Self-harm awareness in the workplace is a critical part of supporting employee mental health and creating a culture of care. March is National Self-Harm Awareness Month, a time to bring visibility to a deeply personal and often misunderstood issue. While conversations around mental health in the workplace have gained momentum—particularly around stress, burnout, and anxiety—self-harming behaviors are rarely talked about. But they should be. They’re real, they’re serious, and they may be affecting people within your workforce more than you realize.
As HR leaders and business professionals, we have a unique opportunity to create a culture where people feel supported and safe asking for help. That kind of workplace doesn’t happen by accident—it’s built intentionally, with compassion, clear communication, and access to the right resources.
Mental health awareness isn’t about being perfect or having all the answers. It’s about showing up, listening, and making sure your employees know they’re not alone.
Why Self-Harm Awareness in the Workplace Matters
Self-harm, or non-suicidal self-injury (NSSI), involves intentionally inflicting harm on oneself—often as a way to cope with emotional pain or overwhelming feelings. It can be hard to recognize, and it’s frequently misunderstood. Many people who self-harm don’t show visible signs, and many are also struggling with anxiety, depression, trauma, or other underlying mental health conditions.
In the workplace, this emotional distress might show up as changes in behavior, withdrawal from coworkers, chronic absenteeism, or even a drop in performance. But unless we create a culture that acknowledges these struggles, those suffering may remain unseen and unsupported.
Offering access to meaningful mental health support is more than a checkmark on a benefits list—it’s a reflection of your company’s values. It tells your people, “We care about more than your productivity. We care about you.”
How Everyone Can Promote Self-Harm Awareness at Work
HR teams and workplace leaders aren’t expected to act as therapists—but everyone plays a role in creating a culture of support and compassion. Here are a few meaningful ways anyone in the workplace—whether you’re in HR, management, or a team leadership role—can help:
- Make mental health part of everyday conversations—not just wellness month campaigns.
- Communicate clearly about what resources are available and how to access them.
- Encourage managers to look out for signs of distress and offer support with empathy.
- Build policies that reflect understanding—whether that’s more flexible time off, remote work options, or easier access to counseling.
When employees know they can reach out without fear of stigma or judgment, they’re more likely to get the help they need sooner
Mental Health and Self-Harm Resources Worth Sharing
Here are some trusted organizations, tools, and ideas that can help you support your people this month—and all year long. Consider weaving these into your internal communications, wellness hubs, new hire onboarding materials, or even team meetings.
1. 988 Suicide & Crisis Lifeline
Free, confidential support is just three digits away.
- Call or text 988 anytime
- Chat online at 988lifeline.org
2. Crisis Text Line
Text-based support available 24/7.
- Text HELLO to 741741
- crisistextline.org
3. Self-Injury Outreach & Support (SIOS)
A global resource offering education, tools, and support for those affected by self-harm.
4. National Alliance on Mental Illness (NAMI)
Provides helplines, support groups, and educational resources.
- Call 1-800-950-NAMI (6264)
- nami.org
5. Mental Health America (MHA)
Helpful for screenings, workplace toolkits, and mental health resources.
6. To Write Love on Her Arms (TWLOHA)
Focused on hope and support for those struggling with depression, addiction, and self-harm.
7. Your Company’s EAP (Employee Assistance Program)
Don’t underestimate the importance of reminding employees about your EAP. Many people either forget it’s available or don’t understand what it includes:
- Free counseling sessions
- Mental health assessments
- Family and relationship support
- Legal and financial consultations
Highlighting the EAP as a valuable employee benefit not only increases awareness but also reinforces your commitment to supporting the whole employee—not just their work performance.
8. Mental Health Benefits You Already Offer
Use this month as a time to revisit and promote the mental health tools you already provide:
- Teletherapy and virtual counseling
- On-demand wellness platforms (e.g., Calm, Headspace, BetterHelp)
- Mental health apps through insurance plans
- Wellness stipends or reimbursements
9. Peer-Led Support Groups and Affinity Circles
Sometimes employees just need a place to talk. Consider promoting or starting informal groups that give people space to share experiences or simply connect.
10. Training Tools for Managers and Staff
Build a more informed workplace by offering training on topics like:
- Recognizing signs of emotional distress
- Having difficult but compassionate conversations
- Understanding boundaries and referral options
Embedding Self-Harm Awareness in Workplace Culture
It’s one thing to send out a list of links. It’s another to truly embed mental health awareness into your culture. A few ways to make your efforts stick:
- Lead by example. When leaders speak openly about mental health, it gives everyone else permission to do the same.
- Keep it visible. Don’t let these resources live in a forgotten folder. Promote them regularly through internal channels.
- Encourage private access. Let employees know how they can discreetly access support.
- Make it personal. If you have anonymous stories or testimonials to share, use them (with permission). Real stories help people relate.
- Check in regularly. Keep the conversation going with pulse surveys, wellness check-ins, or short reminder emails.
Keep the Conversation Going Year-Round
Self-Harm Awareness in the workplace isn’t just a moment—it’s a movement toward more compassionate, people-first cultures. Let’s keep building workplaces where mental wellbeing is always part of the conversation—whether someone is silently struggling or simply having a rough week.
You don’t need to have all the answers. But by showing up, listening, and providing access to real support, you’re making a difference.
And if you’re looking for better ways to streamline benefit communications, connect employees with resources, or support your HR goals—Inova can help. Our platform makes it easier to manage HR, payroll, and employee wellbeing in one place.
Let’s keep creating workplaces where people feel seen, supported, and empowered—because every employee deserves that.
