A significant 81% of UK-based employers who already have employees overseas are intending to increase their workforce abroad, according to new research from employee benefits experts, Everywhen. A quarter (25%) are looking to do so within the next 12 months, and 72% within the next 5 years. On average, those businesses are looking to increase the number of overseas employees by a quarter (25%).
Sarah Dennis, head of international at Everywhen, says:
“It is great that businesses are expecting to further expand overseas. It is, however, vital that the right support is put in place before employees mobilise, particularly in relation to health and wellbeing and, with many variables in play as to numbers and locations, that support must be adaptable and scalable.”
With companies expanding their overseas operations, they face the challenge of needing to comply with different legal requirements, managing different needs and expectations from employees, and ensuring they are appropriate for different types and levels of risk. A significant increase in numbers in a short period of time means is vital that existing systems are able to cope.
Make it scalable
With 12% of large corporate companies (250+ employees) stating they do not know for sure whether they will be increasing their overseas workforce, any support put in place needs to be flexible and scalable. This is true for all companies with employees abroad, no matter how few, as different regions can suddenly become successful in the market and have an unexpected need for additional employees.
Making health and wellbeing support scalable can mean relatively simple changes to approach. For example, providing access to a global Employee Assistance Programme (EAP) can allow for any number of future employees to seek support. It is also worth bearing in mind how quickly situations can change, for countries, companies and individuals.
Cover all risks
The FCDO (Foreign, Commonwealth & Development Office) is a good place to start for foreign travel advice and security risk information. Medical cover is an absolute essential, and global medical insurance is strongly advised over travel insurance for employees based overseas. Risks other than health must be considered and covered too. These may include kidnap, political unrest, and adverse weather. International benefits experts can help employers to understand and plan for these risks.
Appropriate benefits
Employing overseas nationals, rather than sending UK employees overseas, may be a solution for some companies. However, their benefits need to be balanced with those offered to employees posted abroad from the UK. This is not to say that benefits necessarily need to be the same for overseas nationals and UK employees posted abroad – rather, that they need to be appropriate to each.
Recruitment and retention
Having the right benefits in place is a great tool for recruitment and retention. Global employees expect to be looked after, and this includes an appropriate health and wellbeing package. Those companies that have this in place before recruitment will find they are a more attractive employer. In this very competitive world, it will help them fulfill their recruitment plans.
Plan ahead
“We’re typically putting in three- to five-year plans to support global companies.”
says Sarah Dennis.
“Companies need to project what support to offer – both to meet need and to be competitive – and the likely costs. Employers who have plans to recruit overseas need to think about how they’re going to support those employees. And the earlier they plan, the better.”
