81% of Employers Plan to Hire More Overseas Staff

Jan de Vries · 2026-05-19

A new study from employee benefits firm Everywhen reveals that 81% of UK-based employers with overseas workers plan to expand their international workforce. A quarter of these companies expect to do so within the next year, and 72% aim to grow over the next five years. On average, they intend to increase their overseas headcount by 25%. But here's the thing: expanding globally isn't as simple as hiring a few folks abroad. You've got to navigate different laws, manage diverse employee needs, and stay flexible as things change. Sarah Dennis, head of international at Everywhen, puts it well: "It is 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." ### Making It Scalable Twelve percent of large companies (250+ employees) say they're not sure if they'll increase their overseas workforce. That uncertainty means your support systems need to be flexible and scalable—whether you have 5 or 500 employees abroad. Regions can suddenly take off, and you'll need to ramp up fast. Scalable health and wellbeing support doesn't have to be complicated. For instance, a global Employee Assistance Programme (EAP) can handle any number of employees seeking help. And remember, situations change quickly for countries, companies, and individuals.  ### Covering All Risks Start with the FCDO for travel advice and security risk info. Medical coverage is non-negotiable—global medical insurance beats travel insurance for overseas employees. But don't stop at health. You also need to plan for: - Kidnap and ransom risks - Political unrest - Adverse weather events International benefits experts can help you understand and prepare for these risks. ### Balancing Benefits Some companies hire overseas nationals instead of sending UK employees abroad. But you've got to balance benefits between both groups. It's not about making them identical—it's about making them appropriate for each situation. Think about what each group truly needs. ### Recruitment and Retention The right benefits package is a powerful tool for attracting and keeping talent. Global employees expect to be taken care of, especially when it comes to health and wellbeing. Companies that have this sorted before they start recruiting will stand out as more attractive employers. In a competitive world, that edge matters. ### Plan Ahead "We're typically putting in three- to five-year plans to support global companies," says Sarah Dennis. "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." So if you're thinking about expanding abroad, start planning now. Get your benefits right, make your systems scalable, and cover all the risks. Your future employees will thank you.