Meaningful conversation is good for business

hello • 21 February 2019



On average, Australian employees take 8.8 unscheduled days off per year (1). This costs employers approximately $578 per employee per absent day, with the annual cost of absenteeism to the Australian economy an estimated $44 billion per year (2).

Stress and depression are the largest contributors to lost productivity in Australia. Each year, a total of 3.2 days per worker are lost - due to workplace stress. (3)

And putting the dollar and cents aside, there is also a human cost. Behind these figures are people feeling undervalued, overwhelmed or just downright low.

The good news is early intervention and support can make a difference. Productivity losses are halved when employees with mental health conditions seek early intervention or treatment.

One of the keys to enabling this change is ensuring that business leaders, managers and peers discuss the benefits of getting help in a genuine, positive way. With international figures showing people would be unlikely to disclose a mental health condition to their employer for fear of repercussions, there’s a pressing need to eradicate stigma and discrimination, whilst ensuring we reach out and support our colleagues when it's needed.

What can you do to create a more supportive culture?

For employees:


  • Notice the small signs that suggests a colleague is not doing so well
  • If you sense something is not right, approach them and start a conversation
  • Avoid trying to solve their problems. Instead, offer support and help them to identify potential next steps.
  • Follow up and check in with them after the conversation.
  • If you don’t know a colleague well you can encourage someone who has a closer relationship to check in with them.


For supervisors and managers:


  • Encourage employees to speak to their manager if they’re having any issues. If an employee comes to you, treat them with sensitivity, respect and empathy.
  • If you’re going to ask an employee “Are you ok?” pick your moment. Choose a private and informal location, and suitable time. Make sure you’ve blocked out enough time for the conversation.
  • Listen without judgement and take what they say seriously.
  • Encourage them to take action such as talking to family, a trusted friend, their doctor or Employee Assistance Provider (EAP).
  • Have a record of the details of your local EAP contact and your Human Resources Department that you can pass on.
  • Maintain their confidentiality and privacy.
  • Remember to follow up in a few days and check how the person is going.

Marty Zeck makes the time to ask, "Are you OK?" whenever he's concerned a workmate's struggling:

Students reflect on meaningful connection through R U OK? National Student Art Competition

12 November 2025
Collages of life’s joys, portraits of loved ones, cultural celebrations, and reflections on the barriers to connection - the Creative Legends and Finalists of the R U OK? National Art Competition expressed creativity, vulnerability and individuality through their incredible artwork.
A montage of images of people in relationships

Why support matters when relationships end

30 October 2025
Relationships shape our lives so when any meaningful relationship ends, the loss can be deeply personal and painful. 

Announcement from the CEO, Katherine Newton

by Katherine Newton • 16 October 2025
After ten years of teamwork, partnerships, growth, and countless conversations, I will be stepping down as CEO from 1 December 2025. It has been an extraordinary privilege to contribute to the growth of this movement and to witness meaningful change before my eyes. Gavin Larkin founded R U OK? because he believed conversation has the power to change lives. One seemingly simple question, when asked with genuine intent and care, can start a meaningful and sometimes complex conversation. And that’s what Gavin wanted. For people to look beyond responses of “I’m fine” or “All good” and ask, “Are you really OK?”. The notion of going deeper with conversations, of asking a second time, of trusting our guts and moving past our hesitation - is being grasped and moving beyond one day to any day. Whilst saying “G’day how are you?” will always be a greeting - we can do more. When Gavin lost his father to suicide he wanted to try and protect other families from the pain his endured. He wanted to get people talking and having real chats about how they’re feeling with their mates, their family and their colleagues. In locker rooms, lunch rooms, and lounge rooms across the nation. But he approached it from a different angle. Gavin wanted all of us to have the confidence to support the people we care about who might be struggling with life. To make conversations a natural part of our behaviour, to openly show our signals of support. So as R U OK? generations continue to evolve, my chapter is coming to a close. How fortunate I am to have been part of the story. From hesitant glances during presentations in 2015 to queues of people waiting for a conversation in 2025. From yellow wigs in the office, to welcoming yellow-swathed Ambassadors to share their lived experience. From yellow coffee cups in a café, to yellow cars driving into communities nationwide. And yes, there’s been a few cupcakes along the way. Social change is happening, and we are all a part of it. No one organisation can prevent suicide, no one individual can save everyone - but the power of many can make a difference.
Show More