How workplaces can make “R U OK? Day” count

Mental health is an essential part of every workplace. For many Australian businesses, R U OK? Day offers a powerful moment to focus on connection. However, its long-term impact depends on what happens the day after.

This article outlines practical ways business owners and managers can turn R U OK? Day into something meaningful and lasting.

Why R U OK? Day matters

R U OK? Day began as a simple prompt: ask someone how they’re really going. Today, it’s a national movement reminding Australians to check in and stay connected.

Mental health affects everyone. Beyond Blue reports nearly 1 in 5 Australians experience anxiety or depression each year, with a significant number navigating these challenges while at work.

Workplaces are also on the front line. With adults spending around one-third of their lives at work, the workplace often becomes the first place distress shows up. This alone is reason enough for businesses to support employees’ wellbeing.

A timely and genuine check-in or “Are you okay?” can encourage someone to speak up, take a mental health day, or reach out to their employee assistance program (EAP) before their symptoms worsen.

The roles of workplaces in people’s wellbeing

When job demands feel unmanageable and support is lacking, employees are more likely to experience extreme stress, burnout, absenteeism, or even presenteeism or what some people call “quiet quitting.”

Australian frameworks on mentally healthy workplaces highlight key elements like control, inclusion, role clarity, and manager support as essential for psychological safety. These aren’t abstract ideas. They directly influence how supported and safe people feel.

• Workload management: High pressure without the ability to influence how work is done often fuels workplace stress.

• Clear roles and communication: Employees who understand expectations and receive feedback are more confident and less anxious.

• Supportive leadership: When leaders model openness and empathy, they set the tone for a healthier workplace culture.

Making “R U OK? Day” count

R U OK? Day gives workplaces a valuable opportunity to focus on connection, compassion, and psychological safety. For the day to have real meaning, the activities should be thoughtful, inclusive, and aligned with your team’s needs.

Here are some ways to create a supportive and impactful experience on the day:

1. Bring people together for a shared moment

Organise a morning tea, lunch, or casual event where people can pause and connect. This creates space for meaningful conversations in a relaxed setting.

2. Invite a guest speaker or mental health expert

Bringing in someone with lived experience or a professional in mental health can encourage open discussions and reduce stigma.

3. Use conversation tools

Provide teams with printed or digital resources on how to ask “R U OK?” and how to respond when someone says “no.” These resources make the conversation more approachable and can make struggling employees respond honestly when someone checks in on them.

4. Share real stories from your team or industry

With consent, highlight stories of colleagues who have faced challenges, accessed support, or benefited from your employee assistance program. Honest stories can shift perceptions and encourage others to seek help early.

5. Promote internal support services

Make sure everyone knows how to contact your EAP, where to find wellbeing resources, and what support is available if someone needs time away or a mental health day.

6. Encourage kindness and recognition

Simple gestures, like writing anonymous notes of appreciation or sharing what you value about a teammate, can inspire connection and boost morale.

Beyond the day: Build a culture of everyday care

The impact of R U OK? Day should not end when the calendar moves on. For lasting change, workplaces need to make mental health part of how they lead, communicate, and support people throughout the year.

Here are effective ways to maintain momentum and strengthen your workplace wellbeing efforts:

1. Invest in regular manager training

Managers often set the tone for workplace culture. When they feel confident speaking about mental health, the entire team benefits.

• Provide training that helps managers recognise signs of stress or burnout

• Teach respectful ways to check in with someone who seems overwhelmed

• Show managers how to refer staff to your EAP and how to follow up in a caring, non-intrusive way

2. Normalise everyday check-ins

Checking in with colleagues doesn’t need to be formal or forced. When these conversations happen regularly, they create trust and openness.

• Add a quick wellbeing check-in at the start of team meetings

• Encourage team leaders to ask how people are coping during busy periods

• Remind staff that looking out for each other is everyone’s role, not just management’s

3. Clarify and promote support options

Employees are more likely to reach out when they know what help is available and how to access it.

• Keep your EAP details visible in shared spaces, onboarding materials, and internal platforms

• Make it clear that taking a mental health day or requesting stress leave is supported and respected

• Offer practical information about who to speak to if someone needs a change in workload or extra time off

4. Align your policies with wellbeing values

Workplace policies should reflect a genuine commitment to psychological safety and flexibility.

• Review leave policies to ensure they support staff through difficult periods

• Consider flexible work options during times of high stress or recovery

• Ensure return-to-work plans are supportive and tailored to individual needs

5. Measure impact and evolve your approach

No single initiative fits every workplace. Regular feedback helps you understand what’s working and what might need adjusting.

• Use short surveys to gather feedback after wellbeing events

• Monitor relevant data, such as EAP usage or sick leave patterns, while protecting employee confidentiality

• Involve staff in planning future wellbeing initiatives, so your strategy stays relevant and inclusive

Final reflections

R U OK? Day can be the spark that starts deeper conversations. But the real change comes when leaders make those conversations part of everyday work life.

By building psychological safety, offering clear support like the employee assistance program, and encouraging open communication, businesses can create environments where people feel cared for and empowered to speak up and prioritise their and the company’s wellbeing.