After a Suicide:
A Guide for Veterinary
Workplaces

This document was developed by the following workgroup:
Jen Brandt, LISW-S, Ph.D.

Christine Moutier, M.D.

Director of Wellbeing and Diversity Initiatives
American Veterinary Medical Association

Chief Medical Officer
American Foundation for Suicide Prevention

Laura Hoffman

Rebecca Rose, CVT

Senior Manager, Interactive Screening Program
American Foundation for Suicide Prevention

Certified Career CoachNAVTA Wellbeing Task Force

Maggie G. Mortali, MPH
Senior Director, Interactive Screening Program
American Foundation for Suicide Prevention
American Foundation for Suicide Prevention (AFSP)Is dedicated to saving lives and bringing hope to those affected by suicide. AFSP creates a culture that’s smart
about mental health through education and community programs, develops suicide prevention through research
and advocacy, and provides support for those affected by suicide. Led by CEO Robert Gebbia and headquarteredin New York, and with a public policy office in Washington, D.C., AFSP has local chapters in all 50 states with
programs and events nationwide. Learn more about AFSP at afsp.org.
American Veterinary Medical Association (AVMA)
Since 1863, the American Veterinary Medical Association has served as the nation’s leading advocate for theveterinary profession. We are a diverse and passionate group of professionals, representing more than 95,000
members, all striving to improve the health and wellbeing of animals, humans, and the environment we share.
Learn more about AVMA at avma.org.
National Association of Veterinary Technicians in America (NAVTA)
For nearly 40 years, NAVTA has served as the advocate for veterinary technicians, advancing veterinary nursing
and veterinary technology in the United States. NAVTA is a dynamic community of more than 7,000 credentialed
veterinary technicians dedicated to advancing the profession of veterinary nursing through advocacy, awareness,and professional development. NAVTA is a mission — and member-driven association encouraging diversity inideas, perspectives, and people, committed to leading and elevating the profession. Learn more about NAVTA
at navta.net.
Veterinary Hospital Managers Association (VHMA)
Is a nationally recognized thought-leader and innovator in providing training, education, and resources to more than
4,000 members and a trusted resource that the veterinary sector relies on for industry insights, research, andadvocacy to assure performance at the highest levels. VHMA’s core purpose is to advance and support veterinary
practice management professionals by developing professional competence, supporting and encouraging
standards through the industry’s highest-level certification program, the Certified Veterinary Practice Manager (CVPM),
and providing individuals with a network for professional connection and support. Learn more at vhma.org.
Veterinary Medical Association Executives (VMAE)
Exists to help veterinary medical association executives create thriving organizations and provide effective leadershipwithin the veterinary profession. VMAE supports its members in lifelong learning, connects them as a community,and fosters the sharing of best practices and great ideas. VMAE supports the wellbeing of veterinary professionals
through active and meaningful collaboration with veterinary medical associations and strategic partners. Learn
more about VMAE at vmae.org.

Table of Contents
Introduction................................................................................................................ 1
Immediate Steps (Day 1-4)........................................................................................ 2
Get the Facts............................................................................................... 2
Crisis Response........................................................................................... 2
Communicating with Staff.......................................................................... 3
Communicating with the Community...................................................... 3
Addressing Cultural Diversity.................................................................... 3
Short Term Steps (Week 1-4).................................................................................... 4
Supporting Staff.......................................................................................... 4
Working with the Media............................................................................. 5
Long Term Steps (Beyond the First Month)............................................................ 5
Memorialization........................................................................................... 5
Suicide Prevention and Mental Health Awareness................................. 6
Taking Collective Action............................................................................ 6
Tools and Templates.................................................................................................. 7
Tips for Talking about Suicide................................................................... 7
Sample Scripts to be Used in Face-to-Face Communication................ 11
Sample Electronic Communication to Staff............................................. 12
Key Messages for Media............................................................................ 13
Additional Resources................................................................................................. 14
Suggested Citation
Moutier C, Mortali M, Brandt J, Rose R, Hoffman L. After a Suicide: A Guide for Veterinary Workplaces.
American Foundation for Suicide Prevention/American Veterinary Medical Association/ National Associationof Veterinary Technicians in America/ Veterinary Hospital Managers Association/ Veterinary Medical
Association Executives. 2020

Introduction
The suicide death of an employee can leave a veterinary workplace1 faced with grieving employees, clientsand industry partners, media attention, and a community struggling to understand what happened and why.
In this situation, a veterinary workplace needs reliable information, practical tools and guidance to help
respond immediately, help the community heal, and return to their primary mission of caring for theirpatients and community.
After a Suicide: A Guide for Veterinary Workplaces provides guidance and tools for postvention, a term used
to describe activities that help people cope with the emotional distress resulting from a suicide and prevent
additional trauma and any potential for suicide contagion that could lead to further suicidal behavior anddeaths, especially among people who may be at elevated risk for suicide. The following principles havedirected the development of the guide and should be considered by those using this resource:• Veterinary workplaces should treat all employee deaths within the same framework (i.e., take the same
approach and response for an employee who dies by suicide as for an employee who dies of a heart attack).
• Attention should be given to reducing the risk of suicide contagion that may occur when a vulnerable
person experiences the loss of another person to suicide and becomes at greater risk.
• With the proper information, guidance, and support from staff and leadership, staff can learn to copewith the suicide of a fellow colleague, process their grief, and return to healthy functioning.
• Suicide is multi-factorial. It is important to consider that a person who dies by suicide was likely struggling
with significant concerns, including health factors (such as a mental health condition), historical factors(such as previous trauma), and environmental factors (such as access to lethal means and stressful life
events) that caused substantial psychological pain even if that pain was not apparent to others.
• Help should be available for any person who may be struggling with mental health issues or feelings of suicide.
• Postvention efforts need to consider culturally competent approaches for supporting those affected by a suicide.
Significant numbers of veterinary professionals die by suicide across the United States every year and it isimportant that every veterinary workplace be prepared to respond appropriately to such an event. We advise
having a plan and resources in place before a crisis occurs, with the hope that they will never be needed, thatwill enable staff to respond in an organized, effective and supportive manner. Whether or not your practicehas such a plan, this guide contains information that can be used to initiate a coordinated response.

NOTE: In this document, the terms “veterinary workplace” or “workplace” are used to refer to the veterinary
practice, veterinary hospital, or veterinary organization where the deceased individual worked. The terms“community member”, “member” and “team member” are used in the most inclusive sense to encompass all
members of the veterinary practice, hospital, or organization, including staff, colleagues, clients, industry
partners and representatives.
1

After a Suicide | A Guide for Veterinary Workplaces1Immediate Steps (Day 1-4)
In this section••••

Get the Facts
Communicating with Staff
Communicating with the Community
Addresing Cultural Diversity

This section provides information on the steps that should be taken immediately when the veterinary
workplace learns that a team member has died by suicide.

Get the Facts
When a veterinary workplace receives the news that one of its team members has died by suicide, the first stepis to confirm the news is true. Although not always possible to immediately determine the full details about
a death, confirming as much factual information as possible before communicating with staff is important.
Speculation and rumors can exacerbate the emotional upheaval within the workplace. Time is also of theessence in confirming factual information since social media and other forms of communication may beoccurring simultaneously, and it is possible that others, including staff, may already have some information
about the death. Upon confirmation, the veterinary workplace should immediately implement a coordinatedcrisis response.

Crisis Response
The purpose of a coordinated crisis response is to effectively manage the situation, provide opportunities forgrief support, maintain an environment focused on essential workday activities to the extent possible, help
team members cope with their feelings, and minimize the risk of suicide contagion.
Steps for Crisis Response
Step 1: Contact the decedent’s family.
The goal of contacting the decedent’s family is to offer condolences, inquire as to what the workplace can doto assist, ask if the family may know of any staff who were particularly close to the deceased and thus in needof additional support, discuss the family’s preference for disclosing the death was by suicide, and inquire
about funeral arrangements.
Step 2: Convene a Team Meeting.
Depending on the size of the workplace, and whether there is a current crisis response plan in place, thegroup convened may be made up of the crisis response team, workplace leadership, or the entire staff. Whenpossible it is recommended that the crisis response team and/or leadership meet in advance of an all-staff
meeting. The purpose and goals of the meeting are to establish a plan for immediately notifying staff of thedeath and notifying colleagues, clients, and/or industry partners of the death. If all staff are not included in
the meeting, the next step will be to schedule an all staff meeting, ideally before the start of the workday.

After a Suicide | A Guide for Veterinary Workplaces2

Step 3: Disseminate Resources and Information.
Disseminate fact sheets and information about suicide and support services available to staff (see Tools
and Templates).
Step 4: Consider Adding Additional Support.
As you talk with staff and monitor activities throughout the workplace, make sure staff have adequate supportand resources. This will help to determine whether additional support resources, such as the Employee
Assistance Program (EAP), grief counselors, crisis responders, or other local resources, may be needed.

Communicating with Staff
Communicating with staff is ideally done in-person to allow staff an opportunity to express their own reactions
and grief, and to identify anyone who may need additional support. For larger workplaces, staff may be
notified in smaller groups, when possible.
When sharing the news with staff, it is critically important that the information shared about the death isaccurate, factual, and honors the family’s requests, including any request for privacy. In any communication
about suicide, it is important to follow safe messaging guidelines to avoid simplifying, glamorizing, orromanticizing the person or their death. Remind staff of any workplace policies or response following an
employee death and any considerations specifically for a suicide death. Explain plans for the day, andhighlight additional resources and support, if available. Prepare staff on how to handle community reactions
and questions, share communication plans, including who community members should contact for further
information and resources. Lastly, if available, it may be helpful to have back-up staff fill in for any staff who
are too upset to work or who need to take time off.

Communicating with the Community
Communication with the community, including clients and industry partners, can be disseminated througha written death notification statement. This death notification statement should be sent by the most efficientand effective method(s) for the workplace and the community, including e-mail, text, printed copy at theworkplace, or regular mail. It can also be posted on the practice’s website and social media accounts.

Addressing Cultural Diversity
Postvention efforts should take into consideration the cultural diversity of everyone affected by a suicide,including the family, workplace, and community. This diversity may include, but is not limited to, differencesin race, ethnicity, language, sexual orientation or gender identity, religion, and disability. Culture may
significantly affect the way people view and respond to suicide and death. It’s important to be mindful thatthe extent to which people are able to talk about suicide varies, and, in some cultures, suicide is still viewed asa moral failing. Therefore, it is important to be sensitive to the beliefs and customs regarding the decedent’s
family and community and how the family and community respond to the death, and to understand potential
perceptions regarding individuals outside of the family or community intervening to provide support.

After a Suicide | A Guide for Veterinary Workplaces3

Short Term Steps (Week 1-4)
In this section• Supporting Staff• Working with the MediaIn the aftermath of a suicide, staff and others in the community may feel emotionally overwhelmed. This section
provides short term steps, including key considerations for supporting staff in the aftermath of a colleague
suicide death, and recommendations for working with the community and the media.

Supporting Staff
A veterinary workplace’s approach to supporting staff after a suicide loss is most effective when it provides
different levels of support depending on team members’ needs. It is recommended that staff have access tomental and behavioral health services, grief counseling and peer support, information about crisis resources
and services, as well as self-care strategies.
Mental and Behavioral Health Services
It is important to connect staff in need of additional support with available mental health professionals andservices. This may include the Employee Assistance Program (EAP), or other employee mental health resource.
In some cases, it may be helpful for veterinary workplaces to consider establishing an ongoing relationshipwith local mental health services that can see staff, when needed.
Loss and Healing Support
Working with staff in the aftermath of a suicide death can easily exhaust a workplace, particularly a small
practice, which can interfere with their ability to affectively support staff and the community. Veterinary
workplaces may want to consider bringing in postvention specialists, trauma responders or local mental
health or crisis centers to work with staff. Providing staff with information on local bereavement support
groups is also recommended. See Additional Resources to access a national listing of suicide bereavement
support groups.
Crisis Resources
It is recommended that veterinary workplaces publicize crisis hotline numbers and resources. See Additional
Resources for a list of recommended crisis services.
Self-Care Strategies
Providing staff with practical coping strategies to take care of themselves physically, emotionally and spiritually
can be particularly helpful. Examples include: providing staff with relaxation and mindfulness tools; encouraging
staff to engage in favorite activities or hobbies; reminding staff of the importance of exercise, good nutritionand sleep. Providing a list of support resources and encouraging staff to create their own resource list, including
people they can turn to for support, is also recommended.

After a Suicide | A Guide for Veterinary Workplaces

4

Working with the MediaA death by suicide in any community can attract media attention. Because the risk of suicide contagion isrelated to the amount, duration, prominence, and content of media coverage, it is extremely important thatveterinary workplaces encourage the media to adhere to safe reporting guidelines. See Tools and Templates
for important information about working with the media, including the resource, Recommendations for
Reporting on Suicide.

Long Term Steps (Beyond
the First Month)
In this section• Memorialization• Suicide Prevention and Awareness• Taking Collective Action

This section provides information for long term steps, including how to appropriately memorialize a suicide
death, key considerations for implementing suicide prevention programming and awareness initiatives,
including recommendations for collective action.

Memorialization
Staff may wish to memorialize a colleague who has died by suicide. Because it can be challenging to strike abalance between compassionately meeting the needs of grieving staff and appropriately memorializing theperson who died, without risking suicide contagion among other staff who may themselves be at risk, carefulattention should be made to how the suicide death is memorialized.
In the event that some type of memorialization takes place, veterinary workplaces should strive to treat all
deaths in the same way. Therefore, the same general approach for memorializing a staff member who diedof cancer or in a car accident should be taken when memorializing a staff member who dies by suicide. In
the aftermath of a suicide death in particular, it is important to memorialize the person in a way that does not
inadvertently glamorize or romanticize either the person or the death. Focus on how the person lived, rather
than how the person died. Wherever possible, veterinary workplaces should coordinate memorialization withthe family in the interest of identifying a meaningful, safe approach to acknowledging the loss.
Recommendations for safe memorialization can include: holding a day of community service or creating awork-based community service program in honor of the deceased; putting together a team to participate in anawareness or fundraising event sponsored by one of the national mental health or suicide prevention organizations
or hold a fundraising event to support a local crisis hotline or other suicide prevention program (in the same
way that in the case of a death by cancer or heart disease, staff might participate in a fundraising event
sponsored by one of the associated organizations for that particular illness); sponsoring a mental healthawareness day; raising funds to help the family defray their funeral expenses; making a book or notecards
After a Suicide | A Guide for Veterinary Workplaces5available for several weeks, in which staff and clients can write messages to the family, share memories of thedeceased, or offer condolences, that can then be presented to the family on behalf of the workplace community.
Posting on online memorial pages and messaging sites has become common practice in the aftermath of adeath. Some workplaces (with permission from the family) may choose to establish a memorial page online.
It is vital that memorial pages use safe messaging, include resources to obtain information and support, andbe time-limited (30-60 days after the death of the employee). See Tools and Templates for more information
about safe messaging for online memorials.
Lastly, the anniversary of the death (and other significant dates, such as the decedent’s birthday) may stir
up emotions and can be a difficult time for staff. It is helpful to anticipate this and provide an opportunity to
acknowledge the date, particularly with those staff and/or clients who were especially close to the person
who died. These individuals may also need additional support since mourning can be a long-term process,and an anniversary of a loss can trigger the grief and trauma they experienced at the time of the death.

Suicide Prevention and AwarenessAfter a veterinary workplace has addressed the needs arising directly from a suicide death, it should consider
implementing a comprehensive suicide prevention program, if it does not already have one. This is also agood time to develop or review policies and procedures for dealing with all deaths, including deaths bysuicide. While there are no specific guidelines regarding how long a work setting should wait after a death
to implement such a program, it should not use a prevention program as a substitute for responding to how
staff and others in the community have been impacted by the death. Staff will be more ready to receive
prevention information after grief needs have been appropriately addressed. Some experts suggest waiting
several months before providing prevention education to staff. For some staff, however, more immediate
access to training resources can be helpful in their healing journey. One possibility is to have an identified
training resource that staff members can access if they choose, in the time frame that is most appropriate
for them. Most importantly if implementing programming within the first few months, staff should be madeaware that participation is optional and be encouraged to be mindful of their own emotional needs whenlearning about or participating in suicide prevention programming.

Taking Collective Action
Some practices may also wish to take collective action to address the problem of suicide, such as participating
in an awareness or fundraising event to support a national suicide prevention organization. See Tools andTemplates for information about suicide prevention programming, awareness initiatives and other ways totake action.

After a Suicide | A Guide for Veterinary Workplaces6

Tools and Templates
Tips for Talking about Suicide
Suicide is a difficult topic for most people to talk about. The following provides ways to talk about key issues
that may come up when someone dies by suicide.
Give Accurate Information about Suicide

Say

Suicide is a complex outcome of several health andlife stressors that converge at one moment in aperson’s life to increase risk. It is not caused bya single event.

“The cause of [NAME]’s death was suicide. Suicide
most often occurs when several life and healthfactors converge leading to overwhelming mental
and/or physical pain, anguish, and hopelessness.”

Research is very clear that in most cases, underlying
mental health conditions like depression, substanceabuse, bipolar disorder, PTSD, or psychosis (and
often comorbid occurrence of more than one)were present and active leading up to a suicide.
Mental health conditions affect brain functioning,
impacting cognition, problem solving, and theway people feel. Having a mental health disorderis actually very common and is nothing to beashamed of, and help is available.

“There are treatments to help people with mental
health struggles who are at risk for suicide or
having suicidal thoughts.”

Talking about suicide in a calm, straightforwardmanner does not increase risk.

“Since 90 percent of people who die by suicide
have a mental health condition at the time of their
death, it is likely that [NAME] suffered from amental health problem that affected their feelings,
thoughts, and ability to think clearly and solve
problems in a better way.”“Mental health concerns are not something to beashamed of — they are a type of health issue likeany other kind, and there are effective treatments
to help manage them and alleviate the distress.
Along with risk factors, there are known protective
factors that mitigate risk for suicide.”

After a Suicide | A Guide for Veterinary Workplaces

7

Do Not Focus on the Method or Graphic Details

Say

Talking in graphic detail about the method cancreate images that are upsetting and can increase
the risk of imitative behavior by vulnerable
individuals.

“[NAME] died by suicide.” or “[NAME] took theirown life.”

Don’t include graphic or detailed descriptionsof the suicide method, location, circumstances
surrounding the death.
Don’t highlight pictures of the location or
sensationalized media accounts.

For in-person small groups only: “It is tragicthat they died by hanging. Let’s talk about how[NAME]’s death has affected you and ways for you
to handle it.”“How can we figure out the best ways to deal with
our loss and grief?”

If asked in person, it is okay to give basic facts
about the method, but don’t give graphic details
or talk at length about it. Even during in-person
meetings, avoid providing more detail than
the general method (e.g., “died by overdose,
hanging, took his life using a firearm”). Going
beyond this into more detail is not advisableespecially in writing or group settings.
The focus should not be on how someone killed
themselves but rather on how to cope withfeelings of sadness, loss, anger, etc.
Don’t Glorify the Act of Suicide

Say

Talk about the person in a balanced manner. Avoid
idealizing the person or describing the deceased
person only in terms of their strengths. This paints
a picture of suicide being an option/solution orpresents a confusing picture when the person’s
apparent struggles aren’t mentioned or alluded to.
Do not be afraid to include the struggles that were
known, especially during conversations.

“There were likely many factors at play leading up
to [NAME]’s death. The joys and challenges of life
are all part of the human condition. Mental healthchallenges are a real part of life, dynamic andchanging like other aspects of health. We all facechallenges and can support one another.”

Don’t portray suicide as a reasonable solution
to the person’s problems or as the result of one
problem, event or issue.

After a Suicide | A Guide for Veterinary Workplaces8Promote Help-Seeking

Say

Advise people to seek help from a trusted person
or mental health professional if they or someone
they know are feeling depressed. Communicatethat we don’t need to wait for a crisis — early help
seeking is a sign of strength.

We are in this together, and you don’t have togo through this alone. Who are the people you
would go to if you or someone you know werefeeling worried or depressed or had thoughts ofsuicide?”If people express thoughts of self-harm, encouragethem to call the National Suicide Prevention Lifeline
at 1-800-273-TALK (8255), text TALK to the Crisis
Text Line at 741-741, go to the emergency room, or
call 911.

“There are effective treatments to help people
who have mental health struggles or substanceuse problems. Suicide is never the right answer.”“Help-seeking is as a sign of strength, a way
to show the most proactive, mature level ofprofessionalism. Seeking support or healthcare isessential to personal health/well-being, as well as
for the betterment of professional work.”“This is an important time for all in our community
to support and look out for one another. If you
are concerned about a friend or colleague,please have an honest conversation with themand encourage them to seek help.”“Whether you get help from recommended
resources or others, the important thing is to gethelp when you need it.”

Address Blaming and Scapegoating

Say

It is common to try to answer the question “why?”
after a suicide death. Sometimes this can turn into
blaming others for the death.

“The reasons that someone dies by suicide are notsimple and are related to mental anguish that getsin the way of the person thinking clearly. Blaming
others — or blaming the person who died — does
not acknowledge the reality that the person wasbattling a kind of intense suffering that is difficult
for many of us to relate to during normal health.”

Address Anger

Say

Accept expressions of anger at the deceased andexplain that these feelings are normal.

“It is not uncommon to feel angry. These feelings
are normal, and it doesn’t mean that you didn’t careabout [NAME]. You can be angry at someone’s
behavior and still care deeply about that person.”After a Suicide | A Guide for Veterinary Workplaces9Address Feelings of Responsibility

Say

Reassure those who feel responsible or think they(or others) could have done something to save thedeceased. Many in the health/medical profession
have exceedingly high expectations of themselves,
and along with medical training, they may feel thatthey should have detected signs of suicide risk.

“[NAME] was a colleague and a friend. No one
has the ability to predict imminent suicide. We doknow that talk saves lives. If your gut instinct tells
you something is different about a colleague’s
behavior, engage in a conversation with them,and if you are concerned encourage themto seek help and consider letting [NAME OF
APPROPRIATE LOCAL PERSON] know.”

The reality is that many cloak their internal distress(to their detriment) so that it can be challenging foreven the closest people in their lives to observe
the change in their mental state.
This highlights the importance of asking andcaring when you notice even subtle changes inothers’ usual way of behaving and approachingproblems.

After a Suicide | A Guide for Veterinary Workplaces“This death is not your fault. This is an outcome
we all would have wanted to prevent, and no one
action, conversation or interaction caused this.”“We can’t always predict someone else’s behavior.
Especially when many of us are able to hide our
distress.”

10

Sample Script for Face-to-Face Communication
It is with great sadness that I have to tell you that one of our colleagues, [NAME], has died [by suicide]2. All of
us want you to know that we are here to help you in any way we can.
(Provide a few moments for acute reactions, as some staff may react strongly to the news.)[If death by suicide is confirmed and can be disclosed say, “A suicide death presents us with many questions
that we may not be able to answer right away.”][If cause of death is unconfirmed, say, “The cause of death has not yet been determined. We are aware that
there has been some talk about the possibility that this was a suicide death.”][If family does not want cause of death disclosed, say “The family of [NAME] has requested that information
about the cause of death not be shared at this time. We are aware that there has been some talk about thepossibility that this was a suicide death.”]Rumors may begin to circulate, and we ask that you not spread rumors you may hear. We request that if/when
you do share information, that it be factual, since inaccurate information can be hurtful to those coping withthis loss. Please also be mindful of the risks in using social media to discuss this event. We’ll do our best to
give you accurate information as it becomes known to us.
Since the subject has been raised, we do want to take this opportunity to remind you that suicide — when
it does occur – is a very complicated act. It is usually the culmination of several health and life factors thatconverge in a person’s life during the same period of time, including mental health conditions such as
depression, which lead to overwhelming mental and/or physical pain, anguish, and hopelessness.
Sometimes these risk factors are not identified or noticed; in other cases a person with a disorder will show
obvious changes or warning signs. One thing is certain: there are treatments that can help.
Each of us will react to [NAME]’s death in our own way, and we need to be respectful of each other. Feelingsad is a normal response to any loss. Some of you may not have known [NAME] very well and may not be asaffected, while others may experience a great deal of sadness whether you knew [NAME] well or not. Someof you may find you’re having difficulty concentrating, and others may find that diving into your work is agood distraction.
[If support resources and services are available say, “We have mental health professionals available to help us
with this loss. If you’d like to talk to a counselor, these are the contacts (provide list of contacts).”]This is a time to take a moment to be together, to remember [NAME] in our grief, and to support one another.
Please remember that we are all here for you.

If death was ruled a suicide, say, “died by suicide.” If cause of death is unconfirmed, or if cause of death is not
to be disclosed, say, “died.”2

After a Suicide | A Guide for Veterinary Workplaces11

Sample Electronic Communication to Staff
An email announcement should be sent to staff. A follow-up email can be sent later with details regarding theobituary, and if applicable, funeral/memorial service information. Remember that the same approach should
be used in other types of death.
Subject Line: Sad NewsI am writing with great sadness to inform you that one of our staff members, [NAME], has died. Our thoughts
are with their family and friends, and our community.
[If death by suicide is confirmed and can be disclosed: The cause of death was suicide.][If cause of death is unconfirmed: The cause of death has not yet been determined by the authorities. We areaware that there has been some talk about the possibility that this was a suicide death. Rumors may begin tocirculate, and we ask you to respond to any speculations as to the cause of death with the reminder that this is
not yet clear. We’ll do our best to give you accurate information as it becomes known to us.][If cause of death may not be disclosed: The family has requested that information about the cause of death
not be shared at this time. We are aware that there has been speculation that this may have been a suicide.]
Since the subject has been raised, we want to take this opportunity to remind our community that suicide,when it does occur, is a very complicated act. It is usually the culmination of several health and life factorsthat converge in a person’s life during the same period of time, including mental health conditions such as
depression, which lead to overwhelming mental and/or physical pain, anguish, and hopelessness.
Sometimes these risk factors and warning signs are not identified or noticed; other times, a person who isstruggling will show more obvious symptoms or signs. Resources for support and mental health care arelisted below. We encourage all staff to seek the help they need and support others in doing the same. It isa time to come together, to grieve, and to support each other.
Information about a remembrance service will be shared as it becomes available.
Please do not hesitate to contact me with any questions or concerns.
Sincerely,[NAME]

After a Suicide | A Guide for Veterinary Workplaces

12Key Messages for MediaThe following messages should be used when fielding media inquiries. Information about safe messaging
and recommendations for reporting on suicide should be shared with the media.
Suicide/Mental Health Conditions• We are saddened by the death of one of our staff members; our hearts [and/or thoughts, and/or prayers]
go out to their family and friends, and the entire community• Suicide is one of our nation’s leading, yet preventable, causes of death• Among the top ten leading causes of death in our nation, suicide continues to be on the rise; we must
invest in research and prevention at a level commensurate with suicide’s toll on our nation• The risk of suicide increases when several health factors and life stressors converge at the same time ina person’s life; multiple risk factors and protective factors interact in a dynamic way over time, affecting
a person’s risk for suicide; this means there are ways to decrease a person’s risk, once you learn which
modifiable risk factors are pertinent in a particular person’s life, e.g., getting depression treated andwell managed, limiting use of alcohol particularly during times of crisis, developing healthy boundaries
in relationships, limiting exposure to toxic people, developing healthy self-expectations and accepting
imperfection as a part of life, etc.
• Depression and other mental health problems are the leading risk factors for suicide; depression is among
the most treatable of all mood disorders; more than three-fourths of people with depression respondpositively to treatment• The best way to prevent suicide is through early detection, diagnosis, and vigorous treatment ofdepression and other mental health conditions, including substance use problems
Response to Media• Media are strongly encouraged to refer to the document “Reporting on Suicide: Recommendations for
the Media,” which is available at www.afsp.org/media• Research has shown that graphic, sensationalized, or romanticized descriptions of suicide deaths in thenews media can contribute to suicide contagion (“copycat” suicides)• Media coverage that details the location and manner of suicide with photos or video increases risk of contagion• Media should avoid oversimplifying the cause of suicide (e.g., don’t say “student took their own life after breakup
with significant other”); this gives people a simplistic understanding of a very complicated issue, and doesn’tallow for learning about the many risk factors that can be points for intervention; instead, remind the publicthat more than 90 percent of people who die by suicide have an underlying mental health condition suchas depression, and that mental health can be managed and optimized like any other aspect of health• Media should include links to or information about helpful resources such as local mental health resources,
the National Suicide Prevention Lifeline at 1-800-273-TALK (8255), and the Crisis Text Line at 741-741

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Additional Resources
Mental and Behavioral Health Resources• National behavioral health treatment services locator: findtreatment.samhsa.gov• Call the 24/7 National Helpline at 1-800-662-HELP (4357) for treatment referral and information• Visit mhanational.org/finding-help to find mental health resources and support services• Contact your Employee Assistance Program (EAP) or other employee mental health to learn more
about assistance they can provide for crisis response.
• Identify local grief and trauma-informed counselors in your area.
• Visit afsp.org/resources

Crisis Resources• National Suicide Prevention Lifeline
suicidepreventionlifeline.org
1-800-273-TALK (8255) for free and confidential support 24/7
• Crisis Text Linecrisistextline.org
Text “TALK” to 741-741 for free and confidential support 24/7.
• Find out if your community has a mobile crisis unit. Know the contact information for your local hospitalemergency department, psychiatric hospital, or walk-in clinic.

Suicide Prevention Information• Suicide Risk Factors and Warning Signs: afsp.org/signs• Fact Sheet, Facts about Mental Health and Suicide Among Veterinarians: afsp.org/veterinarianfacts

Loss and Healing Resources• After a Suicide Loss: afsp.org/afteraloss• Find a support group: afsp.org/findasupportgroup

Resources to Support Veterinary Wellbeing• avma.org/wellbeing: Includes access to QPR suicide prevention training—free to AVMA members• myvetlife.avma.org• navta.net/wellbeing• ASKAssessSupportKnow.com: Developed by Banfield Pet Hospital® “ASK” (Assess, Support, Know) is
the first of its kind training designed specifically to help veterinary professionals recognize and address
emotional distress and suicidal thoughts in themselves and others. The ASK training is available as a freeresource for the entire veterinary profession.

Resources for the Media• Safe Messaging: suicidepreventionmessaging.org• Reporting Guidelines, Recommendations for Reporting on Suicide: afsp.org/reportingonsuicide
After a Suicide | A Guide for Veterinary Workplaces

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afsp.orgnavta.net

vhma.org

vmae.org