Employers are ill-prepared for the wide range of risks of sending employees overseas, according to the international experts at Towergate Employee Benefits. With 79% of UK companies stating they have relocated employees abroad, the issue is wide-reaching. Knowing where and how to provide support is the key to the health and wellbeing of employees and their assignments overseas.
Sarah Dennis, head of international at Towergate Employee Benefits, says: “When employers fail to plan ahead and take expert advice, they put at risk the success of the assignment itself and the wellbeing of employees being sent overseas. Becoming au fait with the issues in each area is fundamental to providing the best possible support.”
Towergate Employee Benefits highlights some of the key areas employers need to focus on.
Civil unrest and political uncertainty
Civil unrest can break out at any time, so it is vital for employers to keep abreast of the political climate in any overseas location. The Foreign Commonwealth and Development Office (FCDO) provides guidance on where it is safe to travel, and specialists can advise on how to support staff in the event of conflict, such as if they need to be evacuated in an emergency. The message for employers is to make sure they stay fully up to date and to seek specialist advice.
Natural disasters
Adverse weather may be more predictable in some countries, such as the monsoon season in India. But, of course, it can also be unforeseen, such as Hurricane Milton in the Gulf of Mexico in 2024, which demonstrated one of the most extreme examples of rapid storm intensification on record, with wind speeds increasing by approximately 90 mph in just 24 hours.
Research from Towergate Employee Benefits shows that employers need help in this area, with only a third (32%) of UK employers saying employees relocating abroad are fully prepared for the change in climate.
Putting arrangements in place for the possibility of natural disasters will help employees to be prepared and to know exactly what to do and how to access assistance if required. Local specialists can help with this and provide plans for evacuating or sheltering in situ.
Personal security risks
Personal security must be paramount for all employees overseas, but in particular for anyone travelling alone. Employers need to consider destination awareness training and, for higher-risk locations, even hostile environment awareness training. Employers need to be aware of the specific risks and have knowledge of the local area to help mitigate the risks.
Cultural risks
Misunderstandings based on different cultures and values can be damaging to the assignment and the business, and it’s an area employers need to improve on, with just 39% of UK employers saying their employees relocating abroad are fully prepared for the change in culture.
It is vital that employers provide employees with a good understanding of the culture they will join. Seemingly innocuous things may be very rude in other cultures. For example, tipping in Japan may be seen as degrading, and completely clearing your plate in China can suggest that your host did not provide enough food.
For the individual employee, not understanding cultural differences can lead to isolation and ultimately mental health issues. As with all risks for overseas employees, employers can help to guard against this with forward planning, training and mentoring employees before they travel.
Health and wellbeing
Employees with long-term health conditions will need to be sure that they can access the appropriate care while overseas. Many drugs available in one country may be unavailable, illegal, or strictly controlled in others due to differences in regulation, safety concerns, and cultural attitudes.
Overseas staff are likely to need additional support, yet 57% of UK companies say they offer overseas employees the same health and wellbeing support as those based in the UK, and this may not be enough.
Employers need to consider employees’ dependents, too, if they are travelling with them. If, for example, a child suffers from asthma, this could mean that certain high-pollution locations are unsuitable. Such matters could mean an overseas assignment is over almost before it has started, so this needs to be advised and considered well before deployment.
Sarah Dennis says: “The basis of a safe and successful overseas assignment is to do the homework first – know before you go, take expert on-the-ground advice, plan for emergencies, and ensure all of this is carefully communicated so the employee knows exactly how to access support when it is needed.”
