Furthermore, the majority, 57%, offer overseas employees exactly the same health and wellbeing support as those based in the UK.

Sarah Dennis, Head of International at Towergate Employee Benefits says: “Our research shows that most companies offer the same support to everyone, whether they are working abroad or in the UK. 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.”

Employees abroad have different requirements to those in the UK

Employers need to look at what the different needs might be in the specific countries where their employees are deployed. They need to take into account the specific health risks in each region, such as infectious diseases including malaria and tuberculosis, as well as environmental factors and pollution, how good the medical facilities are, and whether the region is remote. The risks of civil or political unrest must be considered, along with increased threats to mental health. Support also needs to encompass not just physical health but also financial, mental and social wellbeing.

Dennis explains: “Simply by virtue of working abroad, an employee will have different health and wellbeing needs to a colleague working in the UK. 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.”

UK residents working abroad

Any employees who are UK citizens and working on an overseas assignment will need full health and wellbeing support, even when the host country has free and universal healthcare. For example, in Australia, citizens have access to health and hospital services at low or no cost, with a national health insurance scheme. Even with the Reciprocal Health Agreement between the UK and Australia, although urgent hospital treatment is free for UK citizens, payment is still required for many medical needs including to visit a GP, to receive a prescription, get dental treatment, or if an ambulance is needed.

So, employers need to ensure that all employees working abroad have full and relevant health and wellbeing support, no matter how developed the country may be in which they are based, and despite what care might seem available on the surface. With the example of Australia and the Reciprocal Health Agreement, it would be easy to assume that all care is free, but it is not. A UK citizen needing an ambulance could be hit by a huge bill and then expect this to be reimbursed by their employer.

Local nationals still need healthcare

Employers may be forgiven for assuming that they do not have to worry about providing health and wellbeing support for local nationals employed to work within their own country. This may not, however, be the case.

Not all countries have universal or free healthcare. The USA is the largest country without a free healthcare system. Instead, it uses a system of healthcare insurance packages. Other notable countries with no free healthcare include South Africa, Pakistan, Iran and Egypt. Although China is close to providing universal healthcare, with around 95% of the population covered, there are still costs involved for some elements of this, so it is not free healthcare.

So even when employing local nationals, an employer still needs to provide employee benefits for these employees. And health and wellbeing support means so much more than just medical cover. Local nationals may also need help with mental health, nutrition guidance, fitness and lifestyle advice and more. Employers need to make sure that this support is in place, to ensure employee wellbeing and, therefore, the wellbeing of the business. 

Dennis concludes: “It is the responsibility of the employer to ensure all employees are properly cared for while at work, wherever this may be. 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.”  

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