Why 87% of Employers Say Overseas Staff Need Extra Support

Jan de Vries · 2026-08-04

Hiring talent abroad sounds like a win-win. You get access to a wider skill pool, fresh perspectives, and maybe even lower costs. But here's the catch that many companies overlook: keeping those employees happy and healthy takes more than just a paycheck. New research from employee benefits experts Everywhen reveals that a whopping 87% of employers believe overseas staff need additional support compared to their UK-based colleagues. And it's not just about throwing more money at the problem. It's about understanding what these employees actually need and making sure they can access it. ### What Kind of Support Do Overseas Employees Need? The research breaks down the areas where employers feel overseas staff need the most help. It's a pretty even split across the board, which tells you that the challenges are multi-faceted: - 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, points out that the 9% who think no extra support is needed is a red flag. "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." ### It's Not Just More Support, It's the Right Support Here's a key insight from the study: nearly half (48%) of employers offer the exact same health and wellbeing benefits to their global employees as they do to their UK staff. That might sound fair, but it's actually a problem. Why? Because an employee in Germany faces different hurdles than one in Singapore. Cultural differences, language barriers, and even local regulations all play a role. Some countries have mandatory wellbeing requirements that you must comply with. That's where specialists with in-country expertise become invaluable. They can guide you on what's legally required and what's culturally appropriate, so you're not accidentally leaving your people in the lurch. ### Making Support Accessible Is Half the Battle It's great to offer mental health support, but it's useless if your employees can't use it. Accessing care from abroad is different. In some parts of the world, talking about mental health is still taboo. In others, the very term "mental health" isn't commonly used. That means you need to make support confidential and easy to reach, without any judgment attached. This principle applies to every area of wellbeing. For physical health, it might mean helping employees find local medical care, especially since there's no NHS-equivalent in many countries. It could also mean providing apps and advice on healthy living to avoid the "expat excess" stereotype. Financial support might look like education on savings and retirement planning, which can be confusing when you're navigating a new tax system. And social health? That's where local experts can help employees understand cultural norms and build a community. ### Don't Overcompensate There's a flip side to all this. While you shouldn't under-support, you also shouldn't overcompensate. Don't just throw the most expensive benefits at the problem. Take a smart approach. Before you spend a dime, look at what's expected and what's needed to stay competitive. Some employees might be entitled to local state care, so you don't need to fund that. The rules for citizens versus expats vary wildly from country to country, and local experts can help you navigate that minefield. ### The Bottom Line Dennis sums it up perfectly: "Recognising that overseas employees may need additional support to those based in the UK is a great first step. But the real work is in providing different, accessible support that meets their unique needs." If you're managing a global team, take a hard look at your benefits package. Are you offering a one-size-fits-all solution? Are you making it easy for people to get help? If not, it's time to rethink your strategy. Your employees abroad will thank you, and your retention rates will show it.