Duty of care concerns raised as employers acknowledge risks but many lack a strategic approach 

Almost one in three UK employers do not prioritise the health and wellbeing of employees working overseas, despite widespread concerns about the impact international assignments can have on mental health, safety and retention.

A report from employee benefits consultancy Everywhen, based on a asurvey of 500 UK HR decision-makers, found that 32 per cent of businesses do not prioritise the wellbeing of overseas staff, while only 60 per cent identified employee safety as a top priority when supporting international workers. 

The findings suggest many organisations may be overlooking an important aspect of their duty of care, particularly as global mobility continues to evolve and more employees undertake international assignments or work remotely from overseas locations. 

The research also highlights a disconnect between employer concerns and the support they provide. More than a third (35 per cent) of employers said they were concerned about the mental health and wellbeing of employees working abroad, with the same proportion expressing concerns about physical health and wellbeing. A further 34 per cent cited concerns about employees’ personal safety. 

Despite these concerns, more employers identified achieving business objectives (47 per cent) and supporting career progression (41 per cent) as top priorities during overseas assignments than employee health and wellbeing. 

Sarah Dennis, Head of International at Everywhen, said organisations should view employee wellbeing as central to the success of international assignments, rather than an additional consideration. 

“Health, safety and wellbeing – all areas that are connected to the happiness of a workforce – should be the top priorities for supporting all employees, whether they are based in the UK or overseas,” Dennis said. However, it is arguably even more important to prioritise these areas for employees based abroad where there may be less readily available support and employees can be isolated.” 

The research also found 26 per cent of employers worry employees working overseas may become unhappy and want to return home early, while 19 per cent are concerned assignments may not succeed. 

Dennis said these risks reinforce the importance of taking a holistic approach to employee support. 

“Employee happiness when working overseas is, and should be, a genuine concern for employers,” she added. “Mental and physical health, along with the success of the placement and assignment, are all connected to employee happiness, and employers must, therefore, take a holistic approach to providing support that addresses all these areas.” 

Everywhen notes that employers also face increasingly complex compliance requirements, as legal obligations relating to employee health, wellbeing and safety vary between countries. The company advises organisations to review the support available to overseas employees and ensure appropriate guidance and benefits are in place for each location. 

As organisations continue to compete for international talent, experts suggest that supporting employee wellbeing abroad is no longer simply a duty of care issue, but an important factor in assignment success, employee engagement and long-term retention