Free PDF Download of HR Initial Response Checklist for Suicide Risk Signs (For HR Personnel)

The employee “ I want to die ”, “ I want to disappear ”, “ I can't hold out any longer ” If you receive a report that something like that was said HR Rather than judging the truth or intention of a statement on one's own A procedure to check current safety and connect you to appropriate assistance You must start it first. .

To ensure that HR personnel can thoroughly check crisis signal identification, initial response, manager interviews, internal reporting, coordination with external agencies, and follow-up records Suicide Risk Signs HR Initial Response Checklist PDF I have prepared.

World Health Organization (WHO) It is advised that it is important to establish support systems and crisis response procedures in advance to respond to suicide risk signals in the workplace.

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In the attached file "Suicide Risk Signs HR Initial Response Checklist (For HR Staff)" Download the PDF and adapt it to your organization's crisis response procedures.

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Contents included in this material

Data organization	Things to check
Suicide Risk Warning Signs Checklist	Direct or implicit expressions, behavioral changes, loss of contact, situational risk factors
Situation requiring immediate response	Mention of specific plans, inability to confirm safety, sudden behavioral changes
HR Initial Response Sequence	Safety verification, internal reporting, connection with external agencies, handover, and record-keeping
Precautions for Manager Interviews	Expressions to avoid and recommended phrases focused on safety verification
Internal/External Linkage Record Section	Person in charge, time of contact, connecting agency, handover result
Follow-up Action Checklist	Work reassignment, follow-up contact, consultation guidance, manager/team support
EAP Crisis Intervention Guide	Criteria for Counseling and Organizational Recovery Support After Emergency Response

This data is not a test intended to score employees' suicide risk or for medical diagnosis. It is based on verified statements and behaviors. Whether immediate safety verification is required, who to report to, and which agency to contact This is practical material for checking.

How to use a checklist

Enter the internal crisis response manager and internal reporting order in advance.
When a danger signal is reported, actual statements and actions are recorded based on facts.
Check if you are currently available to be contacted and if you are in a safe place.
Record the results of connecting internal personnel with external agencies and the handover.
Check work adjustments, consultation guidance, and the next re-inspection schedule.

It is recommended to coordinate the person in charge, contact information, and reporting scope in advance, in accordance with the organization's personal information management standards and crisis response procedures.

We do not take the following signals lightly.

Direct expressions such as “I want to die,” “I want to disappear,” and “I want to end this now.”
Implicit expressions such as “It would be better if I disappeared” or “I can’t hold out any longer”
When mentioning specific plans, timing, or locations
If contact is lost or they do not show up for work following a dangerous remark
When behaviors suggesting tidying up the surroundings or saying goodbye appear
Cases where extreme despair, anger, anxiety, or intoxication occurs together
In cases where dangerous remarks are made following a serious event such as harassment, disciplinary action, dismissal, accident, or death

Even if a remark sounds like a joke or the person involved later says they are "okay," if a danger signal is identified, it is necessary to verify current safety and record the confirmed facts and the response.

The role of HR is not to determine the level of risk, but Checking the current status and connecting to ensure necessary support is not cut off no see.

HR Manager Initial Response Sequence

1. Check current availability for contact.

We verify when, where, and how the dangerous remarks were conveyed and attempt to contact the party involved.

2. Personally verify if the current situation is safe.

Without interrogating or judging, I ask briefly and calmly as follows.

Are you alone right now?

Are you currently in a safe place?

“Are you thinking of harming yourself right now, or are you in a situation where you need help immediately?”

There is guidance stating that directly asking about suicidal thoughts does not create new thoughts or increase the risk. However, rather than attempting to conduct a clinical risk assessment, HR The role of identifying whether immediate help is needed and connecting to professional support. You need to focus on.

3. Do not leave alone if immediate danger is suspected.

If specific plans or measures have been mentioned, if safety cannot be confirmed, or if contact has been lost, we only provide guidance on scheduling an EAP session and do not terminate the response.

Activate internal emergency response procedures, and if necessary 112, 119, or the suicide prevention hotline 109 Connects to agencies capable of immediate intervention.

The Ministry of Health and Welfare's suicide prevention hotline 109 operates 24 hours a day I am doing it.

4. We share information only with the personnel necessary for the response.

We share minimal information only with those necessary for the actual response, such as HR, health managers, and in-house crisis response personnel.

The specific scope of sharing must be reviewed in accordance with the organization's crisis response procedures, personal information management standards, and relevant laws. Access to information is also restricted to prevent rumors from spreading or leading to disadvantages in performance evaluations.

5. Verify the connection until the handover is safe.

Verify whether the person who can actually provide help, such as a family member, guardian, emergency service, or professional counseling agency, has taken over the situation.

We only provide contact information and do not terminate the response; we record the handover time and results to the extent possible.

6. Record statements and actions based on facts.

We do not record the person in charge’s interpretation or diagnosis, such as “appears to have severe depression” or “appears to be attention-seeking behavior.”

The details actually verified are recorded as follows.

After leaving a message on the team messenger at 3:20 PM stating "I can't hold out any longer," the manager and HR attempted to contact the individual as they could not be reached.

7. We will review follow-up support after ensuring safety.

Once the immediate risk has decreased, we review the schedule for EAP counseling, health manager consultations, medical facility referrals, rest, work adjustments, return-to-work support, and reassessment.

Precautions for Manager Interviews

Expressions to avoid	Recommended expressions
You're joking, right?	I will not take those words lightly.
Everyone is having a hard time.	The priority right now is to verify if it is currently safe.
It depends on your mindset.	We will check together for the help you need right now.
It’s not because of work, is it?	Could you tell me what situation has been the most difficult for you recently?
I'll keep it a secret.	It can be shared minimally with the necessary personnel for safety.
Please apply for EAP counseling first.	We will verify your safety first and then connect you with the necessary support.

Managers do not assume the role of counselor or therapist. Rather than evaluating problems or persuading others, they should focus on listening calmly, verifying current safety, and connecting with HR and professional support systems.

Content to be recorded when linking internal and external

Time and path where the danger signal was first detected
Actual statements or confirmed actions
Current contact availability and location verification results
Whether you are alone or have someone with you
Internal reporting officer and reporting time
Time of contact with the connected external agency
Time of handover to guardian or supporter and result
Information on follow-up support for EAP, medical institutions, etc.
Work adjustments or break measures
Scheduled date for next contact and re-inspection

Sensitive information must be recorded only to the minimum extent necessary for crisis response and support, and access permissions must be restricted.

EAP supports recovery after safety is secured.

EAP can be utilized for psychological counseling, return-to-work support, manager coaching, peer support, and post-crisis organizational stabilization for employees identified as having suicidal risk signs.

However, in situations where an immediate risk of self-harm is suspected, EAP cannot replace emergency rescue or emergency response. Prioritize ensuring safety and connecting with specialized agencies, then link EAP during the counseling and recovery support phases. It is appropriate to do so.

Precautions when using checklists

The suicide risk is not determined by the number of checked items.
We do not assume that risky remarks are jokes or actions intended to attract attention.
HR or managers do not attempt to provide counseling, diagnosis, or treatment on their own.
We do not send only the EAP counseling link without verifying its safety.
We do not promise unconditional confidentiality to the parties involved.
If immediate danger is suspected, prioritize ensuring safety and making an emergency connection over keeping records.
Even after ensuring safety, we confirm work coordination and follow-up contact schedules.

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Ability to check suicide risk signals, HR initial response sequence, manager interview transcripts, internal and external linkage records, and follow-up actions all at once PDF Checklist for HR Managers no see.

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Frequently Asked Questions

Q1. If an employee says, “I just said it casually,” can I stop responding?

If remarks or behaviors suggesting danger are identified, it is advisable to verify the individual's current safety and available support resources, even if they claim to be fine.

Rather than HR judging the veracity of statements, confirmed facts and actions taken should be recorded and linked to necessary support.

Q2. Isn't it actually dangerous to ask about suicide directly?

There is no evidence that calmly and directly asking about suicidal thoughts creates new suicidal thoughts or increases the risk.

However, HR does not conduct professional risk assessments; instead, it plays the role of verifying whether there are current thoughts of self-harm and whether immediate help is needed, and connecting the individual to a specialized agency.

Q3. What should I do if they tell me not to tell anyone?

General consultation content and health information must be managed in accordance with the principles of confidentiality and personal information protection.

However, in cases where immediate danger to life or physical safety is suspected, minimal information may be shared with the personnel or organizations necessary for the actual response, in accordance with internal crisis response standards and relevant laws.

It is important not to promise unconditional confidentiality from the start.

Q4. Should I connect with EAP counseling first, even in emergency situations?

No. If immediate danger is suspected, you must prioritize ensuring safety and connecting with emergency rescue and specialized agencies.

Once safety is secured, EAP connects to a role that supports counseling, return-to-work support, manager coaching, and organizational recovery.

If you need to establish standards for responding to suicide risk signals within the organization, manager training, and a system for crisis intervention and post-crisis recovery support, Nut GEAP Emergency Crisis Intervention Service Please check it out.

In cases where it is necessary to implement EAP operations and a counseling system throughout the entire organization Nudge EAP Implementation Consultation You can review support measures tailored to your organization's situation through this.

👉 Go to Nudge EAP Emergency Crisis Intervention Service →

👉 Go to Nudge EAP Implementation Consultation →

Source and Information

This content and attached checklist are intended to provide general information and verify an organization's initial response. They do not replace the assessment, diagnosis, or treatment of suicide risk, and in cases where immediate risk is suspected, emergency rescue and referral to a professional agency should be prioritized over documentation or scheduling EAP counseling.

Suicide Prevention & Mental Health