81% of Employers Plan to Expand Overseas Teams

Jan de Vries · 2026-05-19

A new study from employee benefits firm Everywhen reveals that 81% of UK-based companies with international staff plan to grow their overseas workforce. A quarter of these businesses expect to hire abroad within the next 12 months, while 72% aim to do so within five years. On average, they're looking to increase their global headcount by 25%. Sarah Dennis, head of international at Everywhen, says: "It's great that businesses are expecting to further expand overseas. It is, however, vital that the right support is put in place before employees mobilise, particularly in relation to health and wellbeing. And with many variables in play as to numbers and locations, that support must be adaptable and scalable." ### Why Scaling Up Abroad Is Tricky Expanding internationally sounds exciting, but it comes with real headaches. You've got to juggle different legal requirements, manage diverse employee expectations, and handle risks that vary by region. If you're adding a bunch of new people in a short time, your existing systems need to keep up. That's where things often break down. Here's the thing: 12% of large companies (with 250+ employees) admit they're not sure if they'll increase their overseas workforce. That uncertainty means any support you put in place has to be flexible. Even a small team in one country can suddenly blow up if that market takes off. You don't want to scramble when that happens. ### Make Health Support Scalable One simple fix is offering a global Employee Assistance Programme (EAP). It lets any number of future employees get help with mental health, legal issues, or family problems. The key is to build systems that can grow without a ton of extra cost or effort. Situations change fast for countries, companies, and individuals, so flexibility matters. ### Cover All Your Risks Before sending employees overseas, start with travel advice and security risk info from official sources. Medical coverage is non-negotiable, and global medical insurance beats travel insurance for long-term assignments. But don't stop there. Think about risks like kidnap, political unrest, and extreme weather. An international benefits expert can help you map out what you need. ### Balancing Benefits for Different Teams Some companies hire local nationals instead of relocating UK employees. That's fine, but you need to balance their benefits with those of expats. They don't have to be identical, but they should be fair and appropriate for each group. Getting this wrong can lead to resentment or turnover. ### Use Benefits to Recruit and Retain The right benefits package is a powerful tool for attracting and keeping global talent. International employees expect to be looked after, especially on health and wellbeing. Companies that have this sorted before they start recruiting will stand out. In a competitive market, it can make or break your hiring goals. ### Plan Ahead for Success Sarah Dennis adds: "We're typically putting in three- to five-year plans to support global companies. Companies need to project what support to offer, both to meet need and to be competitive, and the likely costs. Employers who have plans to recruit overseas need to think about how they're going to support those employees. And the earlier they plan, the better." Bottom line: If you're thinking about expanding your team abroad, start planning now. Get your benefits, risk management, and systems in place before you hire. That way, you'll be ready to scale smoothly, no matter how fast your overseas operations grow.