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 “method of providing good counseling,” 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.

 

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short answer

If an employee makes remarks implying suicide or self-harm, such as “I want to die,” “I want to disappear,” “I can’t bear it anymore,” or “I want to wrap everything up,” 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 Check for warning signs → Verify current safety → Do not leave alone → Report to designated person in charge → Linkage with external crisis resources → Recording of minimal facts → Post-verification It is to create a flow.

 

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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.

 

situation	Items to check by the person in charge
Direct expressions of suicide or self-harm	Whether direct expressions such as “I want to die” or “I want to harm myself”
Indirect expression of crisis	Whether expressions of despair such as “I want to end it all” or “It would be better if I disappeared”
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 whether "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.

 

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What managers and HR personnel need to do

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.

 

Expression Types	example	Managerial Response Direction
direct expression	“I want to die,” “I feel like I’m going to harm myself”	Immediate safety verification and emergency coordination review
indirect expression	“I just want to disappear,” “I want to end everything”	Check current safety and whether they are alone
Expression of despair	“I can’t hold out any longer,” “It has no meaning.”	Prioritize connecting with help over emotional assessment
Farewell expression	“Thank you for everything,” “I’m going to wrap things up now.”	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.

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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.

 

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

If an employee states that they are at immediate risk of harming themselves, 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.

 

Risk level	Example situation	Priority measures
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.

 

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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.

 

Report items	Record example
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, “I can’t hold out any longer.”
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, while 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.

 

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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.

 

division	Usage situations	Directions
119·112	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 · 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, “It will be resolved if you receive EAP counseling,” 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.

 

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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.

 

division	Content to record	Things to avoid
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 “dangerous person”
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 “appears to have depression,” and instead write based on facts and actions, such as “reported to HR and referred to 109 counseling as there were expressions during the interview suggesting the possibility of self-harm.”

 

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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.

 

division	Management Items	Record example
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 communication	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

 

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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.

 

division	Confirmation items	check
Confirmation of crisis expression	Expressions implying suicide or self-harm were not taken lightly.	☐
safety	I checked if the employee is currently in a safe place.	☐
Possibility of contact	We checked the possibility of contact via phone, messenger, and on-site verification.	☐
Don't leave them alone	Measures were taken to ensure that the individual is not left alone if immediate danger is suspected.	☐
Emergency Route	If there was a risk to life or body, we considered contacting 119 or 112.	☐
Consultation Channel	External crisis counseling channels, such as the suicide prevention hotline 109, were provided.	☐
Internal report	Reported to HR or the designated crisis response manager to the extent necessary.	☐
Confidentiality Guide	It did not promise “absolute secrecy” but provided guidance on the minimum possibility of sharing for safety.	☐
record	The gist of the remarks, safety confirmation, details of measures, and follow-up schedule were recorded based on facts.	☐
Privacy Protection	Access to records was restricted to the necessary personnel.	☐
Post-mortem verification	We scheduled a follow-up check for the same day or the next day.	☐
EAP linkage	After the emergency risk was reduced, recovery support, such as EAP counseling, was provided.	☐

 

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Common mistakes

The first mistake is Dismissing expressions of crisis 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 get rid of everything” are repeated, a safety check may be necessary.

 

The second mistake is The manager trying to persuade on their own Since administrators are not counseling experts or medical professionals, it is recommended to focus on ensuring safety and connecting with professional channels rather than attempting in-depth counseling.

 

The third mistake is Promising not to tell anyone If there is a concern for life and safety, you may need to share this 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 this information restrictively, stating, "We will share this only with those who need it for safety."

 

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 Sharing the content of the crisis expression widely with many people Crisis response records are sensitive information, so sharing should be restricted to the relevant personnel rather than to all department heads or group messengers.

 

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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.

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Related Posts

• Workplace Suicide Prevention and Mental Health Education Guide

• Suicide Risk Signal HR Crisis Response Standards Checklist

• What should I do if I hear remarks implying self-harm?

• Information and Checklist to Prepare Before Inquiring about Crisis Counseling

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Frequently Asked Questions

Q1. What should you do if an employee says, “I want to die,” but immediately claims, “It was a joke”?

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.

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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.

 

Priority check items	Confirmation details
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 descriptions 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.

 

👉 Go to Nudge EAP Implementation Consultation →

 

 

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Source and Information

• Health and Welfare Counseling Center, Suicide Prevention Hotline 109

• Health and Welfare Counseling Center, Suicide Prevention Hotline Frequently Asked Questions

• WHO, Guidelines on mental health at work

• WHO, Preventing suicide at work: information for employers, managers and employees

• HSE, Stress and mental health at work

• Ministry of Employment and Labor, Free Support for Employee Assistance Program (EAP)

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.