Construction has one of the highest suicide rates of any U.S. industry. Here is how contractors make mental health part of the safety program.
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Why mental health belongs in your safety program
Construction has one of the highest suicide rates of any industry in the United States. Long hours, time away from family, physical pain, seasonal layoffs and a culture of toughness all add pressure. Treating mental health as part of safety is not soft. It protects your people and your jobs.
Know the warning signs
- Changes in mood, withdrawal or anger.
- More mistakes, absences or late arrivals.
- Increased drinking or drug use.
- Talking about being a burden or giving away possessions.
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Talk about it in toolbox talks
A short toolbox talk on stress and mental health tells the crew it is okay to speak up. Include the 988 Suicide and Crisis Lifeline in the talk and on jobsite posters.
Train supervisors to ask
Foremen and superintendents see their crews every day. Train them to notice changes, ask a direct question, listen without judgment and know where to refer someone. Asking does not put the idea in someone's head. It opens the door.
Make help easy to reach
If you offer an employee assistance program or health insurance with mental health coverage, explain how to use it. Many workers have benefits they never use because nobody told them.
Address pain and pills
Injuries and chronic pain are linked to opioid misuse in construction. Support early treatment, light duty and return-to-work plans so workers are not forced to hide pain to keep a paycheck.
Change the culture
When leaders share that they have struggled or used help, it gives everyone permission. A culture where people look out for each other prevents more than falls.
Have a crisis plan
Know what to do if a worker is in immediate danger: stay with them, call 988 or 911 and notify a supervisor. Write it down so nobody has to improvise.
Support the return to work
When someone comes back after a hard time, a quiet check-in and flexibility with schedules make the return easier. Keep the conversation private and focus on how the company can help, not on what happened.
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Frequently asked questions
What should a supervisor do if a worker may be in crisis?
Ask directly, listen without judgment and connect them to help. If the danger is immediate, stay with the person and call 988 or 911, then notify company leadership.