Why R U OK? Day remains essential for workplaces

Australia’s annual R U OK? Day remains a timely reminder that connection and care are powerful protective factors, one expert has said.

Today (11 September) is R U OK? Day, a national day of action, encouraging Australians across the board to check in with family, friends, and colleagues, and start meaningful conversations about mental health and wellbeing. This year’s theme – “Ask R U OK? Any Day” – highlights the importance of checking in with those in one’s life regularly, rather than just when prompted.

In conversation with HR Leader, Dr Natalie Flatt, a registered psychologist with nearly two decades’ experience and who serves as the chief mental health advisor at SuperFriend, said that when people feel genuinely connected to their colleagues, it reduces isolation and lowers psychological distress.

“Connection creates a sense of belonging, which is a strong buffer against stress and a driver of resilience. For businesses, this means fewer people suffering in silence and a greater likelihood that issues are raised early, before they escalate into crises or prolonged absences,” she said.

“Equally important is psychological safety – the shared belief that it’s safe to speak up, ask questions, or share struggles without fear of judgment or negative consequences. In environments where psychological safety is strong, employees are more likely to have open conversations, admit mistakes, and reach out for support.”

This isn’t, Flatt said, just a nice-to-have; “it’s directly tied to reducing psychosocial hazards such as poor workplace relationships, bullying, or the stress that comes from silence and stigma”.

“By embedding psychological safety into everyday workplace practices, businesses create conditions where people feel comfortable checking in on each other and themselves. This not only helps reduce risks of harm but also meets obligations under workplace health and safety legislation, where managing psychosocial hazards is now a critical component of compliance,” she said.

“So, R U OK? Day can act as a catalyst, but the real value comes when businesses carry forward its message. When connection and psychological safety are prioritised, workplaces don’t just reduce the likelihood of harm, they actively promote mental wellbeing, stronger team performance, which can lead to long-term organisational health.”

The state of affairs

Looking across the nation’s workforce, Flatt reflected that Australian workplaces are “holding steady” from an economical perspective.

However, broadly speaking, she added, they are “far from thriving”.

“SuperFriend’s 2024 survey found a Thriving Workplace Score of 68.7 out of 100, showing stability without real uplift. Yet psychological distress remains widespread, with 53.2 per cent of workers reporting moderate or severe distress in June and levels climbing again in December,” she said.

“Burnout is escalating, hitting 57.1 per cent by year’s end, while around 30 per cent of workers faced harmful experiences such as bullying, discrimination, or violence, with risks most acute in healthcare, retail, and education.”

“Some industries were found to shine brighter. Construction scored 75.7 in connectedness, with workers most willing to talk openly about mental health. Agriculture reported more positive impacts for those with existing conditions compared to the national average. However, we found one in three healthcare workers still reported harassment, discrimination, or violence in 2024.”

The evidence, Flatt surmised, is clear: “connection and psychological safety reduce distress and burnout and are essential to both wellbeing and compliance”.

Ongoing challenges

This all said, there remain, Flatt noted, “significant” challenges that workplaces face in enabling all employees to thrive, particularly workload and poor communication.

“Organisations continually adapt through restructuring, implementing new systems, or responding to evolving business demands. This constant change can create uncertainty, stress, higher workload, and engagement challenges for staff,” she said.

“Eager leaders often strive to guide their teams through these transitions but can struggle to clearly convey intentions, expectations, and support, leaving employees feeling disconnected. Communication gaps amplify stress, reduce trust, and make it harder for staff to raise concerns or share ideas.”

A key solution, she went on, is compassionate, authentic leadership.

“The data shows that when leaders respond to mental health disclosures with support and empathy, intent to stay reaches 85 per cent. Authentic leadership reduces stigma, normalises mental health conversations, and encourages help-seeking. In contrast, employees who disclose to disengaged leaders report worse outcomes than those who never disclose,” Flatt said.

“R U OK? aligns directly with the principles of authentic leadership and psychological safety. It is not just a question; it is a practice of connection, empathy, and timely intervention. Leaders who model vulnerability, encourage conversations, and respond with empathy create the conditions where R U OK? becomes part of daily interactions.”

This proactive approach, she said, helps prevent burnout, reduces stigma around mental health, and strengthens team cohesion.

Moreover, Flatt added, workplace wellness can be strengthened both from the organisation’s perspective and the employee’s perspective, with both sides meeting in the middle to create a thriving environment.

“By integrating organisational structures with individual supports, workplaces can foster a culture where employees feel supported, psychologically safe, and empowered to thrive,” she said.

Looking ahead

Looking to the future, Flatt expressed excitement at the prospect that the underlying aim of R U OK? becoming embedded in everyday organisational and community life, in line with this year’s theme.

“By normalising these conversations and integrating them with strength-based leadership, compassionate practices, and wellbeing initiatives, workplaces and communities can create cultures where people feel seen, heard, and supported,” she said.

“This approach helps prevent burnout, reduces stigma, and empowers individuals to seek help early, ultimately fostering environments where everyone can thrive all year round.”

When asked how and why businesses across the spectrum should be better utilising providers like SuperFriend in the current climate, Flatt noted that the professional and economic climate is increasingly complex.

“Workforce changes, high turnover, burnout, and mental health challenges place significant pressure on organisations, making proactive wellbeing strategies essential. Partnering with an expert provider with solutions and tools based on data and evidence means organisations can confidently implement actionable programs, measure outcomes, and build a culture where staff feel supported and empowered,” she said.

“Prioritising mental health and wellbeing is not just a ‘nice-to-have’; it is a strategic imperative. It reduces risk, including psychological injury claims, strengthens resilience, and ensures a motivated, adaptable workforce capable of meeting the demands of today and the challenges of tomorrow.”

Earlier this year, Flatt appeared on The HR Leader Podcast to discuss how best to create and maintain thriving workplaces.