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Supporting Construction Suicide Prevention Week By Building A Comprehensive Mental Health Program

  • Harmony Ryan
  • Aug 5, 2025
  • 9 min read

Updated: Aug 22, 2025


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A man sits with his head in his hands on a foundation on a construction job site while a friend looks concerned

Construction Suicide Prevention Week Highlights The Need in Construction For a Focus on Mental Health

September marks National Suicide Prevention Month, a time when communities across

America come together to raise awareness about suicide prevention. For the construction industry, this month carries particular significance, as workers face suicide rates that are among the highest of any profession in the United States.

 

The numbers are sobering. According to recent data from the Centers for Disease Control and Prevention, the construction worker suicide rate is approximately 53.2 per 100,000 workers, nearly four times higher than the national average. This means that in 2023 alone, an estimated 5,000 construction workers died by suicide, far exceeding the number of 1,000 workers who died from workplace accidents.

 

The Critical Importance of Sustained Effort to Prevent Suicides

Suicide prevention initiatives are the most effective when they're integrated into daily operations rather than treated as annual events. Companies that maintain year-round mental health programs see significantly better outcomes in worker wellbeing, productivity, and retention. The construction worker suicide rate remains consistently high throughout the year, making sustained prevention efforts not just beneficial, but essential for saving lives.

 

Creating a Comprehensive Mental Health Strategy

While awareness campaigns and crisis interventions are crucial, true progress in construction mental health requires a systematic, strategic approach that touches multiple aspects of a company's operations. A comprehensive mental health strategy goes beyond responding to problems, it proactively creates an environment where mental wellness is supported, normalized, and integrated into the fabric of daily work life.

 

Building such a strategy requires more than good intentions. It demands a fundamental shift in how construction companies view worker wellbeing, moving from a reactive model that addresses problems after they arise to a proactive framework that prevents crises and promotes wellness. This strategic approach recognizes that mental health isn't separate from workplace safety, productivity, or company culture, it's foundational to all three.

 

The most effective construction mental health strategies share three core characteristics: they're embedded in company operations rather than treated as standalone programs, they're sustained consistently rather than implemented sporadically, and they're tailored to the unique challenges and culture of the construction workforce. When done right, these strategies don't just save lives, they create stronger, more connected teams and more successful businesses.

 

Foundational Elements:

Leadership Commitment: Mental health support must be championed from the top down. When company executives and project managers prioritize mental health, it sends a clear message that seeking help is not only acceptable but encouraged.

 

Policy Integration: Mental health considerations should be woven into existing safety protocols, HR policies, and operational procedures. This integration ensures that mental health becomes part of the company's DNA rather than an add-on initiative.

 

Resource Accessibility: Workers need easy, confidential access to mental health resources. This means multiple contact methods, clear information about available services, and assurance that seeking help won't negatively impact their employment.

 

Ideas for Monthly Mental Health Programming

Sustaining mental health awareness throughout the year requires intentional planning and consistent focus. Rather than limiting mental health initiatives to a single awareness month, successful construction companies develop programming that addresses the seasonal challenges, work cycle demands, and life transitions that impact their workforce year-round.

The following monthly framework provides suggested focus areas that align with natural seasonal patterns, industry rhythms, and existing awareness campaigns. These topics serve as starting points for companies to build programming that resonates with their specific workforce and operational needs. Each month's focus can be adapted, expanded, or combined with other initiatives to create meaningful engagement opportunities.

 

January - New Year, New Commitments: Focus on goal-setting for mental wellness, stress management for winter work conditions, and seasonal affective disorder awareness.


February - Heart Health = Mental Health: Connect cardiovascular wellness with mental health, address Valentine's Day relationship stress, and focus on work-life balance.

 

March - Stress Awareness Month: Teach practical stress management techniques, address tax season financial stress, and prepare for busy spring construction season. Help them to navigate the stress of chronic pain.

 

April - Workplace Stress Management: Focus on communication skills, conflict resolution, and building healthy team dynamics as projects ramp up.

 

May - Mental Health Awareness Month: Refresh resources, conduct mental health first aid training, and celebrate workers who've sought help. Address the stresses of being a Mom and working in construction when schedules can be challenging to navigate.

 

June - Men's Health Month: Address male-specific mental health challenges, stress from being a father, and emotional expression.

 

July - Summer Safety and Mental Wellness: Heat stress and mental health connections, vacation planning for mental health, and managing extended daylight work hours.

 

August - Back-to-School Transition Support: Help workers with children navigate school transitions, financial pressures, and schedule changes.

 

September - National Suicide Prevention Month: Intensive focus on suicide prevention, Construction Suicide Prevention Week activities, and annual resource updates. Use the free suicide prevention video from Culture Coach and the American Foundation for Suicide Prevention to raise awareness.

 

October - Depression Awareness: Address seasonal changes affecting mood, daylight saving time impacts, and early winter preparation.

 

November - Gratitude and Connection: Focus on building social connections, holiday stress management, and gratitude practices for mental health. Address the issue of isolation and loneliness that can come during the holidays for people far from loved ones or that do not have a support network.

 

December - Holiday Mental Health: Address holiday financial stress, family pressures, and end-of-year work demands.

 

While these monthly themes provide a structured foundation for year-round programming, companies can adapt these themes and address additional topics that emerge as priorities for their workforce. Other valuable focus areas might include: financial wellness and debt management, substance abuse prevention and recovery support, workplace bullying and harassment prevention, cultural competency and inclusion in mental health, grief and loss support, anger management and emotional regulation, sleep hygiene and shift work challenges, chronic pain and mental health connections, retirement planning and career transition support, or technology and social media's impact on mental wellbeing.

 

The key is maintaining consistent engagement while remaining responsive to the evolving needs of your construction team throughout the year.

 

Building Peer Support Networks

In an industry where workers often spend more time with their crews than their families, peer relationships become a critical component of mental health support. Construction workers are more likely to open up to someone who understands the physical demands, job pressures, and cultural realities of their work environment. Peer support networks leverage these natural connections, transforming everyday workplace relationships into powerful tools for mental health awareness, early intervention, and ongoing support.


Effective peer support in construction operates on two levels: formal programs that provide structured training and protocols, and informal systems that strengthen the natural bonds between coworkers. Both approaches recognize that sometimes the most important conversation about mental health happens not in a counselor's office, but during a coffee break, at the end of a long day, or when one worker notices that a colleague isn't quite themselves.

 

Formal Peer Support Programs:

  • Train volunteer workers in peer support techniques

  • Establish regular peer check-in protocols

  • Create safe spaces for peer support meetings

  • Provide ongoing training and supervision for peer supporters

 

Informal Support Systems:

  • Encourage mentorship relationships between experienced and new workers

  • Foster team-building activities that create genuine connections

  • Support workers' families through spouse/partner programs

  • Create communication channels for workers to connect outside of work


Family and Community Integration

 

Family Education Programs:

  • Educate family members about construction industry stressors and best practices on how to navigate them

  • Provide resources for family members concerned about a construction worker's mental or physical health

  • Offer family counseling services through Employee Assistance Programs

  • Create family-friendly company events that strengthen support networks

 

Community Partnerships:

  • Partner with local mental health organizations familiar with construction culture

  • Work with healthcare providers to train them about construction industry needs

  • Collaborate with other construction companies to share resources and best practices

  • Engage with community organizations to reduce stigma around mental health

 

Measuring Long-Term Success

 

Quantitative Metrics:

  • Employee Assistance Program utilization rates

  • Mental health-related absenteeism trends

  • Worker turnover rates

  • Workplace accident rates (mental health impacts safety)

  • Health insurance mental health claims utilization

 

Qualitative Measures:

  • Regular anonymous surveys about workplace mental health climate

  • Focus groups with workers about mental health resource effectiveness

  • Feedback from family members about support availability

  • Stories of recovery and positive outcomes (shared with permission)

 

Crisis Response and Intervention Protocols

Despite the best prevention efforts and ongoing support systems, mental health crises can still occur in any workplace. When they do, having clear, well-practiced protocols can mean the difference between life and death. Construction companies must be prepared to respond swiftly and effectively when a worker expresses suicidal thoughts, experiences a mental health emergency, or when the workplace is impacted by a suicide or a suicide attempt.


Effective crisis response requires preparation on multiple fronts: immediate intervention procedures that prioritize safety and connection to professional help, communication strategies that protect privacy while ensuring necessary support, and long-term protocols that help workers and teams recover and rebuild after a crisis. These protocols should be developed in partnership with mental health professionals or organizations who understand construction culture, regularly practiced through training scenarios, and regularly updated based on best practices and lessons learned.

 

Immediate Response Plans:

  • Clear protocols for when a worker expresses suicidal thoughts

  • Emergency contact lists including crisis counselors familiar with construction clearly posted in workplace and on job sites

  • Procedures for supporting coworkers after a suicide or attempt

  • Return-to-work protocols after mental health crises


Long-Term Support Systems:

  • Case management for workers with ongoing mental health needs

  • Modified duty options for workers recovering from mental health crises

  • Ongoing check-in procedures for at-risk workers

  • Career development support for workers whose mental health affects their work capacity

 

Moving Forward: Next Steps

The strategies, resources, and frameworks outlined throughout this article are only as effective as their implementation. Whether you're a construction company executive, a project manager, an individual worker, or a family member, you have a role to play in creating lasting change that supports mental health in the construction industry.

 

The path forward requires commitment from multiple stakeholders, each taking concrete steps within their sphere of influence. Real transformation happens when companies develop comprehensive policies, workers look out for one another, and families create supportive home environments that complement workplace efforts. The following action items provide practical starting points for each group, turning the concepts discussed into measurable progress toward a mentally healthier construction industry.

 

For Construction Companies:

  1. Conduct a comprehensive assessment of current mental health resources

  2. Develop a 12-month mental health programming calendar based on the needs of your employees and contractors

  3. Establish partnerships with mental health professionals familiar with construction

  4. Train all supervisors in mental health awareness and response

  5. Create written policies that support workers seeking mental health care

 

For Individual Workers:

  1. Identify your personal warning signs of mental health decline

  2. Build a support network including both work and personal relationships

  3. Practice regular self-care and stress management techniques

  4. Know what resources are available to you and how to access them

  5. Commit to checking in on coworkers or friends regularly throughout the year

 

For Families:

  1. Learn about construction industry stressors and mental health risks

  2. Create open communication about mental health in your home

  3. Know the signs of mental health struggles and how to respond

  4. Know the resources out there that can support you and your family members

  5. Build your own support network as a construction family

  6. Advocate for mental health resources in your worker's company

 

Mental Health and Suicide Prevention Resources

 

Always-Available Crisis Resources:

  • Emergency Services call 911

  • 988 Suicide & Crisis Lifeline: Call or text 988

  • National Suicide Prevention Lifeline online chat: 988lifeline.org

  • Crisis Text Line: Text HOME to 741741

  • Veterans Crisis Line 800-662-8255 and press 1 help available 24/7

 

Construction-Specific Resources for Mental Health and Suicide Prevention:

 

Training and Education:

Suicide Prevention Organizations


The Promise of Tomorrow

The construction industry is beginning to recognize that mental toughness doesn't mean suffering in silence, it means having the courage to seek help when needed. As we move support National Suicide Prevention Month in the context of a broader mental health program, we carry forward the commitment to create workplaces where every construction worker knows their life has value, help is available, and seeking support is a sign of strength.

 

The tools, resources, and strategies outlined can help people to work in an environment where they feel they can ask for help. The construction worker suicide rate doesn't have to remain at devastating levels. Through sustained effort, cultural change, and unwavering commitment to worker wellbeing, companies can build an industry where every worker goes home safely, both physically and mentally.

 

Remember: If you or someone you know is struggling with thoughts of suicide, help is available right now. Call or text 988 for the Suicide & Crisis Lifeline. Your life matters, and there are people ready to help.

 

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