Why 87% of Employers Say Overseas Staff Need More Support

Jan de Vries · 2026-08-04

When you hire employees abroad, you're not just expanding your team—you're stepping into a world of different cultures, regulations, and expectations. And according to new research from employee benefits experts Everywhen, a staggering 87% of employers believe that overseas staff need additional support compared to their UK-based colleagues. But here's the thing: it's not just about offering more support. It's about offering the *right* kind of support, tailored to the unique challenges your global team faces. Let's break down what that actually looks like. ### What Kind of Support Do Overseas Employees Really Need? The research highlights four key areas where overseas employees need extra help: - **Mental health and wellbeing** – identified by 49% of employers - **Financial health and wellbeing** – 47% - **Physical health and wellbeing** – 46% - **Social health and wellbeing** – 45% Only 9% of employers said overseas staff need no additional support, while 4% were unsure. Sarah Dennis, head of international at Everywhen, points out that this 9% is still a significant number. "There are quite different challenges that overseas employees face, and these should be recognised and addressed," she says. "Those employers not offering specific support for employees working abroad could well be letting down their talent." ### The Trap of One-Size-Fits-All Benefits Here's a common mistake: 48% of employers with overseas staff offer the same health and wellbeing benefits to their global employees as they do to UK-based staff. That might sound fair, but it's actually a red flag. Employees based overseas often deal with cultural differences, language barriers, and even different mandatory support requirements depending on the country. For example, some countries have strict regulations about mental health support or physical health coverage. A specialist with in-country expertise can help you navigate these rules and ensure you're meeting local requirements—without overstepping or underdelivering. ### Access Is Just as Important as the Support Itself Even if you offer great benefits, they're useless if your employees can't access them. In some cultures, talking about mental health is still taboo, and the term "mental health" might not even be recognized. That's why it's crucial to make support easy to access and confidential. Think about physical health too. There's no NHS equivalent in many countries, and non-citizens may not have access to state care. So, you might need to provide private medical cover or even just apps and advice on healthy lifestyles. Financial support could mean education on savings and retirement, while social health might benefit from local experts who can help with cultural adaptation. ### Don't Overcompensate—Be Strategic While it's important to offer extra support, beware of overcompensating. You don't want to provide more costly benefits than necessary. Take a step back and look at what's actually expected or needed to stay competitive. For instance, if an employee is entitled to local care, you don't need to fund that yourself. Different countries have different rules for citizens and expats, so it's wise to consult with local experts who can advise on the specifics. ### The Bottom Line Recognizing that overseas employees may need additional support is a great first step. But as Sarah Dennis concludes, "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." Your global employees have very different needs, and meeting those needs can make all the difference in retaining top talent and building a truly inclusive team. So, take the time to understand what they face, and tailor your benefits accordingly. It's not about doing more—it's about doing what's right.