:
- Provide clear details of the post, including accommodation and healthcare plans, before the assignment begins
- Provide confidential ways to raise concerns
- Monitor workplace pressures that can contribute to crisis – review hours and ensure workloads are manageable
- Make professional help genuinely accessible – provide a Global Employee Assistance Programme or equivalent counselling service with clear and easy access and confidentiality
- Build connection, such as buddy or mentor schemes, social activities and reasonable flexibility for important family events and communications
” The additional pressures associated with an overseas assignment should be balanced with additional support.“
Sarah Dennis, head of international at Everywhen
Stigma and taboo
There is stigma surrounding mental health issues in many countries and it is taboo in many societies to openly discuss them. Only a few countries have included suicide prevention among their health priorities and only 38 countries report having a national suicide prevention strategy.1 Indeed, some countries do not even recognise the term ‘mental health’, so it is even more of a challenge for employers to encourage take-up of support in those areas, but arguably even more vital.
Sarah Dennis concludes: “Understanding stress factors is an important part of any wellbeing programme but this is particularly so in supporting employees who work overseas. The additional pressures associated with an overseas assignment should be balanced with additional support.”
Crisis Support
Anyone in immediate danger or concerned about someone else should contact local emergency services or go to the nearest emergency department.
- United States: Call or text 988 for the Suicide & Crisis Lifeline.
- United Kingdom and Republic of Ireland: Call Samaritans free on 116 123.
- Elsewhere: Contact the local emergency number or a national crisis service.
