This year, R U OK? Day urges people to engage in a crucial conversation by asking a simple yet profound question: “Are you okay?“

Every day, the unfortunate reality is that eight Australians choose to end their own lives. This devastating phenomenon doesn’t just impact their immediate circle of friends and family but sets off a ripple effect of destruction that can linger for decades. Mental health concerns touch each of us at some point—1 in 5 individuals will grapple with mental illness during their lifetime. Paradoxically, despite this prevalence, a stigma still surrounds seeking help.

R U OK? Day performs a vital role in normalising conversations about mental health, even though such discussions can sometimes be challenging. Nonetheless, there remain sceptics who question whether the workplace is the appropriate setting for these conversations—a perspective that is far from accurate.

On average, Australians dedicate 37 to 42 hours each week to their jobs. While this may not appear extensive, consider how you spend the other 126 hours: 49 are devoted to sleep, leaving a mere 77 for other commitments like family, shopping, leisure, and appointments. The constraints of life continually erode the time available for meaningful conversations. And this calculation is based on the statistical average.

In reality, a staggering 8.85 million Australians spend the majority of their waking hours at work, underscoring the workplace’s significance as a space for meaningful connections and, at the very least, for recognising when a colleague is struggling.

R U OK? Day provides a remarkable opportunity for Australian employers not only to educate their employees about the importance of checking on their colleagues’ well-being but also to foster a culture where employees feel secure enough to respond candidly. So, as an employer, what actions can you take to ensure your employees’ mental wellness?

Stay Informed:

The Black Dog Institute reveals that one in five Australians between 16 and 85 will experience mental illness in any given year. Even more concerning, approximately 45% of Australians will grapple with mental illness at some point in their lives.

The pandemic further exacerbated this situation; headspace.org.au’s research indicates that 74% of young people observed a deterioration in their mental health following the outbreak. While Covid-19’s stressors have somewhat diminished, challenges like rising interest rates and housing crises have emerged in its wake.

Matthew McLean of Suicide Prevention Australia highlights that 46% of individuals faced distress due to the cost of living, contributing to an increase in suicide rates. The cost of living not only triggers mental health problems but also serves as a barrier to seeking assistance.

Despite these alarming statistics, half of all managers erroneously believe their employees remain unaffected by mental illness. Employers must prioritise becoming well-informed about mental health, acknowledging that:

Mental illness is more prevalent than commonly believed.

It stems from diverse factors, including genetics, biology, societal influences, and environment.

Individuals grappling with mental illness cannot simply “snap out of it.”

The majority of mental illness cases respond positively to appropriate treatment.

Arming themselves with this understanding enables employers to empathise with their employees, inspiring them to establish policies and programs that cultivate a mentally healthy workplace. Additionally, such knowledge empowers leaders to set an example, showcasing active and visible support for mental well-being and thus encouraging greater employee engagement.

Recognise the Benefits:

Under the Work Health and Safety Act (2011), employers are obligated to safeguard both the physical and mental well-being of their employees. While the emphasis on physical well-being is understandable given the litigious history of workplace injuries, mental well-being has now garnered similar attention—and rightfully so.

Employers possess a significant incentive beyond self-preservation to develop mentally healthy workplaces. The aggregate impact of absenteeism, reduced productivity, high turnover, and compensation claims amounts to a staggering $10.9 billion annual loss for Australian businesses due to undiagnosed mental illnesses.

Conversely, research demonstrates that workplaces that prioritise mental well-being experience heightened productivity, attract and retain superior talent, and may even reduce turnover by up to 51%. Moreover, a recent study of Financial Times Stock Exchange 100 companies revealed that those addressing mental health and well-being in their annual reports were three times more profitable than their counterparts who did not. In essence, workplaces that prioritise mental well-being benefit both employees and the business’s financial bottom line.

Take Action:

Having understood the rationale for investing in employee mental health, how can you put this into practice? Contrary to popular belief, investing in employee well-being doesn’t necessitate exorbitant costs. In most cases, the primary investment is the time required for implementation.

Establish a Mental Health and Well-being Policy: Developing such a policy signals a level of transparency that few other measures can achieve. This provides an opportunity to convey to employees that their mental well-being is a priority, that support is readily available, and that the stigma surrounding mental illness need not be feared.

Implement an Employee Assistance Program (EAP): EAPs are more affordable than commonly assumed. These programs not only offer confidential, 24/7 qualified counselling to all employees but also signify strong support for their mental well-being. Research indicates that EAPs benefit not only those who use them but also boost morale, productivity, and loyalty among those who don’t.

Foster Social Connections: Nurturing employee mental health extends beyond offering services for those in distress. It involves cultivating a workplace characterised by meaningful connections. With the pandemic causing heightened social isolation, the workplace can be a crucial space for interaction. Virtual engagement activities, such as book clubs, online social gatherings, and collaborative projects, can help bridge the gap.

Encourage Learning and Development: Well-functioning workplaces offer opportunities for personal and career growth. A lack of avenues for upskilling or acquiring new knowledge can contribute to poor mental health. Having a learning management system (LMS) in place with a range of courses can address this gap and improve employee satisfaction.

Provide Positive Feedback: Positive reinforcement and recognition not only enhance employee engagement but are especially beneficial for individuals grappling with mental health concerns. A culture of psychological safety, where mistakes are not met with punitive actions, fosters innovation and a willingness to take calculated risks.

Cultivate Well-being Champions: Training employees as mental health champions creates a network of individuals open to discussing mental health concerns and connecting with those in need. R U OK? Day’s importance lies in encouraging these conversations every day of the year, not just on that specific day.

R U OK? Day stands as a remarkable initiative underscoring the impact of a single conversation on someone’s life. For workplaces striving to ensure their employees’ happiness, health, and productivity, investing in employee well-being programs can yield substantial benefits, both financially and culturally. For more guidance on creating and implementing an effective employee wellness strategy, refer to our comprehensive guide on boosting employee mental well-being.