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Suicide Prevention & Mental Health

Managerial Reporting and Coordination Procedures When an Employee Expresses Crisis
2026.08.06 11:25
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Suicide Prevention, Mental Health, Manager Reporting, and Referral Guide

Managerial Reporting and Coordination Procedures When an Employee Expresses Crisis

When an employee expresses a crisis, the procedure for reporting to and coordinating with managers is not a โ€œmethod of providing good counseling,โ€ but, A procedure to connect you with necessary help without missing any risks. Managers should not attempt to diagnose or persuade employees, but rather verify the current safety status, report to HR and crisis response personnel to the extent necessary, and then, depending on the situation, connect to external channels such as 109, 119, or 112.
The most important point in this article
A manager is not someone who solves problems
I am a person who creates safety checks and connection flows.
Crisis Expression Verification โ†’ Safety Verification โ†’ Reporting โ†’ External Collaboration โ†’ Documentation โ†’ Post-verification

short answer

If an employee makes remarks implying suicide or self-harm, such as โ€œI want to die,โ€ โ€œI want to disappear,โ€ โ€œI canโ€™t bear it anymore,โ€ or โ€œI want to wrap everything up,โ€ it is advisable for managers not to dismiss this as merely a simple expression of emotion.
The first thing to check is Is it safe now? You must verify whether the employee is alone, if there is an immediate risk of self-harm, and if their physical condition or location is safe. If immediate danger is suspected, rather than general counseling guidance or in-house EAP guidance 119, 112, Suicide Prevention Hotline 109 Emergency routes take priority.
Managers should not evaluate employees' statements or dismiss them by saying, "That is difficult for anyone." Furthermore, rather than promising not to tell anyone, it is better to inform them that the information may be shared with HR or a designated crisis response officer to the minimum extent necessary to ensure safety.
The key point is Confirm crisis expression โ†’ Verify current safety โ†’ Do not leave alone โ†’ Report to designated person in charge โ†’ Connect with external crisis resources โ†’ Record minimum facts โ†’ Post-crisis verification It is to create a flow.

When will it be applied?

When an employee expresses a crisis, procedures for reporting to and coordinating with a manager are required in the following situations.
Direct expressions of suicide or self-harm
Whether direct expressions such as โ€œI want to dieโ€ or โ€œI want to harm myselfโ€
Indirect expression of crisis
Whether expressions of despair such as โ€œI want to end it allโ€ or โ€œIt would be better if I disappearedโ€
An unusual farewell expression
Whether there are changes such as sudden tidying up, farewells, or organizing surrounding items
Expression of severe anxiety, panic, and helplessness
Whether safety verification takes precedence over work performance
Rapid withdrawal after reporting an accident, disciplinary action, or harassment
Whether psychological risk signals have increased since the incident
Crisis remarks made during manager meeting
Decide whether to continue the interview or report and coordinate immediately.
Received expressions of crisis via messenger or email
Check the employee's current location and availability.
A colleague conveys a danger signal
Verify the reported details to the minimum extent and share with the person in charge.
Even if the wording of the crisis is ambiguous, it is advisable for a manager to first determine if "a safety check is currently required" rather than closing the call based on a unilateral judgment. Immediate response may be necessary, particularly if the possibility of suicide or self-harm is directly mentioned, or if there is a risk of being out of contact, intoxication, extreme agitation, or violence.

What managers and HR personnel need to do

STEP 01

1. We do not take expressions of crisis lightly.

When an employee expresses a sense of crisis, the first reaction to avoid is dismissing it by thinking, "They probably just said that because they are having a hard time."
Of course, not all expressions of crisis may imply an immediate risk of self-harm. However, since managers are not clinical judges, rather than attempting to determine the sincerity of the expression Signal requiring safety verification It is best to accept it as such.
For example, it is advisable not to overlook expressions like the following without recording them in an interview or reporting them.
direct expression
โ€œI want to die,โ€ โ€œI feel like Iโ€™m going to harm myselfโ€
Immediate safety verification and emergency coordination review
indirect expression
โ€œI just want to disappear,โ€ โ€œI want to end everythingโ€
Check current safety and whether they are alone
Expression of despair
โ€œI canโ€™t hold out any longer,โ€ โ€œIt has no meaning.โ€
Prioritize connecting with help over emotional assessment
Farewell expression
โ€œThank you for everything,โ€ โ€œIโ€™m going to wrap things up now.โ€
Check for sudden changes
Behavioral change
Loss of contact, absenteeism, extreme withdrawal
Share the situation with HR or a designated person.
At this stage, the manager's role is not to present a solution, but to ensure that risks are not overlooked and to lead to the next connection.
STEP 02

2. Check the current safety status.

If you hear a crisis expression, you should first verify the current situation. It is better to keep questions short and clear rather than making them too complex.
For example, you can ask as follows.
Are you alone right now?
Do you feel that there is a risk of harming yourself right now?
Could you let me know your current location?
Would it be okay if I connected you with help right now?
In this situation, if the employee avoids answering, becomes unreachable, or repeatedly expresses distress while claiming to be "okay," it is advisable for the manager not to terminate the call alone. If necessary, the information should be shared immediately through designated internal channels, such as HR, the health manager, the internal crisis response manager, and the security manager.
However, it is advisable to avoid asking employees for unnecessarily detailed personal information, medical history, family relationships, or diagnoses. You should focus on the minimum information necessary to verify safety.
STEP 03

3. If there is an immediate danger, prioritize the emergency route.

If an employee states that they are at immediate risk of self-harm, is unreachable, difficult to locate, or if physical danger is suspected, it is best not to postpone the EAP counseling appointment or the meeting until the next day.
In this case, you must first review the following path.
emergency
Stated to be at risk of self-harm, out of contact, concerns regarding life and physical safety
Review of emergency calls such as 119 or 112
high risk
Expressed suicidal or self-harm thoughts directly but is able to converse
Link to Suicide Prevention Hotline 109, report to HR and designated manager
caution
Expressions of despair and helplessness are repeated, but immediate danger is unclear
HR reporting, guidance on EAP and specialized agency consultation, follow-up verification
observation
Complaining of stress and anxiety, expressing difficulties at work
Interview records, work adjustment review, and consultation channel guidance
In emergency situations, it is better for managers to respond by prioritizing safety rather than waiting to verify all the facts before taking action. In a crisis, the decision to "wait and see a little longer" can escalate the risk.
STEP 04

4. Do not handle this alone; report to the designated person in charge.

If a manager responds to a crisis alone, the burden increases, and important measures may be overlooked. If there are established reporting channels within the company, such as crisis response personnel, HR personnel, health managers, safety and health personnel, and grievance counselors, it is advisable to follow those procedures.
When reporting, do not share employees' private lives extensively; instead, organize the report focusing on the facts necessary for safety response.
Date and time of speech
2026.08.06 14:20
Verification path
1:1 meeting, messenger, phone call, colleague sharing
Crisis expression
There was an expression that said, โ€œI canโ€™t hold out any longer.โ€
Current safety status
In the office and available to talk / Out of contact / Location unknown
Immediate action
Review of HR reporting, 109 guidance, and coordination with guardians and emergency agencies
Follow-up needed
Reconfirmation on the same day, HR meeting the next day, EAP guidance
The report wording can be organized as follows.
During today's meeting, the employee made remarks implying a possibility of self-harm, and it is deemed necessary to verify their current safety. Please review the safety verification and determine whether external coordination is required, excluding specific details regarding the employee's private life.
In this case, even if an employee asks not to tell anyone, reporting and coordination may be necessary to the minimum extent required if there is a concern for life and safety. However, the recipients of the information must be limited as much as possible.
STEP 05

5. We provide guidance distinguishing between external crisis resources and EAP.

The mere presence of a crisis expression should not lead to the sole use of EAP in every situation. While EAP is a complementary channel that supports the psychological well-being and recovery of members, it does not replace emergency response to immediate life or physical danger.
119ยท112
Cases where immediate life or physical safety is at risk
Emergency call or request for on-site support
Suicide Prevention Hotline 109
Cases of severe suicidal thoughts, self-harming impulses, and despair
Immediate guidance via the 24-hour consultation channel
Mental Health Welfare Centers ยท Medical Institutions
Cases requiring continuous crisis management or expert evaluation
Review of linkages with local resources or medical institutions
EAP counseling
Cases where support is needed for psychological burden, job stress, and relationship conflicts after the urgent risk has subsided
Follow-up support guidance via internal consultation channels
Rather than saying, โ€œIt will be resolved if you receive EAP counseling,โ€ administrators should guide people by distinguishing the appropriate path for the situation. In particular, if there are indications of suicide or self-harm, it is safer to first guide people to immediately accessible routes such as 109, 119, or 112.
STEP 06

6. Record only necessary facts and limit the scope of sharing.

Since crisis response records may contain sensitive employee information, the purpose of the records must be clearly defined. The purpose is not for evaluation or disciplinary action, but to ensure safety and prevent the omission of follow-up support.
It is recommended to leave the following information in the record.
Content of the remarks
Key sentence or gist of the crisis expression
Excessive emotional interpretation, speculative expressions
Details of the measures
Safety verification, reporting, coordination, follow-up schedule
Stigmatizing expressions like โ€œdangerous personโ€
Sharing scope
HR, health managers, crisis response personnel, etc.
Share with entire department, share in messenger group chat
Follow-up confirmation
Re-contact time and time, consultation guidance
Detailed record of consultation content
For example, avoid expressions that are close to a diagnosis, such as โ€œappears to have depression,โ€ and instead write based on facts and actions, such as โ€œreported to HR and referred to 109 counseling as there were expressions during the interview suggesting the possibility of self-harm.โ€

Management table example

The table below provides examples of internal management measures to ensure managers and HR personnel do not miss follow-up actions when an employee expresses a crisis. The actual items should be adjusted to align with your company's crisis response system, personal information protection standards, and health management system.
Date and time of application
Date and time the crisis expression was confirmed
2026.08.06 14:20
Verification path
Interview, phone call, messenger, colleague sharing
1:1 interview
Summary of the crisis expression
Key points expressed by the employee
The expression "I can't hold out any longer"
Current safety status
Alone, inside the office, available to contact
Conversation possible within the office
Immediate action
Safety check, escort, emergency call, 109 guidance
HR Reporting and 109 Guide
Internal report
Reporting Target and Time of Reporting
HR Manager 14:35 Report
External linkage
109, 119, 112, Mental Health Welfare Center, etc.
109 Consultation Guide
EAP Guide
Information on follow-up consultation channels
EAP guidance after safety verification
Follow-up confirmation
Scheduled date for reconfirmation, person in charge
Check HR the next morning
Storage rights
Persons eligible to view records
HR Manager, Designated Crisis Response Manager

Checklist

The checklist below is for internal inspection purposes to ensure that managers do not miss safety checks, reporting, coordination, or records when an employee expresses a crisis.
especially Verify current safety, do not leave alone, report to designated person in charge, connect with external crisis resources. These are basic verification items. If even one of these items is not resolved, it is recommended to address it first rather than considering the response complete.
Among all items If 3 or more are insufficient It is advisable to review crisis response standards, reporting systems, and follow-up procedures rather than leaving it solely to the judgment of individual managers.
Confirmation of crisis expression
Expressions implying suicide or self-harm were not taken lightly.
โ˜
safety
I checked if the employee is currently in a safe place.
โ˜
Possibility of contact
We checked the possibility of contact via phone, messenger, and on-site verification.
โ˜
Don't leave them alone
Measures were taken to ensure that the individual is not left alone if immediate danger is suspected.
โ˜
Emergency Route
If there was a risk to life or body, we considered contacting 119 or 112.
โ˜
Consultation Channel
External crisis counseling channels, such as the suicide prevention hotline 109, were provided.
โ˜
Internal report
Reported to HR or the designated crisis response manager to the extent necessary.
โ˜
Confidentiality Guide
It did not promise โ€œabsolute secrecyโ€ but provided guidance on the minimum possibility of sharing for safety.
โ˜
record
The gist of the remarks, safety confirmation, details of measures, and follow-up schedule were recorded based on facts.
โ˜
Privacy Protection
Access to records was restricted to the necessary personnel.
โ˜
Post-mortem verification
We scheduled a follow-up check for the same day or the next day.
โ˜
EAP linkage
After the emergency risk was reduced, recovery support, such as EAP counseling, was provided.
โ˜

Common mistakes

The first mistake is dismissing crisis expressions as mere jokes or temporary emotions.

Even if the employee does not express it directly, if expressions of deep despair, such as "I want to disappear" or "I want to clear everything out," are repeated, a safety check may be necessary.

The second mistake is for the manager to try to persuade alone.

Since administrators are not counseling experts or medical professionals, it is advisable to focus on ensuring safety and connecting with professional channels rather than attempting in-depth counseling.

The third mistake is promising โ€œI wonโ€™t tell anyone.โ€

If there is a concern for life and safety, you may need to share information with HR or crisis response personnel to the minimum extent necessary. In this case, it is advisable to explain to employees that you will share the information restrictively, stating, "For the sake of safety, we will share it only with those who need it."

The fourth mistake is ending the response after only providing EAP guidance.

EAP is an important supplementary channel, but in cases of immediate risk of suicide or self-harm, emergency routes such as 109, 119, and 112 are the priority.

The fifth mistake is widely sharing the content of the crisis expression with many people.

Since crisis response records are sensitive information, sharing should be restricted to relevant personnel rather than to all department heads or via group messengers.

If EAP support is needed

EAP does not replace emergency rescue, medical judgment, mental health diagnosis, or legal action by the company regarding risks of suicide or self-harm. In particular, if there is an immediate concern for life or physical safety, you must first provide information on immediately accessible routes such as 119, 112, or the suicide prevention hotline 109.
However, once the crisis situation has stabilized, EAP can be utilized as a supplementary channel. If an employee is experiencing work stress, interpersonal conflict, anxiety following a harassment report, the burden of returning to work, or recurring feelings of helplessness, EAP counseling can help reduce emotional burden and support subsequent recovery.
EAP guidance text can be used as follows.
In crisis situations requiring immediate safety verification, you must prioritize the use of emergency channels such as 119, 112, or the Suicide Prevention Hotline 109. Subsequently, if counseling is needed due to psychological distress, anxiety, job stress, or relationship conflicts, you may utilize EAP counseling channels. EAP does not replace emergency rescue or medical judgment; it is a supplementary channel designed to support members with psychological burdens.

Frequently Asked Questions

Q1. What should you do if an employee says, โ€œI want to die,โ€ but immediately claims, โ€œIt was a jokeโ€?

Even if you dismiss it as a joke, it is best not to end the conversation immediately. Briefly check if they are currently safe, alone, and need help, and if necessary, share the information with HR or a designated contact to the minimum extent possible. If the conversation involves repetitive phrases, it is safer to schedule a follow-up.

Q2. If an employee tells me not to tell anyone, am I not allowed to report it?

Confidentiality is crucial for general grievances or counseling matters. However, if there is a concern regarding life or physical safety, information may need to be shared with HR, health managers, and crisis response personnel to the minimum extent necessary. In such cases, it is advisable to limit the information to only those essential for ensuring safety, rather than sharing it widely.

Q3. Can an administrator call 109 directly?

If an employee agrees and can consult directly, it is best to help them connect to 109. If an employee is unable to make a call or if immediate danger is suspected, managers or HR can review emergency routes such as 119 or 112 as appropriate for the situation. If the company has internal crisis response standards, those procedures must also be reviewed.

Q4. How much information should be shared with the team leader of the employee who expressed a sense of crisis?

It is advisable to share only the minimum information necessary for work coordination or safety verification with the team leader. Specific counseling details, personal life, estimated diagnoses, and family issues should not be widely shared. The purpose of sharing should be to ensure safety and make necessary work-related adjustments, not for evaluation.

Q5. If EAP counseling has been provided, is the company's action complete?

That is not the case. EAP guidance is one form of follow-up support. In the event of a crisis expression, it is recommended to manage safety verification, internal reporting, linking with external crisis resources if necessary, minimum documentation, and post-incident verification together. In cases of emergency risk, immediately accessible channels such as 119, 112, or 109 take priority over EAP.

Next step

When an employee expresses a crisis, the key to the response is not for the manager to solve all the problems. The manager Safety verification, reporting, coordination, record You must ensure that you do not lose the flow.
First, it is recommended to organize the following three points within the organization.
Report path
To whom should a manager report immediately when a crisis expression occurs?
External linkage criteria
In what situations should 109, 119, 112, mental health welfare centers, and medical institutions be referred?
Record and storage standards
Who will record the crisis expressions and measures, where, and to what extent?
If you wish to revise suicide prevention and mental health education, manager response manuals, and EAP counseling linkage standards at the organizational level, review the operational methods suitable for your organization through Nudge EAP implementation counseling.
๐Ÿ‘‰ Go to Nudge EAP Implementation Consultation โ†’
This content is intended for general informational purposes. Specific legal matters, labor issues, occupational safety and health, mental health, psychological counseling, and crisis response matters may vary depending on the workplace situation, the latest laws, and official guidelines; therefore, review by relevant experts or agencies may be necessary. In cases involving indications of suicide or self-harm, immediate safety risks, or risks of violence, do not respond solely based on general counseling guidance; instead, prioritize checking emergency channels such as 119, 112, or the Suicide Prevention Hotline 109.
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    ์ง์›์ด โ€œ๊ทธ๋ƒฅ ๋†๋‹ด์ด์—ˆ๋‹คโ€๊ณ  ๋งํ•˜๋”๋ผ๋„ ๋ฐ”๋กœ ๋„˜๊ธฐ์ง€ ๋ง๊ณ  ํ˜„์žฌ ์•ˆ์ „ ์—ฌ๋ถ€๋ฅผ ํ™•์ธํ•ด์•ผ ํ•œ๋‹ค๋Š” ๋ถ€๋ถ„์ด ์ข‹์•˜์Šต๋‹ˆ๋‹ค. ๊ด€๋ฆฌ์ž๊ฐ€ ํ˜ผ์ž ํŒ๋‹จํ•ด์„œ ๋๋‚ด๊ธฐ์—๋Š” ์œ„ํ—˜ํ•  ์ˆ˜ ์žˆ๊ฒ ๋„ค์š”.
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    ์œ„๊ธฐ ํ‘œํ˜„ ๋Œ€์‘์€ ๊ด€๋ฆฌ์ž๊ฐ€ ์ƒ๋‹ด์„ ์ž˜ํ•ด์ฃผ๋Š” ๋ฌธ์ œ๊ฐ€ ์•„๋‹ˆ๋ผ, ์•ˆ์ „ ํ™•์ธ๊ณผ ์—ฐ๊ณ„ ์ ˆ์ฐจ๋ฅผ ๋†“์น˜์ง€ ์•Š๋Š” ๋ฌธ์ œ๋ผ๋Š” ์ ์ด ์ค‘์š”ํ•˜๊ฒŒ ๋Š๊ปด์กŒ์Šต๋‹ˆ๋‹ค.
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    ๋ฉ”์‹ ์ €๋กœ ์œ„๊ธฐ ํ‘œํ˜„์„ ๋ฐ›์•˜๋Š”๋ฐ ์ง์›์ด ๋ฐ”๋กœ ๋‹ต์„ ํ•˜์ง€ ์•Š๋Š” ๊ฒฝ์šฐ์—๋Š” ์–ด๋Š ์‹œ์ ๋ถ€ํ„ฐ HR์ด๋‚˜ ๊ธด๊ธ‰ ๊ฒฝ๋กœ๋กœ ์—ฐ๊ฒฐํ•ด์•ผ ํ• ๊นŒ์š”? ์—ฐ๋ฝ ๋‘์ ˆ ์ƒํ™ฉ์—์„œ ๊ด€๋ฆฌ์ž ํŒ๋‹จ ๊ธฐ์ค€์ด ํŠนํžˆ ์ค‘์š”ํ•  ๊ฒƒ ๊ฐ™์Šต๋‹ˆ๋‹ค.
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    ์•ˆ๋…•ํ•˜์„ธ์š”, ๋„›์ง€EAP์ž…๋‹ˆ๋‹ค.

๋ฉ”์‹ ์ €๋กœ ์žํ•ด๋‚˜ ๊ทน๋‹จ์  ์„ ํƒ์„ ์•”์‹œํ•˜๋Š” ํ‘œํ˜„์„ ๋ฐ›์•˜๋Š”๋ฐ ์ง์›์ด ๋ฐ”๋กœ ๋‹ตํ•˜์ง€ ์•Š๋Š” ๊ฒฝ์šฐ์—๋Š”, ๋‹จ์ˆœ ๋ฏธ์‘๋‹ต์œผ๋กœ ๋ณด๊ธฐ๋ณด๋‹ค ์œ„๊ธฐ ๊ฐ€๋Šฅ์„ฑ์„ ๋จผ์ € ํ™•์ธํ•˜๋Š” ๊ฒƒ์ด ์ข‹์Šต๋‹ˆ๋‹ค.

ํŠนํžˆ โ€œ์ฃฝ๊ณ  ์‹ถ๋‹คโ€, โ€œ์ด์ œ ๋๋‚ด๊ณ  ์‹ถ๋‹คโ€, โ€œ๋งˆ์ง€๋ง‰ ์ธ์‚ฌ๋‹คโ€์ฒ˜๋Ÿผ ํ‘œํ˜„์ด ๊ตฌ์ฒด์ ์ด๊ฑฐ๋‚˜, ์žฅ์†Œยท๋ฐฉ๋ฒ•ยท์‹œ๊ฐ„์„ ์•”์‹œํ•œ ๊ฒฝ์šฐ์—๋Š” ๋‹ต์žฅ์„ ๊ธฐ๋‹ค๋ฆฌ๊ธฐ๋ณด๋‹ค ์ฆ‰์‹œ ์ „ํ™” ์—ฐ๋ฝ์„ ์‹œ๋„ํ•˜๊ณ  HR ๋˜๋Š” ์‚ฌ๋‚ด ์œ„๊ธฐ ๋Œ€์‘ ๋‹ด๋‹น์ž์—๊ฒŒ ๊ณต์œ ํ•ด์•ผ ํ•ฉ๋‹ˆ๋‹ค.

์ „ํ™”, ๋ฌธ์ž, ๋ฉ”์‹ ์ € ๋“ฑ์œผ๋กœ ๋ฐ˜๋ณต ์—ฐ๋ฝํ•ด๋„ ๋‹ฟ์ง€ ์•Š๊ณ  ํ˜„์žฌ ์•ˆ์ „ ์—ฌ๋ถ€๊ฐ€ ํ™•์ธ๋˜์ง€ ์•Š๋Š”๋‹ค๋ฉด ๊ธด๊ธ‰ ๊ฒฝ๋กœ ์—ฐ๊ฒฐ๋„ ๊ฒ€ํ† ํ•ด์•ผ ํ•ฉ๋‹ˆ๋‹ค. ์ด๋•Œ ๊ณต์œ  ๋ฒ”์œ„๋Š” ์ง์›์˜ ์•ˆ์ „ ํ™•์ธ์— ํ•„์š”ํ•œ ์ตœ์†Œ ์ •๋ณด๋กœ ์ œํ•œํ•˜๋Š” ๊ฒƒ์ด ์ข‹์Šต๋‹ˆ๋‹ค.

์ •๋ฆฌํ•˜๋ฉด, ์—ฐ๋ฝ ๋‘์ ˆ ์ƒํ™ฉ์—์„œ๋Š” โ€œ๋ช‡ ๋ถ„์„ ๊ธฐ๋‹ค๋ฆด์ง€โ€๋ณด๋‹ค ํ‘œํ˜„์˜ ์œ„ํ—˜๋„, ํ˜„์žฌ ์œ„์น˜ ํ™•์ธ ๊ฐ€๋Šฅ ์—ฌ๋ถ€, ๋ฐ˜๋ณต ์—ฐ๋ฝ ์‹คํŒจ ์—ฌ๋ถ€๋ฅผ ๊ธฐ์ค€์œผ๋กœ ํŒ๋‹จํ•˜๋Š” ๊ฒƒ์ด ์ข‹์Šต๋‹ˆ๋‹ค. ์•ˆ์ „์ด ์˜์‹ฌ๋˜๋Š” ๊ฒฝ์šฐ์—๋Š” HR๊ณผ ๊ธด๊ธ‰ ๋Œ€์‘ ๊ฒฝ๋กœ๋กœ ๋น ๋ฅด๊ฒŒ ์—ฐ๊ฒฐํ•˜๋Š” ๊ฒƒ์ด ์šฐ์„ ์ž…๋‹ˆ๋‹ค.

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