Companies with overseas employees put staff retention and the boost to productivity at the top of the list of advantages in offering health and wellbeing support, according to research from the employee benefits team at Everywhen. Staff retention rates were the top reason for companies with staff abroad to offer health and wellbeing support, stated by 32% of employers, followed by 31% who saw the main advantage being the boost to productivity.
Sarah Dennis, head of international at Everywhen, says: “It is positive to see that global employers recognise the commercial advantages in supporting their staff. Of course, duty of care is the fundamental reason to support the health and wellbeing of employees overseas, but there are clear commercial benefits too, and these should not be overlooked.”
This links to the fact that quiet quitting causes the biggest concerns for businesses with overseas employees, stated as the greatest issue by 35% of employers, well above other problems such as absence rates, cited by 23% of companies that employ staff abroad.
Health and wellbeing support has to be in place for employees based overseas. With no NHS in other countries, and stipulations about health and wellbeing support being a part of many working visas, it is arguably even more vital than for UK-based employees. As Sarah Dennis says: ‘Offering health and wellbeing benefits is not a nicety, it’s a necessity.’ However, the commercial benefits are also clear. Companies offering robust health and wellbeing programmes to their global employees are likely to benefit from the rewards to the business as well as to the employee. With recruitment often an issue for companies looking to fill overseas roles, a full global health and wellbeing programme can be a very attractive proposition.
Employers should not, therefore, shy away from the commercial benefits of health and wellbeing support, particularly employers with overseas staff. When the advantages to the business are evident, it is easier to make the business case for offering health and wellbeing benefits, keeping them, and adding to them if needed. In this way, it is a win-win situation for the business and its employees alike.
Commercial benefits of global health and wellbeing programmes
The commercial benefits of providing health and wellbeing support to employees overseas include making staff feel valued. When they are given good and relevant benefits, employees feel appreciated; and when support is poor, they are less likely to feel appreciated. In turn, employees who feel valued by the company can feel more engaged and are more likely to strive for the success of the business.
Overseas staff in particular often expect and need rich health and wellbeing benefits. Those already based abroad or looking to relocate will actively seek out businesses that look after their staff, so a full and first-rate support package is good for both recruitment and retention. Offering a high level of support is a way to demonstrate that the business cares for its employees, no matter how remote they are from the head office. This is as true for the now-common six-month assignments as it is for longer-term relocation.
It’s important to measure success
When employees are spread across different and sometimes numerous locations, it is vital that the value of staff support is measured. The commercial benefits are many, and it’s important that companies recognise this when looking at what benefits to put in place for their staff.
Sarah Dennis says: “We welcome the scrutiny of the value of health and wellbeing support. It gives focus and direction to the support and helps us to advise employers on what to put in place to best support their employees and the business. It comes down to striking the right balance. Employees must feel appreciated and supported, and in that way, they will give the best of themselves to the company. Loyalty and respect work in both directions, and good employees recognise this as much as good employers do.”
Research conducted by Opinium on behalf of Everywhen among 500 HR decision makers across the UK from 7 to 16 January 2025.
