Just over a third of UK companies with overseas staff adapt their health and wellbeing provision depending on where their employees are based, according to new research.
The study, by consultancy firm Towergate Employee Benefits, found that only 36% of firms adjust their support to reflect country-specific conditions, while 57% offer the same benefits package to all staff regardless of location. This, experts warn, could leave overseas workers at risk, particularly in areas with limited healthcare infrastructure or elevated local health threats.
Employers should therefore reassess, say observers, how they support workers outside the UK, stressing that local risk factors — including exposure to infectious diseases such as malaria and tuberculosis, extreme weather, pollution levels and access to reliable medical facilities — might influence the kind of health and wellbeing support offered.
‘Not Ideal Approach’
“Our research shows that most companies offer the same support to everyone, whether they are working abroad or in the UK,” said Sarah Dennis, head of international at Towergate Employee Benefits. “This is not an ideal approach as it does not take into account the different risks and needs in different countries, where health facilities may be lacking compared to the UK, or may be more remote and harder to access.”
Mental health and social wellbeing also come under strain when staff are far from home, potentially facing isolation, language barriers and disrupted family life. “Simply by virtue of working abroad, an employee will have different health and wellbeing needs to a colleague working in the UK,” said Dennis.
“Working away from home can be stressful, isolating, and pose different challenges both mentally and physically, and the support must be designed to meet these needs.”
Misconceptions Around State Healthcare
Even in countries with advanced healthcare systems, such as Australia, assumptions about reciprocal care arrangements can lead to gaps in coverage.
While UK citizens are entitled to urgent hospital treatment in Australia under a bilateral agreement, many routine and emergency services — including GP visits, prescriptions, dental care and ambulances — still incur costs.
Employers therefore need to ensure staff on overseas assignments are fully covered, regardless of how developed the host country’s healthcare system may appear.
Local Hires Not Exempt
The research also challenges the assumption that local nationals do not require additional health and wellbeing benefits beyond what their country’s healthcare system provides. Towergate points to countries such as the United States, South Africa and Pakistan where universal healthcare is either unavailable or requires private insurance coverage.
Even in China, where 95% of the population is nominally covered, some healthcare costs still fall to the individual.
The company argues that support for local hires should go beyond basic medical insurance. Holistic wellbeing — including mental health, nutrition, fitness and lifestyle services — should be considered part of the overall employee offer.
Business Benefits of Comprehensive Support
By customising support packages to suit different locations, employers can not only meet their duty of care obligations but also improve workforce engagement and productivity.
“It’s the responsibility of the employer to ensure all employees are properly cared for while at work, wherever this may be,” Dennis said. “A full and rounded health and wellbeing programme, tailored to the specific circumstances in each country, will ensure that employees are healthy and happy, and that the company is productive and compliant.”
Employers expanding globally or operating across multiple jurisdictions may wish to conduct a detailed audit of their current provision and consult local experts to ensure they are not inadvertently falling short.