Sarah Dennis, head of international at Towergate Health & Protection, says: “We find that loneliness is a big issue for overseas employees. It is important that employers tackle this matter as it can lead to further problems of poorer mental health, lower productivity and increased absence. All of which becomes a vicious circle if the appropriate health and wellbeing support is not in place.”

For employees working overseas, the sense of isolation can be particularly intense. Factors such as language barriers, cultural differences, and the transient nature of global assignments contribute to difficulties in forming meaningful connections. The stress of being away from family and the pressure to succeed in unfamiliar environments further exacerbate feelings of loneliness.

Loneliness of employees differs around the world

The issue of loneliness differs according to the area in which the employee is based. According to Gallup’s research, those in South Asia are most likely to suffer from loneliness (29%), followed by those in sub-Saharan Africa (26%) and the Middle East and North Africa (23%). Employees in Australia and New Zealand are least likely to experience loneliness (13%). 

Employment itself actually decreases loneliness. In fact the figures show that working people are less lonely (20%) than those who are unemployed (32%). And working onsite is associated with lower reported loneliness (16%) than working remotely (25%). Loneliness is more common in younger employees, with 22% of employees aged under 35 feeling lonely compared to 19% of employees aged over 35 years.

Sarah Dennis comments: “It is a long-held belief that good work is good for you. While those working overseas face additional challenges, being able to work, visit the office, and even being involved in phone and video conferencing, can all support their mental health. The key is in providing the right balance so that the positives of social interaction are not overtaken by the negatives of stress.”

Understand the circumstances to improve engagement and reduce loneliness

Employers need to be aware of global differences and the cultural distinctions that may impact employees working overseas. The figures show that employees who are engaged with their work are far less likely to suffer from loneliness, with 17% of engaged employees feeling lonely, compared to 31% of actively disengaged employees. Showing that the employer cares and connects with the employee is an important part of improving employee engagement but his can be particularly difficult when the employer and employee work and reside in different countries. In-country experts will be able to advise employers on the particularities, and sometimes peculiarities, of an area and help them to understand the needs and circumstances of the employees based abroad. This will assist with putting the most appropriate wellbeing support in place.

Health and wellbeing support for employees abroad should include help for the employee to understand the new culture, to settle in and to get involved with the local community. For employees who are struggling, access can be provided to specialists who have experienced working abroad and can give specific, tailored advice. Global employee assistance programmes (EAPs) can help with counselling and provide access to mental health specialists. 

Provide support at all levels

It should also be remembered that loneliness can impact all levels of staff. It is therefore important to ensure that support is in place for all. When managers are supported, they are better able to support others.