R U OK? Day initiative for businesses

Every year businesses roll out some kind of initiative for R U OK? Day and every year it feels like a tick box for the HR team that doesn't have long-term positive outcomes for staff. And while your LinkedIn post might get some likes, there are ways in which you can celebrate the day in the office without being tokenistic.

Are you ok? sticky notes

I’ve spent years working to create meaningful change in the workplace and it always starts with people. My team and I work to empower organisations to achieve long-term success through impactful psychological solutions.

Here are the ideas I hope business leaders consider for this year’s R U OK? Day:

🔹 Have leadership share personal stories to help to normalise the conversation and demonstrate that it’s okay to not be okay. When leaders openly discuss their own mental health journeys or challenges, their vulnerability can have a profound effect on organisational culture.

🔹 Host a “Listening Hour” with no interruptions where employees can voluntarily pair up and practice deep, uninterrupted listening. The focus should be on hearing each other out without offering advice or distractions.

🔹 Introduce a “Mental Health Buddy System” pairing employees up to regularly check in on each other’s well-being beyond “R U OK? Day.” This can be especially valuable for new hires or those working remotely.

🔹 Launch a “Mental Health Suggestion Box” to give employees a voice in how the company approaches mental health is vital. Set up a physical or digital suggestion box where employees can anonymously share ideas or concerns about workplace mental health initiatives.

🔹 Host a "Mental Health Resource Fair" including internal and external mental health resources, including counselling services, EAP programs, mindfulness apps, and local mental health organisations. Access to resources is key, but employees may not always know what’s available.

🔹 Implement a “No Meeting Day” policy for mental health recharge where all non-essential meetings are cancelled or rescheduled, giving employees time to focus on their well-being, whether through relaxation, reflection, or catching up on work at their own pace.

🔹 Launch an anonymous peer support network where employees can connect with trained peers who can offer support and resources without revealing their identity.