R U OK? The Power of a Simple Question

Mental health in New Zealand is still a pressing issue. With around 600 lives lost to suicide each year, the need for proactive support in our workplaces has never been more urgent. This year, R U OK? Day reminds us that a simple question like, “are you okay?” can be the first step towards meaningful change. 

Why R U OK? Matters in New Zealand 

Originally founded in Australia, R U OK? has become a globally recognised harm prevention initiative, and it’s relevance in New Zealand continues to grow. The campaign encourages us to check in with colleagues, friends, and family – not just on R U OK? day, but every day.  

In 2025, the theme stays “R U OK? Any Day”, reinforcing that mental health support should be ongoing, not limited to a single date. 

Research shows:

• 90% of people who are regularly asked “R U OK?” feel more supported, connected, and cared for. 

• A third of Australians say they’ve been asking others more often over the past year. 

• Many people feel grateful and cared for when someone genuinely checks in with them. 

While the campaign is Australian-led, its message is highly relevant to New Zealand:

• NZ workplaces are increasingly adopting mental health-first cultures. Check out this article to learn how leading organisations are embracing inclusivity, empathy, and psychological safety as core values in building a culture of care. 

• Encouraging regular check-ins helps reduce stigma and build resilience. This applies not only to employees but also to job seekers, who often face emotional challenges during periods of uncertainty.  Check out this article to learn more about how to stay motivated and supported after job loss. 

• It aligns with local initiatives like Mates in Construction NZ and Mental Health Foundation NZ. 

• Employers who foster a culture of care see tangible benefits: higher productivity, lower absenteeism, and stronger engagement.  In fact, investing in mental health can yield up to $4 return for every $1 spent. 

Workplace Mental Health 

1. The Impact of Burnout

Burnout, especially after prolonged periods of stress, is becoming a significant challenge for New Zealand workplaces. High workloads, long hours, and a lack of downtime are contributing to a decline in mental health. Many employees feel they need to be constantly “on,” particularly in hybrid work environments where boundaries between work and personal life are blurred. Promoting a balanced work-life approach is essential in combating this issue, allowing staff to recharge and improve overall productivity. Adecco New Zealand’s article on the challenges of hybrid work explores how striking the right balance is key to supporting wellbeing and performance in flexible work settings. 

2. Post-Pandemic Mental Health Concerns

The lingering effects of the pandemic have intensified mental health struggles in the workplace. Many employees continue to face stress, isolation, and anxiety, which can negatively affect both their performance and personal wellbeing. Prioritising mental health now can help employees recover and adapt to the evolving nature of work, including hybrid models and increased remote working. 

3. Stigma Around Mental Health Conversations

Despite growing awareness, stigma around mental health is still a barrier – especially in male-dominated industries. Employees may hesitate to speak up or seek help due to fear of judgment or appearing weak. Creating a culture that normalises mental health conversations and encourages openness is key to fostering a supportive and inclusive workplace. 

For more resources, visit R U OK?’s workplace guides and start making a difference in your office today. 

How to Start an R U OK? Conversation 

Drawing from Adecco Australia’s practical guide, here’s how to approach someone who may be struggling: 

1. Prepare the space

Choose a quiet, private setting. Make sure the person feels safe and respected. 

2. Ask with genuine care 

Use open-ended questions like: 

• “How have you been feeling lately?” 

• “I’ve noticed you seem a bit quiet – how are things going?” 

3. Listen without judgment 

• Maintain eye contact. 

• Avoid interrupting. 

• Reflect on what they say to show understanding.

4. Encourage action

Suggest support options like the company’s Employee Assistance Program (EAP) or professional help. 

5. Follow up

Check in again in a few days. Ongoing support shows you truly care. 

Building a Mentally Healthy Workplace 

Here are five ways New Zealand businesses can support mental wellbeing: 

• Track wellbeing habits: Encourage staff to reflect on daily routines and make small changes. 

• Set realistic goals: Break tasks into manageable steps and celebrate progress. 

• Foster open communication: Create safe spaces for honest conversations. 

• Promote wellness activities: Offer yoga breaks, walking challenges, or gym memberships. 

• Encourage hobbies and personal time: Support creative outlets and downtime. 

Where to Get Help in NZ 

If someone needs urgent support, here are key resources: 

• Lifeline: Call 0800 543 354 or text 4357 (HELP) (available 24/7) 

• Suicide Crisis Helpline: Call 0508 828 865 (0508 TAUTOKO) (available 24/7) 

• Youth services: (06) 3555 906 

• Youthline: Call 0800 376 633 or text 234 

• What’s Up: Call 0800 942 8787 (11am to 11pm) or webchat (11am to 10.30pm) 

• Depression helpline: Call 0800 111 757 or text 4202 (available 24/7) 

• Helpline: Need to talk? Call or text 1737 

If it is an emergency and you feel like you or someone else is at risk, call 111