Every September, R U OK? Day reminds us to check in with the people around us. But in workplaces, asking “Are you OK?” should be more than a once-a-year activity — it’s part of building a culture where employees feel safe to speak up, seek help, and support one another.

As an employer, this is your opportunity not just to mark a date on the calendar, but to create a meaningful experience that promotes ongoing conversations about mental health and wellbeing.

Here’s how to prepare your workplace so R U OK? Day has real impact — and isn’t just another morning tea.

1. Set the Tone from the Top

When leaders actively participate, it sends a clear message: mental health matters here.

• Encourage your executives and managers to share a personal story or reflection about checking in with others.
• Make sure leaders are visible and approachable on the day, modelling the kinds of open conversations you want to see.

2. Create a Safe Environment for Conversations

An “Are you OK?” can be powerful — but only if employees feel safe to answer honestly.

• Reinforce that it’s okay to talk about mental health without fear of stigma or career impact.
• Share clear information on support options, such as your EAP, Mental Health First Aid Officers, or HR contacts.
• Remind managers to listen without judgement and avoid rushing to ‘fix’ the problem.

3. Equip Your Managers

Frontline leaders are often the first to notice changes in a team member’s behaviour or performance.

• Provide quick refresher training on recognising the signs someone might be struggling.
• Share conversation tips, such as asking open questions, allowing silence, and following up.
• Ensure they know when and how to escalate concerns to HR or other support services.

4. Plan Activities That Spark Real Connection

The goal isn’t to overcomplicate the day — it’s to create space for genuine check-ins.
Some ideas:

• Host small group coffee chats where people share how they’re going.
• Pair employees for a “walk and talk” check-in.
• Use conversation cards with prompts that go beyond “How’s work?”
• In virtual teams, schedule short wellbeing huddles or online catch-ups.

5. Make It Part of Your Ongoing Wellbeing Strategy

R U OK? Day is a great awareness-raiser, but the real change happens in the weeks and months that follow.

• Commit to regular wellbeing check-ins as part of team meetings.
• Review your psychosocial hazard management plan — are there workplace factors contributing to stress or burnout?
• Integrate mental health topics into leadership training and performance conversations.

Final Thought

As an employer, you have a unique opportunity to shape a workplace culture where mental health conversations aren’t just accepted — they’re encouraged. This R U OK? Day, make it about more than wearing yellow or posting on social media. Give your leaders the skills, your people the confidence, and your culture the safety net to make “Are you OK?” a question that truly matters all year round.

If you’d like help training your leaders to have safe, confident mental health conversations, Winter Workplace Consulting offers tailored workplace programs and Mental Health First Aid training for managers and teams.