Research by employee benefits experts, Everywhen, into the support that overseas employees need, shows that 87% of employers think they need additional support compared to employees based in the UK. Mental health support was felt to be needed most, identified by 49% of employers with overseas staff.
Sarah Dennis, head of international at Everywhen, says: “One in ten (9% of) employers who believe that overseas employees do NOT need additional support compared to their UK-based colleagues is a significant number. There are quite different challenges that overseas employees face, and these should be recognised and addressed. Those employers not offering specific support for employees working abroad could well be letting down their talent.”
Providing the right support
It is not solely about providing more support for employees working abroad but, importantly, providing the right support. The research shows that 48% of employers with overseas staff offer the same health and wellbeing benefits to their global employees as to those based in the UK. This signals that they may not be considering the different needs of those abroad.
Employees based overseas often face more challenges, such as dealing with cultural differences and language barriers but, they also need different support depending upon the country in which they are based. Some countries and regions have different mandatory support and different wellbeing regulations that need to be complied with. Specialists with in-country expertise can advise employers on this to ensure they meet the health and wellbeing requirements of each country.
Providing access to appropriate support
Global employers recognise the importance of supporting mental health, and this is indeed vital, it is also vital that the support is accessible. Accessing support from around the world can be different to accessing support from the UK. For instance, in some countries it is still taboo to talk about mental health issues, and some countries may not recognise the term ‘mental health’, so it is important to make support easy to access and in confidence.
Likewise, support needs to be accessible for all areas of health and wellbeing. For instance, support for physical health may include access to medical care - as there is no NHS-equivalent in many countries or no access to state care for non-citizens - but also apps and advice on heathy lifestyles, so the stereotype of ‘expat excess’ can be avoided.
Financial support may come in the form of education on money matters, including savings and retirement advice. And social health can be supported by local experts who can advise on cultural differences.
Sarah Dennis says: “We would encourage employers to think in terms of offering different support, as much as additional support, to those based overseas, and making sure it’s accessible. Employees overseas may have very different requirements to those based in the UK and, therefore, need very different benefits, and need support in accessing it. The employer too will need support in understanding and meeting these needs.”
Beware of overcompensating
Employers should also beware of overcompensating and providing more costly benefits than required. It is prudent to look at what will be expected or needed, to be competitive. For instance, some employees may be entitled to local care so this won’t need to be funded by an employer.
There are different rules and regulations for citizens and expats and from country to country, and experts with local knowledge can advise.
Sarah Dennis concludes: “Recognising that overseas employees may need additional support to those based in the UK is a great first step. But understanding how needs differ in each country will make health and wellbeing support really work for those employees, and for the business.”
