Isolation and difficulty settling “leading causes of failed overseas assignments”

Struggling to settle into a new country and feelings of isolation are the two biggest reasons overseas work assignments fail, according to research from employee benefits consultancy Everywhen.

The study of 500 UK HR decision-makers found 38 per cent of employers with overseas staff said failure to settle into a new country was a leading cause of unsuccessful assignments.

Feelings of isolation followed at 36 per cent, highlighting the potential impact of international assignments on employee wellbeing as well as business performance.

Lack of preparation and support were also prominent. Almost a third of employers, 32 per cent, said employees not feeling fully prepared contributed to assignments failing, while 31 per cent pointed to employees not feeling fully supported.

Sarah Dennis, head of international at Everywhen, said: “Failed assignments impact a business in many ways. They’re costly, they can set a business back, and they can stop plans progressing. They can also be very difficult for individuals, impacting their mental and physical health. Support is available for relocating employees, and our research shows it’s crucial that it’s in place. Most of the reasons why overseas assignments fail are very much preventable.”

The findings underline the importance of employers considering the wider health and wellbeing implications of international mobility, rather than focusing solely on practical arrangements such as accommodation, travel and visas.

For employees moving abroad, changes to social networks, healthcare, culture and working environments can all form part of the experience. Everywhen argues employers therefore need to provide more rounded preparation and ongoing support if overseas employees are to settle and thrive.

This could become particularly important as organisations expand into a wider range of international markets. Everywhen said overseas postings are increasingly extending beyond established expatriate locations such as the Middle East and Singapore into areas including South America, Eastern Europe and Africa.

Dennis said: “Trends are changing globally for overseas posts. The traditional expat territories are expanding into new and more challenging regions. For this reason, preparations before travel are imperative and greater support is often needed in-situ.”

Practical problems remain an issue too. One in five employers, 20 per cent, cited employees not having the correct legal documentation, such as right-to-work visas, as a main reason assignments fail.

Employee expectations around pay and benefits can also affect success. Almost a quarter, 23 per cent, said employees not feeling fully compensated was a main reason an overseas assignment did not succeed.

Everywhen said employers should consider the financial circumstances and cost of living in destination countries alongside employees’ expectations when developing international remuneration packages.

The findings suggest successful international assignments require employers to consider the employee experience before, during and potentially after a move. The wider approach should also include mental and physical health support, social connection, preparation and appropriate benefits..

The research was undertaken by Opinium on behalf of Everywhen in January 2026 among 500 HR decision-makers across the UK. International findings relate to UK companies with overseas employees.