Every September, Australian workplaces get behind R U OK? Day—sharing posters, handing out cupcakes, and encouraging employees to ask that all-important question.
But what happens after the morning tea ends?
Creating a truly supportive workplace goes beyond a single campaign. It’s not about one perfect conversation—it’s about building a culture where people feel safe to speak up every day of the year.
🤔 What Does a Real “Are You OK?” Moment Look Like at Work?
It’s not always a big emotional reveal. More often, it’s subtle:
- A manager gently asking, “You’ve been quiet lately—want to talk?”
- A colleague noticing someone’s work patterns have changed, and checking in without judgement.
- A leader sharing something personal, showing it’s okay to not be okay.
- These moments matter. But they don’t happen by accident—they happen when trust is built over time.
🧠 From Reactive to Proactive: The Shift That Matters
Most workplaces wait until someone is visibly struggling. But by then, the window for early support may have passed.
Creating a proactive culture of care means:
- Talking about mental health before someone’s in crisis
- Training staff to notice early shifts in mood, behaviour, or performance
- Encouraging regular check-ins, even when things seem “fine”
- Making EAP access visible, easy, and stigma-free
When people know it’s normal to talk about stress or overwhelm, they’re more likely to speak up early.
🛑 Why Some People Still Don’t Speak Up
Even with R U OK? campaigns, there are barriers that stop people from reaching out.
These are just a few we hear at Acorn EAP:
- “I don’t want to be seen as weak.”
- “I don’t want to bother anyone—they’re busy.”
- “I don’t think it’s serious enough to get help.”
- “What if they don’t know how to respond?”
That’s why one-off awareness days aren’t enough. We need ongoing messaging, supportive systems, and leaders who model what it means to prioritise mental wellbeing.
👥 How Managers Can Set the Tone
Workplace culture flows from the top. When leaders show vulnerability, follow up on check-ins, and prioritise wellbeing, others follow suit.
Here’s what effective leaders do:
- Model it: Share when you’re not okay—appropriately and without shame
- Notice small changes: Has someone stopped showing up to team lunches? Missed a few deadlines?
- Follow up: “Hey, just checking in on what you shared last week—how are things now?”
- Know the pathway: Be ready to say, “You don’t have to go through this alone—our EAP is here for you.”
Want to train your team in check-in conversations? Ask Acorn about our manager workshops.
💛 R U OK? Day Is a Great Start—But It’s Just That: A Start
Marking Thursday, 11 September 2025 is important—but what matters most is what happens after.
You don’t need to get every conversation right. You just need to be someone who cares enough to ask—and listen.
Keep building on the momentum with:
- R U OK? Workplace Resources
- Beyond Blue: Supporting Someone at Work
- Acorn EAP Services – confidential support, manager coaching & check-in tools
💬 Final Thought
We all want to work somewhere that feels safe, human, and real. That doesn’t happen in one day—it happens in the everyday.
This month, ask someone how they’re really doing. Then ask again. And remember—you don’t have to have the answers. You just have to be willing to listen.
