Research indicates the primary concern of 60% of employers for overseas staff lies in their physical health.
- Although physical health is the main priority, other areas like mental, financial, and social health are also of significant concern.
- The unique lifestyle challenges of overseas employees, including long hours and cultural barriers, impact their overall wellbeing.
- Employers need to implement creative support solutions due to the difficulty in providing usual health benefits abroad.
- Comprehensive support covering all aspects of health is crucial for assignment success abroad.
According to recent research by Towergate Health & Protection, 60% of employers rank physical health as their primary wellbeing concern for employees working abroad. Employers are placing physical health above other factors like mental health, financial wellbeing, and social health, particularly as remote working becomes more prevalent. The research underscores the importance of a holistic approach to employee health and wellbeing, as explained by Sarah Dennis, the head of international at Towergate Health & Protection. Dennis suggests that employers fully understand these challenges to effectively support their overseas workforce.
The lifestyle associated with globally mobile employees presents specific challenges. Long working hours coupled with social and cultural adaptation factors take a toll on their physical health. Unlike employees in the UK, those working abroad often cannot access local support systems such as discounted gym memberships or bike schemes. However, there are alternative resources available, such as fitness apps, cessation programmes, and technological solutions to assist with nutrition and general health improvements. Global companies are encouraged to adopt innovative and flexible support systems.
Mental health poses another significant challenge for overseas workers. Often, these employees face isolation, language, and cultural issues that may exacerbate stress and mental health conditions, especially in regions where mental health stigma persists. Employers are urged to prioritise confidential and consistent communication about available support and to reduce any barriers to accessing mental health assistance.
Social health, though underestimated, plays a pivotal role. Initial expectations of an enriching social life can lead to disappointment, impacting wellbeing. Employers may consider promoting local integration and offering expert guidance for those experiencing difficulty. This approach helps in addressing any social dissonance and ensures a smoother transition into foreign communities.
While many overseas workers are financially compensated well, there is a lack of attention to potential scenarios where illness prevents them from working. Employers must be proactive in understanding and providing financial support solutions akin to those available in the UK. Utilising global financial safety nets can prevent potential financial distress if health issues arise, thus offering peace of mind to both employees and employers.
In conclusion, employers must adopt a comprehensive approach to support every aspect of health and wellbeing for overseas employees to ensure assignment success.
