Section 3: Workplace-level suicide prevention planning
The purpose of this section is to provide a structured framework for identifying, preventing, and responding to suicide risk at the veterinary workplace level. It covers workplace risk management, early identification, intervention, crisis response, and post-incident support.
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3.1 Core requirements
| Requirement | Description | Evidence | Responsibility |
| Risk assessment | Identify occupational factors that may increase suicide risk in your veterinary workplace setting | Risk assessment document; gap analysis; hazard register | Responsible person and team |
| Prevention strategy | Put systems in place to address identified risks (for example, access to lethal means, workload management, support pathways) | Written procedures; safety protocols; support resources | Responsible person and managers |
| Early Identification | Train and empower staff to recognise signs of distress and respond proportionately | Training records; escalation protocols; staff feedback | Responsible person and all staff |
| Intervention and crisis response | Establish clear procedures for responding to concerns and managing acute crises | Response procedures; emergency contact list; escalation pathways | Responsible person and managers |
3.2 Prevention – workplace risk management
| Risk factor | What to do | Evidence | Review frequency |
| High workload and long hours | Monitor workload; ensure adequate staffing; promote flexible working and breaks; encourage time off | Workload audit; staff feedback; scheduling records | Quarterly |
| Exposure to trauma (euthanasia, animal suffering) | Provide access to debrief and support; normalise discussion of emotional impact; offer counselling access | Staff wellbeing survey; training records; EAP details | Annually |
| Professional isolation | Foster team communication; create peer support networks; ensure social opportunities; combat silo working | Team meeting records; social event attendance; peer feedback | Annually |
| Perfectionism and high standards | Normalise mistakes without blame; celebrate learning; reduce blame-based culture; promote reflection | Staff survey on psychological safety; incident learning records | Annually |
| Client-related stress | Provide assertiveness training; set boundaries on difficult interactions; support staff after challenging client encounters; client policies | Training records; incident reports; staff feedback | As needed |
| Economic and business pressures | Ensure financial discussions are transparent; involve staff appropriately; provide support during business challenges | Staff survey on communication; financial update records | Quarterly /As needed |
3.3 Access to lethal means
The PSS suicide prevention standard requires the suicide prevention plan to cover all areas of potential risk, including drugs used or stored for the purposes of euthanasia or sedation, access to firearms and captive bolt, and lone or late-night working. The measures below address controlled drugs and medicines. Where firearms or captive bolt equipment are stored on the premises or used in the course of business, equivalent controls should be documented in your plan (see also PSS Standard on ‘Practice Team’).
| Control measure | What to do | Evidence | Responsibility |
| Secure storage of medicines | Store veterinary medicines securely in locked cabinets/ safes; restrict access to authorised personnel only; maintain inventory logs | Storage audit; access logs; inventory reconciliation | Practice manager and designated staff |
| Restricted access to keys | Limit who has keys to medicine cupboards; maintain records of access; review quarterly | Key access list; audit records | Practice manager |
| Clear escalation if concern about substance access | If there is concern that a staff member is accessing medicines inappropriately, escalate immediately to management and occupational health | Escalation procedure documented; contact details available | All staff/managers |
| Safe disposal of unused medicines | Dispose of veterinary medicines safely and legally; follow regulatory requirements; maintain records | Disposal certificates; waste management plan | Designated staff member |
3.4 Early identification of distress
| Control measure | What to do | Responsibility |
| Behavioural changes | Changes in attendance, punctuality, appearance, mood, or social withdrawal | Approach with compassion; listen; signpost to support; escalate if concerned |
| Work-related changes | Changes in performance, increased mistakes, difficulty concentrating, or avoidance of tasks | Check in privately; listen to what's happening; offer support; consider adjustments |
| Communication changes | Withdrawal from team interactions, reduced communication, or expressions of hopelessness | Invite conversation; listen; encourage access to support; escalate if concerning |
3.5 Intervention – responding to concerns
| Stage | What to do | Who? | Documentation |
| Initial response | Approach the person privately; express concern; actively listen without judgment; ask directly about wellbeing or suicidal thoughts if appropriate | Manager or trusted colleague | Brief note of conversation (confidential) |
| Signposting | Provide information about available support (EAP, occupational health, a GP, crisis helplines); encourage access; offer to help facilitate | Manager | Record what was discussed and resources provided |
| Follow-up | Check in regularly to see if the person has accessed support; continue to actively listen and validate; adjust workload if needed | Manager | Document conversations and outcomes |
| Escalation (if concerns persist or worsen) | If the person is not improving or if there is concern about imminent risk, involve occupational health, manager, or external services | Manager and responsible person | Formal escalation record; consent obtained where possible |
| Ongoing support | Continue to support and monitor; maintain contact; review accommodations; involve external services as needed | Manager and responsible person | Progress notes; review dates |
3.6 Crisis response
| Situation | Immediate action | Who | Follow-up |
| Staff member discloses suicidal thoughts or plans | Take seriously; listen; do not leave alone; ask about immediate safety and access to means; call emergency services (999) and ask for an ambulance if imminent risk | Any staff member/manager | Document; escalate to responsible person; contact occupational health; support other staff |
| Staff member goes missing or appears in acute crisis | Alert management immediately; check on their safety; call emergency services (999) and ask for an ambulance, if appropriate; do not delay seeking help | Any staff member/manager | Incident report; support for staff; review of early warning systems |
| Disclosure of previous suicide attempt or self-harm | Actively listen without judgment; take seriously; signpost to mental health support; do not minimise; escalate to management | Any staff member/ manager | Escalation; occupational health involvement; regular check-ins |
| Client or family member affected by suicide | Provide compassionate support; offer counselling; allow for time off if needed; consider impact on team; debrief | Manager and team | Incident record; team debrief; follow-up support |
| Staff member unable to work due to mental health crisis | Facilitate sick leave; connect with occupational health; ensure continuity of care; review workplace adjustments; maintain contact | Manager and responsible person | Occupational health referral; regular contact; return-to-work plan |
3.7 Post-incident support (also known as ‘postvention’*)
| Focus | What to do | Responsibility |
| Immediate support for affected staff | Provide time off, counselling access, peer support, and regular check-ins for those directly affected | Manager and responsible person |
| Wider team support | Hold team debrief; normalise discussion of impact; offer counselling to all staff; monitor for secondary trauma | Manager and responsible person |
| Learning and review | Conduct a structured review of what happened; identify what worked and what could be improved; implement changes | Responsible person and team |
* 'The term postvention describes activities developed by, with, or for people who have been bereaved by suicide, to support their recovery and to prevent adverse outcomes, including suicide and suicidal ideation' (Andriessen, 2006).