It’s clear the pandemic has had a significant and wide-reaching impact on people’s mental health, the extent of which cannot yet be fully known. Statistics show that the semi-skilled, trades and agriculture industries already see some of the highest rates of mental ill-health within Australia’s workforce. Couple this with a pandemic and addressing the mental health and wellbeing of employees should be a priority for employers within this sector. Not only is it ethical, but it also ensures compliance and improves business outcomes. 

A 2021 study found that the economic impact of mental health-related absenteeism for employers was $4.7 billion per year, while SafeWork NSW found that employees with moderate mental ill-health took an average of six additional sick days annually compared to their mentally healthy counterparts. 

In light of R U OK Day on September 9, we’ve consolidated a range of articles and podcasts relating to employee mental health that Acclaimed Workforce has published since the beginning of the pandemic. These include information on everything from changing your workforce’s attitudes about mental health, to tips on creating a psychologically safe workplace. 

As well as this, we’re sharing R U OK Day’s simple advice on how to ask employees if they’re really ok. Because while developing early help-seeking programs and building resilience are indeed crucial for creating healthy workplaces, sometimes a simple question posed in the right way can make all the difference. 

How to ask employees if they’re really ok 

R U OK? has developed four steps to help you navigate a conversation with someone you're worried about. Though these steps can be applied in any environment, employers and managers can use these as a way to begin a more open conversation about mental health, which can be particularly challenging in male-dominated workplaces. 

Step 1: Ask are you ok? 

• Be relaxed, friendly and concerned in your approach. 
• Help them open up by asking questions like "How are you going?" or "What’s been happening?" 
• Mention specific things that have made you concerned for them, like "You seem less chatty than usual. How are you going?" 
• If they don’t want to talk, don’t criticise them. Simply tell them you’re still concerned about changes in their behaviour and that you’re there to support them if needed. 

Step 2: Listen with an open mind 

• Take what they say seriously and don't interrupt or rush the conversation. 
• Don’t judge their experiences or reactions but acknowledge that things seem tough for them. 
• If they need time to think, sit patiently with the silence. Once they do speak, encourage them to explain: "How are you feeling about that?" or "How long have you felt that way?" 
• Show that you've listened by repeating back what you’ve heard (in your own words) and ask if you have understood them properly. 

Step 3: Encourage action 

• Ask them what they’ve done in the past to manage similar situations, and how you can best support them. 
• If they've been feeling really down for more than two weeks, if appropriate, encourage them to see a health professional by saying something like: "It might be useful to link in with someone who can support you.” 
• If they do not already seek support from a health professional, you could refer them to your EAP, or recommend a service such as Lifeline or Beyond Blue. 

Step 4: Check in 

• Pop a reminder in your diary to check in with the person in a couple of weeks. If they're really struggling, follow up with them sooner. 
• Ask if they've found a better way to manage the situation. If they haven't done anything, don't judge them. They might just need someone to listen to them for the moment. 
• Stay in touch. Remember genuine care and concern can make a real difference. 

You can access more information and resources on R U OK Day here. 

You may also find these articles relating to employee mental health and wellbeing useful: 

• Creating a psychologically safe workplace for trades and semi-skilled workers during Covid 
• Changing attitudes to keep the farming workforce safe 
• Changing attitudes to keep the manufacturing workforce safe 
• Building strong foundations for mental health in construction 
• Looking after employees mental health as Covid-19 continues 

Podcast episodes from our partner brand, Bayside Group: 

• Podcast: Meredith Dalton on Lifeline’s critical role during the pandemic 
• Podcast: Gus Worland on mental fitness and suicide prevention 
• Podcast: Paul Broad on championing mental health and gender diversity 

If you’re looking for staff or require guidance on ensuring you’re compliant with workplace best practice, contact Acclaimed Workforce today.