Overseas Hiring Plans of UK Firms Surge to 81%

Jan de Vries · 2026-05-19

A recent study from employee benefits provider Everywhen reveals that 81% of UK companies with international staff plan to grow their overseas workforce. Of these, 25% aim to expand within the next year, and 72% within five years. On average, businesses expect to boost their overseas headcount by 25%. Sarah Dennis, head of international at Everywhen, notes, "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." ### The Challenge of Scaling Support As companies expand globally, they face compliance with varied legal systems, managing diverse employee needs, and covering different risk levels. A rapid increase in headcount demands that existing support systems can handle the load. Twelve percent of large firms (250+ employees) are unsure if they'll increase overseas staff. This uncertainty makes flexibility and scalability crucial for all companies with international employees. A region that suddenly booms could require quick hiring. Making health and wellbeing support scalable can be simple. For instance, offering a global Employee Assistance Program (EAP) allows future hires to access help easily. Remember, situations change fast—for countries, companies, and individuals. ### Cover All Risks Start with the FCDO for travel advice and security risks. Medical cover is non-negotiable, and global medical insurance beats travel insurance for overseas staff. Don't forget other risks like kidnap, political unrest, or severe weather. International benefits experts can help you plan for these. ### Appropriate Benefits for Everyone Some firms hire overseas nationals instead of sending UK employees abroad. Their benefits should balance with those for posted UK staff. They don't have to be identical, but they must be appropriate for each group. ### Recruitment and Retention Solid benefits are a powerful tool for attracting and keeping talent. Global workers expect to be looked after, including a strong health and wellbeing package. Companies that set this up before hiring stand out as more attractive employers in a competitive market. ### Plan Ahead "We’re typically putting in three- to five-year plans to support global companies," says 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." In short, scaling overseas teams is a big opportunity, but it demands thoughtful preparation. Get the support systems right from the start, and you’ll be set for growth. - Prioritize scalable health and wellbeing programs like global EAPs. - Assess all risks, from medical to political, with expert help. - Tailor benefits to both overseas nationals and expats. - Start planning three to five years ahead for best results.