An average employee suffers from a range of stresses which may increase the risk factors for suicide, such as
A lack of attention to worker mental health and job stress can be a costly proposition
Reduced productivity levels
Suicide ideation and suicide attempt
Increased absenteeism - short and long term disability days
Increased disability claims
Lack of job satisfaction
Increased employee turnover
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This study shows suicide cost and return on investment on suicide prevention strategy. For every AU $1 invested there is a return of AU $4.60, representing a positive economic investment of public funds.
The average cost associated with an incident involving a short-term absence is estimated to cost AU $925; each self-harm incident resulting in full incapacity is estimated to cost AU $2.78 million; and each suicide incident resulting in a fatality is estimated to cost AU $2.14 million. The key cost driver in both full incapacity cases and a fatality is lost income (and taxes), and, for full incapacity only, the additional cost of welfare payments. Given the average age of each suicide is 37.7 years in NSW, this equates to a loss of 27.3 years (65 years − 37.7 years) in potential productive employment.
Proactive efforts to prevent suicide can have a higher return on investment as good mental health leads to :
Good job performance
Reduced labour turnover
QPR training helps
A study reported that 55% of the participants exhibited acceptable gatekeeper skills after a 1-hour QPR gatekeeper training. Despite the training’s focus on education and awareness, 50% of the sample demonstrated the ability to use QPR. During a follow-up post 6 weeks after training, participants mentioned having discussions with coworkers, family and friends about the GKT and suicide prevention. 90% thought about what they learned since the training, 88% reported feeling more aware of the risk factors and over 50% identified themselves as ‘gatekeepers’
Promoting employee mental wellbeing will reduce the risk of sucide ideation among them
Economic Studies for Mental Health Promotion and Mental Illness Prevention in the Works lace Sector
McDaid, King and Parsonage (2011)
Workplace screening for depression and anxiety—Employees completed a screening questionnaire. accompanied by case management for those identified. Employees identified were offered six sessions of CBT over 12 weeks.
Simulation model showed a cost savings in a 500-employee business of £19,700 (CA$31,155), mostly due to reduced presenteeism and absenteeism.
McDaid et al. (2011)
Promoting well-being in the workplace—Multi-component health promotion intervention was comprised of information and advice, a health risk appraisal questionnaire, a web portal, wellness literature. and seminars and workshops.
Simulation model compared these interventions to no action and found an ROI of 9 to 1 in year one for a 500-employee organization.