Why 87% of Employers Say Overseas Staff Need Extra Support

Jan de Vries · 2026-08-04

Sending employees abroad can feel like a win-win. Your company gets boots on the ground in a new market, and your team members get a life-changing adventure. But here's the catch: that adventure comes with a unique set of challenges that most employers underestimate. New research from employee benefits experts, Everywhen, reveals a striking stat: 87% of employers believe their overseas staff need additional support compared to their UK-based colleagues. The biggest gap? Mental health support, which 49% of employers flagged as the top priority. ### The Hidden Struggles of Working Abroad It's easy to assume that a great salary and an exotic location are enough. But the data tells a different story. When asked what kind of extra help overseas employees need, employers pointed to a broad range of areas: - **Mental health and wellbeing**: 49% - **Financial health and wellbeing**: 47% - **Physical health and wellbeing**: 46% - **Social health and wellbeing**: 45% - **Do not need more support**: 9% - **Don't know**: 4% Sarah Dennis, head of international at Everywhen, puts it bluntly: "One in ten employers who believe that overseas employees do NOT need additional support is a significant number. There are quite different challenges that overseas employees face, and these should be recognised and addressed." She warns that ignoring these needs could be a costly mistake. "Those employers not offering specific support for employees working abroad could well be letting down their talent." ### Providing the Right Support, Not Just More Support Here's a nuance that gets lost in the conversation: it's not just about offering *more* benefits. It's about offering the *right* ones. The research found that 48% of employers with overseas staff offer the exact same health and wellbeing benefits to their global employees as they do to their UK team. That sounds fair on the surface. But it completely misses the point. An employee in the UK has different stressors and access to different systems than an employee in, say, Japan or Brazil. Cultural differences, language barriers, and unfamiliar local regulations all change the game. Some countries have mandatory wellbeing regulations that employers must comply with. Specialists with in-country expertise can help you navigate these requirements, ensuring you meet the letter of the law and the spirit of genuine care. ### Making Support Accessible (And Not Just Available) You can have the best mental health program in the world, but if your employee can't access it, it's useless. Access looks very different around the globe. In some cultures, talking about mental health is still taboo. In others, the phrase "mental health" might not even translate directly. Support needs to be discreet, confidential, and culturally sensitive. The same goes for physical health. In many countries, there's no equivalent to the NHS. Expats might not be eligible for state care, so access to private medical care becomes essential. But it's also about the everyday stuff—apps, healthy lifestyle advice, and avoiding the trap of "expat excess." Financial support might mean education on local tax laws, savings, or retirement planning. Social support could involve local experts who can help your employee understand cultural norms and avoid feeling isolated. Sarah Dennis encourages employers to think differently: "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." ### Beware of Overcompensating There's a flip side to all this generosity. Don't go overboard. Throwing money at a problem isn't the same as solving it. It's prudent to look at what will actually be expected or needed to remain competitive. For example, if your employee is entitled to local care, you don't need to fund it. Rules and regulations vary wildly between citizens and expats, and from country to country. A local expert can tell you exactly what's required versus what's a nice-to-have, saving you from overspending on benefits that aren't needed. Sarah Dennis sums it up perfectly: "Recognising that overseas employees may need additional support is a great first step. But it's only the beginning." The real work lies in understanding the specific needs of each location and building a support system that actually works for the people on the ground.