A recent inquest into the death of Treasury worker Chloe Moffat has raised difficult questions about how workplaces protect employees from harm, particularly when that harm is not physical. 

Chloe, 26, was a personal assistant at HM Treasury. She took her own life the day after a meeting with managers about allegations that she had shared sensitive information about colleagues, which she denied.

Assistant coroner Anna Crawford concluded that HM Treasury had "materially contributed" to Chloe's death by failing to follow its written disciplinary policy.

The policy stated that, if the allegations were proven, the likely penalty would have been a written warning rather than dismissal. Chloe was not given this information and was told the outcome could not be predicted.

The inquest heard that she was deeply distressed by the meeting and later told a friend that she believed she was going to be fired.

For Chloe's family, the loss has been devastating. They said she was a much-loved daughter, sister and friend, and that they hoped lessons from her death could help prevent another family from experiencing the same heartbreak.

A workplace safety issue?

The case raises an important question for health and safety professionals. Are we doing enough to recognise and manage the risks to people's mental wellbeing at work?

Health and safety systems are often designed around physical hazards, with clear processes for identifying risks and putting controls in place. But the impact of disciplinary proceedings, workplace investigations, pressure and uncertainty can be much harder to see.

The coroner also heard that the meeting was standard practice at HM Treasury and other government departments, describing this as a "matter of concern".

Should work-related deaths be recorded?

The case has also prompted discussion about whether suspected work-related suicides should form part of the UK's health and safety reporting system.

The Hazards Campaign estimates that around 600 suicides each year in the UK may be work-related, although the true figure is difficult to establish because these deaths are not routinely recorded as occupational health and safety outcomes.

If RIDDOR were expanded to include suspected work-related suicide, such cases could potentially be recorded and assessed by the Health and Safety Executive, helping build a clearer picture of the scale of the issue.

With RIDDOR currently under review, this raises the important question for the health and safety profession, are we giving mental wellbeing the same attention we give physical safety?

Protecting people at work cannot only mean preventing physical injury. It also means understanding how workplace policies, processes and working environments can affect people's wellbeing, and making sure appropriate support is there when people are at their most vulnerable.

Our thoughts are with Chloe's family, friends and colleagues following her death. We hope that the findings of the inquest lead to meaningful changes that help protect the wellbeing of others in the workplace. 

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