R U OK Day has become a staple in workplaces across Australia, encouraging us to check in on each other with the simple yet powerful question, "Are you okay?"

It’s a day dedicated to fostering conversations about mental health, aiming to break down the stigma and encourage openness. But as we embrace this annual event, it’s worth asking ourselves: Shouldn’t every day be R U OK Day?

Beyond a One-Day Gesture

While the intent behind R U OK Day is undeniably positive, it’s easy for this important message to become diluted when confined to a single day.  For many, the day can feel like a checkbox activity, where the conversation about mental health is reduced to a polite inquiry exchanged over cupcakes and coffee.  The risk here is that it gives the impression that addressing mental health is a once-a-year activity, rather than an ongoing commitment.

Ask yourself: what would happen if someone answered, "No, I’m not okay"?

It’s in these moments that the true test of a workplace’s commitment to mental health is revealed. Without proper training and support, well-meaning conversations can quickly become uncomfortable or even harmful.

Committing to Meaningful Change

Today’s employees are navigating a complex and often overwhelming work environment. To truly make a meaningful impact, companies must go beyond surface-level initiatives and invest in comprehensive wellbeing and mental health programs. These programs could include robust training for all employees, designed not just to recognize signs of mental distress but to empower them with the tools to respond with empathy, offer support, and connect colleagues with the appropriate resources.

To obtain accurate measures of employee wellbeing, companies might consider regularly conducting anonymous surveys to assess the mental health climate, holding open forums for feedback, and utilising data analytics to identify trends in absenteeism, turnover rates, and productivity that may signal underlying wellbeing issues. Implementing regular check-ins and providing accessible mental health resources can also be effective ways to ensure that employees feel supported on an ongoing basis.

However, talk is cheap. Relying on a band-aid or checkbox approach to mental health will be your undoing as an organisation. Claiming to care about employees without taking real, actionable steps to improve their wellbeing is not just ineffective—it’s damaging. Genuinely changing the culture to care about people means moving beyond empty platitudes and actively fostering an environment where mental health is prioritised. This requires a deep commitment from leadership to listen, act, and continually improve, rather than simply wishing employees would "be quiet and get back to work."

Also, just as organisation’s are responsible for creating an environment that supports mental health, employees play a crucial role in taking ownership of their actions and work performance. Mental health challenges deserve to be met with compassion and understanding, but it’s important to maintain a balance. Employees should recognize that, even with support in place, the workplace still operates on expectations and deliverables. While businesses can offer help and resources, employees are also responsible for engaging in their roles and meeting the standards required to ensure both their success and the success of the organization. A mental health issue does not exempt someone from accountability, and it’s crucial for both the employee and the organisation to work together to find solutions that respect the needs of the employee while maintaining the integrity of the business’s goals.

Promoting employee wellbeing is not just about avoiding negative outcomes; it’s about creating a thriving, dynamic workplace where everyone can bring their best selves to the table. By prioritising wellbeing, organisations can build stronger teams, drive innovation, and ultimately achieve greater success for their organizations. When employees feel genuinely cared for, they are more likely to engage, innovate, and contribute meaningfully to the organisation. To create this kind of culture, organisation’s might focus on fostering a sense of belonging among their employees. A psychologically safe environment, where individuals feel valued and free to express their ideas, is essential for driving innovation and achieving breakthrough results.

The Real Value of R U OK Day

We’re not suggesting that R U OK Day shouldn’t be celebrated.  On the contrary, when supported by a strong culture of mental health awareness and proactive measures, R U OK Day can be an opportunity to enhance and deepen the conversations already happening in your workplace.  It can be a day to reflect on the progress made, identify areas for improvement, and reinforce the importance of checking in with one another.

While R U OK Day is a valuable reminder to check in with one another, its true power lies in what we do beyond that single day. To create lasting, meaningful change, businesses must embed mental health support into the very fabric of their culture. This requires continuous effort, genuine commitment, and a balanced approach where both the organisation and its employees are accountable.

By fostering an environment of empathy, support, and accountability every day, we can ensure that when someone says, "No, I’m not okay," they are met with the understanding and resources they need—not just on R U OK Day, but every day of the year.