A recent study indicates that 60% of employers prioritize physical health for overseas staff.
- Employers express concerns over mental, financial, and social health impacts due to remote work.
- Specific challenges faced by overseas workers necessitate comprehensive support.
- Physical health support for overseas employees is harder to implement than for domestic staff.
- Employers are advised to seek expert advice to offer effective support.
A study from Towergate Health & Protection reveals that the physical health of employees working abroad is the greatest concern for 60% of employers. This concern outweighs mental health issues, which affect 58% of employers, financial health concerns at 52%, and social health challenges at 51%. In today’s remote working environment, these concerns have become more pronounced.
Sarah Dennis, head of international at Towergate Health & Protection, stresses the need for employers to recognize the unique health challenges faced by their overseas employees. She points out that while those working abroad may enjoy a social lifestyle and long working hours, these factors can adversely affect their health and wellbeing. Implementing solutions like discounted gym memberships, which are more feasible for domestic employees, poses a challenge for those working abroad.
Employers are encouraged to think creatively about how they can support the physical health of their overseas staff. Utilizing fitness apps, and alcohol- and smoking-cessation programs can provide effective avenues for support. Moreover, employers should consider comprehensive tech solutions that offer nutritional advice, as part of a wider strategy to address these health concerns.
Mental health is another crucial area that requires attention. The isolation, language, and cultural barriers experienced by employees working abroad can have a significant impact on their mental wellbeing. Given the stigma around mental health in certain countries, it’s imperative that employers promote confidentiality and encourage the utilization of the available support systems. Regular communication about these services is vital.
Social health poses another layer of complexity for overseas employees. Expectations of an engaging social life might not match the reality, leaving employees feeling disconnected. Employers should facilitate employees’ involvement in local communities and provide access to experts who can offer guidance on overcoming social hurdles.
Financial health, although seemingly less pressing, is an important consideration for overseas employees who might struggle financially if they become ill and unable to work. Employers should be aware of global solutions that offer financial support, recognizing how these can vary significantly from domestic offerings. By doing so, they can better cater to the financial needs of their overseas staff.
A holistic approach to health and wellbeing is essential for the success of overseas assignments.
