In Advantages of Towergate employees In -depth research in British companies of all sizes, 79% said they had moved employees abroad. However, research shows a worrying lack of preparation, with just over a third (36%) entirely prepared for the new lifestyle.
Sarah Dennis, head of international in the benefits of Towergate employees, said: “Work abroad is very different to take a vacation, a fully different level of preparation is necessary. If things go wrong, the employee's health and well-being can suffer, the task abroad can fail and emotional, physical and financial costs could be enormous. ”
In which aspects employees are the most prepared
- 41% of employers estimate that their employees moving abroad are fully prepared for the new environment, such as schooling and banking services.
- 39% believe that employees are fully prepared for culture change, such as the different customs, laws and religions they may meet.
- 36% believe that employees are fully prepared for the new way of living, including the potential isolation of friends and family that they can feel.
- 32% believe that employees are fully prepared for the climate, including the potential effect on the health and well-being of life in a warmer or cooler climate.
A lack of preparation in a field can have an impact on other areas of work abroad and employers must ensure that all aspects of relocation are covered. While part of the responsibilities to be prepared to work abroad could be affirmed to rest with the employee, the employer has a duty of diligence and responsibility for employees. Research has therefore examined what employers are doing to prepare their employees for assignments abroad:
How employers prepare their employees
- 48% offer training and support for line managers to help them support their staff when moving their country of origin
- 46% provide training in the country for an employee once they are abroad
- 39% provide support to employees throughout their mission to help them
- 37% offer individual training for staff before relocating
Although all these steps are positive to implement to help ensure that employees are ready to work abroad, there is no longer to do.
How employers need to prepare employees
Employees need support not only before taking an assignment abroad, but also during and after resettlement. Their families may also need support, and this is the case, whether or not they support the employee.
As with all the support of health and well-being, employers must ensure that they cover the four pillars of well-being-physical, mental, social and financial. Indeed, research shows that employees do not feel prepared in the four pillars, areas without preparation covering everything, from the physical impact of the climate to the mental challenges of a new culture, and social problems and isolation to financial concerns about schooling and the bank. In addition, employees moving abroad will need different support, and perhaps more, than their colleagues based in the United Kingdom.
Prevention rather than cure
There are a large number of things to consider when an employee takes an assignment abroad. These may include a management of different cultures and languages as well as different laws and regulations. There will be differences that will have an impact directly on the employee, but also those who will have an impact on their employer. The employer must ensure that all relevant health and safety regulations are respected, as well as employment laws. These will be different in each country and it is essential that the employer takes expert advice to ensure that they meet all the relevant parameters.
Sarah Dennis says: “It is likely that it costs much less to fully prepare an employee before the start of an assignment than trying to put things right when he is already abroad or if things go wrong. The message is clear: the preparation must be prioritized, and it is never too early to start. ”
