Forgive me for mentioning suicide during what’s often seen as the most uplifting and optimistic season of the year.
However, I’m a mental health professional who has provided employee wellbeing support for many years. That means I understand only too well how, for some people, springtime can herald pain rather than pleasure.
Did you know that in the UK, suicide rates reach their highest during April and May?
This is a potentially shocking fact, especially as we’ve been conditioned from childhood to see winter as the bleakest season. Not only is this idea popularised in books and films, but the third Monday in January is even known as ‘Blue Monday’ for being the most depressing day of the year.
Or so the – highly convincing – story goes. On the surface it makes sense: the weather is cold, we’ve spent all our money on Christmas presents, and those new year’s resolutions we made have fallen by the wayside.
But while it may seem believable, the reality is that ‘Blue Monday’ doesn’t exist.
A longitudinal study from the University of Nottingham has shown that suicidal thoughts and low mood peak in December (not January) but improve in June. This leaves a “heightened risk of suicidal behaviour” in spring.
The complex and diverse reasons noted include possible negative comparisons, such as still feeling low when everybody else’s mood seems to be improving, and the pressures of increased social engagement after the cosy ‘hibernation’ of winter.
As Dr. Brian O’Shea, who led the study, commented: “..it may come as a surprise that spring, a time when you would assume people’s mood lifts, is actually the time of year when people are most at risk of taking their own lives.”
Because of this, the assumption that people are naturally happier in spring can be dangerous.
I can relate personally to this. During an extremely difficult period in my twenties, I remember leaving hospital with a well-meaning loved one who, with a smile, told me to stop and smell the beautiful scent of spring flowers in the air.
Sadly, I didn’t have the emotional capacity to notice the scent, let alone smell it. I wasn’t even able to appreciate the fact that the sun was shining and the flowers starting to bloom.
Of course, if an employee were to mention suicidal thoughts, their employer would feel concerned – no matter what time of year it happens to be.
Yet there are things employers can do to help foster a year-round workplace culture of resilience and support. These could include:
Introducing wellbeing-focused initiatives, like allowing employees to book time off at short notice just to do something they enjoy.
Promoting regular social connections between employees (don’t just arrange a Christmas party and leave it at that!)
Reminding employees of the range of support offered by the company, including external therapy referrals if needed.
The most important thing for employers to remember is that employee wellbeing is not a seasonal issue.
This (mostly unconscious) perspective could mean employees miss out on receiving vital support, at a time when they need it most.
At Beyond EAP, our expert services are anything but seasonal. We offer specialist employee support that addresses complex and/or traumatic issues that go beyond the confines of traditional Employee Assistance Programmes (EAP) – all year round.
Visit our Services page to find out more.