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  • The Growing Importance of Financial Wellbeing for Employees during the Pandemic | The Aviva Study

    The Growing Importance of Financial Wellbeing for Employees during the Pandemic | The Aviva Study

    As the UK continues to grapple with the unknown territory of living alongside a pandemic, over 1.5 million people are experiencing a combination of financial debt and mental health problems (The Money and Mental Health Institute). The ambiguous climate of the UK leaves employees exposed to confusion and uncertainty but also the opportunity of growth and new opportunities. One topic of conversation is the growing importance of financial wellbeing for employees.
    The past 18 months have highlighted the truly unpredictable nature of life, but, through this, the need for security and stability has become increasingly desirable for employees. Financial wellbeing and resilience are imperative for our quality of life, enabling us to enjoy ourselves both now and in the future.
    So, what financial lessons have we learnt from the pandemic? Using research from the Aviva report “Thriving in the age of ambiguity: building resilience for the new realities of work”, we can question why financial wellbeing for employees is becoming increasingly more important. And why is it so important for employers to pay attention?
     

    What is financial wellbeing for employees? 

    Financial wellbeing for employees is a sense of security and safety, feeling as though you have enough money to cover your needs. However, financial wellbeing is not just about having enough money to pay for everyday living. It is also about control. Control over future finances, control over day-to-day finances, control over financial freedom to be able to do what you enjoy most in life.
    Employees with financial wellbeing can prioritise the things that are meaningful to them, without the constant cloud of financial difficulty hanging over them, both now and in the future.
    Financial wellbeing is closely linked with mental health, where the stress caused by debt and anxiety around day-to-day living costs can take over an employee’s outlook on life. Increasing the feeling of control over finances improves mental health, giving employees a sense of autonomy.
     

    The climate of the UK and the growing importance of financial wellbeing 

    Attitudes towards the importance of wellbeing have been accelerated by the unprecedented events of the last 18 months. The pandemic has intensified financial inequalities amongst employees, with everyone having to face their own specific financial needs. These can range from cost increases in childcare, furlough schemes, going part-time, redundancies, supporting family members, decrease in career drive – the list of how the pandemic has affected our everyday lives is endless!
    Alongside the ambiguous climate of a post-pandemic UK, increases in taxes will also heighten anxieties around financial wellbeing. The 1.25% rise in the National Insurance tax confirmed to be in place by April 2022 is just another concern to consider during this time.
    However, despite these emerging circumstances causing an increase in anxiety and monetary strain, how are employees responding? Can employees build on their financial wellbeing and learn from the obscure events of 2020 / 2021?
     

    Negative and positive impacts of the pandemic on financial wellbeing for employees 

    Financial wellbeing for employees is personal to each person. This means that every employee’s financial response and outcome from the pandemic is specific to them. Whereas some employees have been able to raise their financial wellbeing, others have reduced incomes and facing larger debts than ever before.
    Some of the positive and negative outcomes of the pandemic on the financial wellbeing of employees are divided below.
    Positively: 

    • Two in five (41%) of employees say the pandemic has positively impacted their ability to save
    • 39% of employees say their total debts have decreased over the last 12 months
    • Working from home / remote working saves money – travel costs/lunch
    • Around a third of employees say they are now more confident in feeling prepared for another financial crisis (Close Brothers research)

    Negatively: 

    • 24% of employees feel they made bad decisions about debt during the pandemic – with 51% being 18–24-year-olds revealing how young people have been the most vulnerable to financial hardship
    • 83% of Gen-Z and 71% of Gen-Y agree that finances sometimes control their lives
    • 15.9 million people consider themselves more financially vulnerable than they did in March – with 33% saying reduced income was the main reason for this (Royal London research)
    • Millions of employees existing on a reduced salary, and many more whose wider household incomes have dropped due to a reduced income from a partner or family member
    • Two in five employees have been more worried about their financial health in lockdown (Close Brothers research)
    • More emphasis and anxiety on finances means a decrease in productivity at work – damaging health and wellbeing and relationships both in and outside work

    Although some employees will have maintained a healthy financial wellbeing standard over the last 18 months, every single employee has been impacted by COVID in some way or another, whether that’s negatively or positively.
    Those fortunate enough to have saved during the pandemic, or maintained their high earnings, also face challenges in response to COVID. Knowing how best to invest money, or to understand and avoid tax traps, can prove extremely difficult without the right support! Check out Engage Wealth Management for their extensive advice on investments and pensions, getting support either on an individual or corporate level.
    To summarise, using the Aviva 2020-2021 study:

    • 57% of employees are getting by financially
    • 39% of employees say their financial situation is affecting their mental health
    • 30% of employees are concerned their money won’t last
    • 26% of employees say their current level of debt is affecting their wellbeing

     

    How can businesses approach financial wellbeing for employees? 

    With financial wellbeing for employees becoming more and more important, employers must find ways to adapt and keep up to date with their staff needs and how they can promote wellbeing at work.
    A well-structured financial wellbeing strategy (as part of the overall employee benefits strategy) will focus on education and advice for employees, promoting personalisation for individual circumstances and needs. Organisations can tailor the support they provide by acknowledging the differences between staff – personality, age, gender, disability.
    Below are some recommendations for employers to help make financial wellbeing more of a priority at work:

    • Provide accessible information in a variety of ways e.g., events, apps, open discussion, one-to-one advice
    • Creating a safe and open space for discussion
    • Personalised financial education – also targeting overall wellbeing
    • Supporting the Living Pension – ensuring workplace pension produces a minimum standard of living in retirement

    By establishing a personal approach to financial wellbeing for employees, it gives staff the confidence and feeling of control that is needed when approaching financial issues. It also promotes your company as providing for the future wellbeing of employees, retaining loyalty and an atmosphere of trust in the workplace.
     

    How can Engage help?

    The influence and importance of financial wellbeing for employees are only becoming more obvious as we continue to face the repercussions of the pandemic – financial wellbeing leads to mental & physical wellbeing and then to a thriving positive workforce!
    The key to a strong financial wellbeing strategy is personalisation, which is something we promote at Engage. We use People Centred Design to create and implement a benefits strategy that resonates with your culture and is loved by your employees.
    There are no one-size-fits all approaches when it comes to looking after your staff and as we face continuing struggles, we must become even more adaptable to individual’s needs. The pandemic has made the importance of having the control to be able to pay for experiences we love and things that make us happy even more of a priority.
    Look here to see which financial services Engage can help with.
    Contact us through Engage Health Group where we give free no-obligation advice and support and find more on how to tailor financial wellbeing to your specific needs.
     
     

  • Health Insurance for expats in Spain: An inside look at Spain’s healthcare system

    Health Insurance for expats in Spain: An inside look at Spain’s healthcare system

    Around 5.5 million residents in Spain are expats. Life in Spain is extremely sought after. Its varying geography and climate, the Mediterranean lifestyle, and low cost of living are brought together with the cultural focus of living life just for life. One leading influence for this quality of life is Spain’s impressive health care system, ranking 7th out of 89 countries (2019 Health Care Index)!

    Even with Spain’s impressive healthcare, choosing the right Spanish health insurance plan is a top priority. When moving for work or long-term travel anywhere in the world, it is important to learn about a country’s healthcare system and how your health insurance falls into it.

    So, which are the best Spanish health insurance for expats living or moving to Spain? What options need to be considered when looking at Spain’s healthcare as a whole?

    What are the Spanish healthcare policies? 

    Spain’s health care system is one of the best in the world. The system includes a public health service called the Spanish National Health System (SNS) funded by social security payments. All Spanish citizens have free access to this health service, with regions taking separate responsibility for budgets allocated by the government. What makes the healthcare system so appealing to expats is that they can have access to the SNS, on the condition of also paying into social security!

    To gain access to Spain’s public healthcare, expats must have a social security number. Expats can retrieve this by registering on the municipal register, which can then be shown to a local surgery to receive a medical card (TSI health card).

    The SNS, used by 99% of the Spanish population, covers the basics:

    • Doctors
    • Hospitalisation
    • Medication / Prescriptions – heavily subsidized but not free, dependant on taxable income

     

    Although appearing minimal, the Spanish government spends around 9.2% of its GDP on this healthcare system, meaning that everyone can have access to healthcare that actually benefits the people! For example, the SNS is ranked 6th in the EU for the number of doctors available – in other words, that’s averaging at 4 doctors per 1000 people.

    Nearly 99% of Spain’s population has some form of health insurance, with 90% using the public health care system and 19% with private health insurance. Even the Spanish private health insurance is reasonably priced, providing people with the freedom of choice when it comes to their health.

    Who has access to Spanish public health insurance? 

    Once registered and obtained a TSI card, you can then register with an individual local doctor and receive free treatment at hospitals, as it provides proof of citizenship and employment.
    So, can all types of expatriates have access to Spain’s public health insurance?

    • Employees: all employees must make social security contributions, meaning they automatically get health cover
    • Self-employed / freelancers / digital nomads / business owners: as not working for an employer, self-employed expats can still make social security payments themselves, gaining access to health cover
    • Spouses & children: if they live in Spain as well, they are also entitled to public health cover
    • EU / EEA / Swiss nationals: if received retirement in their home country, they are entitled to public health cover
    • Non-EU nationals: may be asked to provide proof of private health insurance to obtain a Spanish VISA
    • Students: EU nationals studying in Spain are covered by EHIC (European Health Insurance Card), whilst non-EU students may be asked for proof of private medical insurance

     

    Expats need to investigate, before travelling to Spain, into their personal needs and circumstances, and to assess what type of Spanish health insurance suits them best and what they are entitled to.

    What are the different options of Spanish health insurance for expats? 

    Although the quality of Spanish public health care is incredibly high, residents and expats can also opt for private Spanish health insurance to ensure a more secure and comprehensive cover. Below are the different options expats living in Spain can choose for their health cover:

    1. Covered only by the Spanish public health system: a quality cover that is easily accessible for most residents and expats, doesn’t include dental cover
    2. Pay-in Scheme – Convenio Especial: for those with issues accessing benefits of the public health system, low-cost insurance scheme, cover in exchange for a low monthly payment
    3. Covered by the SNS and Local Spanish Private Medical Insurance: for people living in Spain permanently and do not plan to travel around Europe for longer than 3 months, basic policy from any of Spain’s insurers, will generally cover: hospital care, surgery, dental, consultation fees, cancer treatment, can be personalised
    4. International Health Care policy: providing you with a comprehensive broader plan, ensuring secure cover

     

    (Find out what can be included in International Private Health Insurance.)

    The most popular option is often International Health Insurance for expats, rather than following a Local Insurance plan. It ensures a wider range of insurance, enabling expats to be covered in Spain as well as other countries, including their country of nationality, and provides more options for choice regarding specific doctors and hospitals

    On the other hand, some expats also choose the combination of public and private health insurance. This means that they would still have to enrol in the public system and then add on their own personalised private coverage. Combining the two can be appealing for expats, one reason being that they become more immersed in the community and culture, following the norm of Spanish residents.

    Why do expats need a Spanish health insurance plan?  

    Even with a high-end public health system in place, being an expat in Spain, or any country, still has its difficulties! Spanish expats still must face a range of issues when navigating their health insurance plans in Spain.

    Listed below are some reasons why Spanish expats decide to purchase international and private health insurance:

    • Language barriers – more options for multilingual doctors, nurses, surgeons
    • “Spanish Hours” – many pharmacies close for the afternoon, re-opening after siesta into the evening
    • Waiting times for specialists and surgical procedures – less waiting time for non-emergency treatments
    • Understanding a different government system
    • Unable to access the public system e.g., retired early or not paying into social security
    • Better care in hospitals
    • Ensures comfortable private treatment facilities
    • Can include dental coverage
    • If you anticipate seeing multiple specialists, can save time and frustration

    Obtaining International Private Health insurance as an expat in Spain ensures ease and comfort during a potentially tumultuous move to a different country. Of course, every decision around healthcare comes down to the individual in relation to affordability and specific health requirements. You can learn how to personalise your health cover in this blog post.

    Better still, contact the expert team at Engage Health Group for free no-obligation advice and support.

  • CASE STUDY – Managing Expat Risk with a Medical Evacuation Plan

    CASE STUDY – Managing Expat Risk with a Medical Evacuation Plan

    How to support expats posted to developing nations in a critical medical incident

    A case study in partnership with Timber Trading Agency International

    The number of medium to high-risk countries where expatriates work is constantly growing due to rapid globalisation. This is a promising fact, but the actual employees could be exposed to different variety of risks from natural disasters, diseases to kidnapping. When expats live abroad they can suddenly fall ill or catch a virus and may require a medical emergency evacuation by air ambulance. The fact is that multinational businesses need to prepare for the worst.

    About the case study:

    In this study we look at a small international company (Timber Trading Agency International) with staff in India, UK, Lebanon and Ghana and get a detailed insight into how they responded to an increasingly anxious workforce and how they implemented a comprehensive employee support program. This aimed at protecting their international employees in the case of a medical emergency, particularly due to the growing pressure of the COVID-19 outbreak, both in terms of the increased risk of infection and the pressure on local healthcare systems

    Thanks to Engage’s guidance, the client was able to quickly communicate coverage changes, rollout enhanced benefits, and promote and support new technology to overcome emerging issues. Furthermore, they implemented a COVID-19 emergency evacuation plan across an employee base spanning 4,700 miles, four time zones and some of the lowest quality healthcare in the world, to support a particularly vulnerable employee based in rural Ghana.

    Eva Maguire, The General Manager of Timber Trading explained “Engage Health Group have been very helpful with our members, many of whom are based in third world countries. They have solved the problems raised regarding the COVID pandemic especially relating to evacuation if needed.”

    Download the full case study to learn what your business needs to consider in terms of expatriates support in a critical medical incident:

    >>>>  Engage International Case Study – Managing Expat Risk with a Medical Evacuation Plan <<<<

    The case study covers three sections:

    1. Identifying the need for an urgent Employee Assistance Programme
    2. Critical support & risk planning when the covid-19 pandemic hit Africa
    3. Driving tech solutions to help Timber Trading’s expat support all around the world
  • 6 reasons why businesses offer employee health screening

    6 reasons why businesses offer employee health screening

    Employee health screening is a simple and affordable way to to protect the wellbeing of employees. The idea of providing health checks at work has grown in popularity and is driving people to better better lifestyle choices – 72% of people who take health assessments say they will make positive lifestyle changes as a result.

    In this blog post, we examine:

    • The different levels of health screening available to businesses
    • The increasing trend towards health screening for senior execs
    • The bottom-line business benefit of offering health screening

    Would you like a FREE quote for health screening services and other workplace perks? Engage Health Group guides HR teams through the tangled web of employee benefit schemes, helping them save money and reduce their workload. Call 01273 974419.

    What is employee health screening?

    Employee health screening programmes are in-depth health checks and tests which measure an employee’s overall health. They identify health risks amongst staff, helping to prevent serious problems arising by addressing them early.

    Health checks at work can be as simple or as comprehensive as you like, depending on your budget. Specialist companies provide a range of screening services, but it’s important to note that Group Health Insurance policies and Health Cash Plans often include diagnostic tests too.

    There are two main levels of health screening:

    Basic health screening

    Basic employee health screening programmes are generally more light touch and include measures such as blood pressure, heart rate, height & weight, body mass index, cholesterol, diabetes, hydration percentage, body fat percentage and glucose.

    The basic level of health screening can typically cost between £30 – £40 per employee. Beyond this, employers can adopt a more detailed and comprehensive employee health screening programme. The cost of these full health screenings can range from £150 – £790.

    Full health screening

    Below are some examples of what is included in a full employee health screening programme (on top of what is included in the basic):

    • Urine analysis
    • Full biochemistry profile
    • Liver & kidney function
    • Nutritional status
    • Spinal assessment
    • Lung function test
    • Physiological resilience
    • Resting ECG
    • Cardiovascular risk assessment
    • Dynamic cardiovascular test
    • Chest x-ray
    • Breast examination
    • Prostate cancer blood test
    • Mammography
    • Metabolic analysis
    • Cervical smear
    • Thyroid function
    • Testicular examination

    Businesses often only offer full health screenings as a high-level employee benefit for executive and senior staff, with the basic being provided to all other employee levels.

    6 reasons why companies offer health checks to senior employees

    As outlined above, one of the key reasons why businesses can’t offer full employee health screening is simply down to cost. But more so than ever before, those in executive roles expect comprehensive health screening as part of their package.

    But beyond the basic “wants” of the individuals, HR functions are realising the value in providing this level of screening to their senior staff.

    1. Higher risk profile – Executives are particularly valuable to the company and often experience higher levels stress and pressure as they prioritise work over wellbeing. Alongside this added pressure, the average age of staff with an executive position is 54 years old and, therefore, at a higher risk of developing serious health issues.
    2. Reduces absences – Taking care of senior employees has a knock-on effect on the mental wellbeing and the everyday running of the rest of the company – after all, a workplace culture is set by those at the top. Ensuring they can tackle ailments before they get serious will reduce sickness-induced absences.
    3. Increases productivity – Showing that employees are valued leads to an improvement in happiness and productivity, with employees wanting to reward companies with their best work.
    4. Lower turnover rate – Employees are more likely to stay at the company if they feel valued.
    5. Attracting more employees – Produces a higher recruitment rate as wellbeing has become an increasing selling point for many people following the repercussions of COVID and an increasing emphasis on self-care.
    6. Lower starting price – Screenings act as a cheaper benefit than many health-related policies, enabling employers to add to their wellness strategies at little extra cost.

    In need of one-to-one professional advice and pricings? Contact our independent team of brokers for the latest advice on all issue related to employee benefits. No contracts, no fees, just straightforward guidance. Email enquiries@engagehealthgroup.co.uk.

    Should you provide health screening to the whole workforce? 

    Although businesses often provide top-level health screening just to directors or executive roles, the implementation of health screenings has far-reaching impacts and benefits for the rest of the company. Companies can provide basic levels of health screenings to other employees, creating a widespread environment of health and wellbeing.

    Listed are a few examples of the benefits for companies implementing health checks at work:

    • Helps to build trust, reinforcing the company’s commitment to employees by showing concern and care – improves staff retention, boosts productivity, improves engagement.
    • Reduces absenteeism – with 140 million days of work being lost every year to sickness absence, if employers can identify a serious health problem early, it can be prevented or helped sooner, reducing the time needed off work.
    • Promotes health awareness / healthy habits – an opportunity for employees to reflect on their lifestyle in a safe and honest environment, empowering staff to make proactive choices.
    • Prevention through early detection – identifying chronic health conditions which promotes a healthy workforce.
    • Short, convenient, can take place at work.
    • Helps employers learn what type of wellness initiatives their staff want.
    • Boosts productivity and motivation.

    Health, wellbeing and Engage

    Incorporating health checks into your wellbeing provision can help organisations decide which health programmes they should be offering. For example, if many employees show signs of vitamin deficiencies, then the company could offer nutritional cooking classes as an added benefit!

    Of course, providing employee health screenings is not enough. These programmes can contribute towards a developed health and wellbeing plan, working alongside other benefits that employees need. Having a fully developed wellbeing strategy can be so powerful for a company and their staff, where having access to health resources can ensure a lifestyle of wellness.

    Further reading: Top 5 benefits of corporate wellness program)

    At Engage Health Group, we work across the health and wellbeing marketplace to ensure you find the right policies at the right price, and ensure your whole benefits package provides prices from across the market.

    Contact our expert team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • Top 5 Benefits of Corporate Wellness Programs

    Top 5 Benefits of Corporate Wellness Programs

    In any business, success is always directly linked to the wellbeing and happiness of employees – businesses are only ever as good as the people that work for them. When corporate wellness, or employee wellbeing, becomes a top priority for companies then success soon follows.
    Starting out as “employee perks”, corporate wellness programs are now increasingly common in company’s benefits packages. In fact, it is now a huge part of attracting future employees to these companies.
    The benefits of corporate wellness programs are extensive for both businesses and their employees, so we will pick out just 5 of the top benefits resulting from wellbeing and health culture.

    Definitions of Corporate Wellness Programs

    Corporate wellness programs are designed to encourage healthier lifestyle choices in the workplace, generally covering any workplace activity or policy that supports the health and wellbeing of employees.
    When first approaching corporate wellness, the broadness of the topic can be daunting for companies. Often businesses find it difficult to know which areas of health and wellbeing to invest in.
    Each company can break it down any way that works for them, the basics being:

    • Career
    • Social
    • Financial
    • Physical
    • Community
    • Mental

    No matter the approach, emphasis should always be on the wellbeing of the employee – from there, company success will follow!
    Each employee’s wellbeing is critical in achieving a company’s overall goals and mission. Corporate wellness can act as an influential way to educate employees on the importance of healthy habits and wellbeing goals, creating a full circle of health and success.

    What are the top 5 benefits of corporate wellness?

    The list of how corporate wellness programs can benefit both employees and businesses are long and overflowing. So, here is just 5 of the top benefits.

    1. Employee retention & recruitment

    Having a good support system in place attracts future employees, where 87% of employees consider health and wellness offerings when choosing where to work. Having wellness programs to help employees work towards personal goals increases loyalty and makes employees feel valued and appreciated.

    1. Greater productivity & engagement

    Establishing a wellness culture through group health activities makes employees feel more connected to the company. Companies showing that they care about their employees will in return receive an increase in morale, motivation, and productivity. Increasing health can reduce absenteeism, boost job satisfaction, and reduce presenteeism.

    1. Lowers elevated health risks

    By keeping on top of, and monitoring, employee’s general health, wellness programs can reduce the risk of every day health threats. Companies can promote an active lifestyle, healthier diet, alcohol and tobacco avoidance. This reduces the risk of diseases e.g., high blood sugar, high blood pressure, high cholesterol.

    1. Reduced stress

    Corporate wellness plans that target mental wellbeing often promote mindfulness programs. These can reduce stress levels, improve sleep quality, improve memory and focus, reduce extreme emotional reactions, improve adaptability (Gallup survey found 45% of employees engaged at work were more adaptable to change).
    These factors are becoming increasingly important in the workplace, with companies looking for employees that can adapt to any situation without stress and worry.

    1. Reduced costs

    By providing preventative health services for employees, businesses can lower their overall outgoing healthcare costs. Examples of preventative services can be frequent check-ups, chiropractic support, or health screenings.
    Another way they reduce overall costs is through programmes addressing employee health behaviour. Behavioural change through education, skills, encouragement, and social support help employees adopt and maintain healthy habits. In the long run, this prevents health conditions caused by smoking, substance abuse, or poor diet.

    How have companies adopted corporate wellness programs?

    Many companies have implemented corporate wellness into their structure. Google is known for their extensive wellness programs, as seen on their page “How we care for Googlers”. The page is broken down into clear sections outlining their employee wellness scheme:

    • “Support your loved ones”

    Parental leave policies, retirement savings, death benefits, even bring your dog to work!

    • “Live a healthy life”

    Access to healthcare, onsite wellness/healthcare services (physicians, chiropractic, physical therapy), onsite fitness centres & classes, nutritious meals, and snacks

    • “Give back”

    Opportunities for charity work

    • “Enjoy quality time”

    Flexibility on holiday and “flex your workday” around personal and business needs

    • “Manage your finances”
    • “Invest in you”

    Personal and professional development e.g., “onsite coding or cooking classes, degree programs, or the guitar lessons you’ve been meaning to take”
    As seen from Google, corporate wellness programs can be adapted to suit the goals and mission of any company. For example, Netflix has more of a focus on a comfortable and relaxed work environment so they offer unlimited time off to employees where they can take holiday with little notice and no questions asked.

    Wellbeing and Engage

    The influence of corporate wellness programs on overall wellbeing is obvious. A full wellness program helps employees achieve aspirations and goals, making them feel cared for and accepted in a workforce. In return, employees improving their health creates higher productivity, morale, and stronger wellbeing.
    So really, it can be a win-win situation for everyone! However, each wellness scheme must be tailored to company and individual needs, so these differ from each business.
    At Engage Health Group, we specialise in certain aspects of corporate wellness – basic numbers, health screenings, employee assistance programs, educational workshops, mental resilience, and so on. Find out more on how we can help you tailor corporate wellness to fit your company.
    Contact us through Engage Health Group where we give free no-obligation advice and support and discover more on the benefits of corporate wellness programs.

  • Why Cross Cultural Training is a Must for International Businesses in 2021

    Why Cross Cultural Training is a Must for International Businesses in 2021

    Cross cultural training for international businesses has been an integral part of organisations for years. However, after facing the last 16 months of the COVID-19 outbreak, maintaining cultural relationships and an openness towards other cultures has become essential.

    The one thing COVID has taught us is that we are all in this together, so shouldn’t there be more emphasis on trying to learn about one another?

    Digital technology has opened up new possibilities for businesses. Hiring (and setting up business channels) abroad has never been so easy. This means mastering the art of cross-cultural communication has never been more important.

    So, what is cross-cultural training? What are the latest best practice tips? And how do international businesses get started?

    What is cross cultural training?

    Practised for years in many international businesses, cross-cultural training provides opportunities for expatriates to develop their understanding of the country they are travelling to or communicating with. The main concepts involved are cultural awareness, cultural competence, cultural safety, cultural humility, and cultural intelligence.

    Employees are given the opportunity to learn about the culture and values of a destination country, the beliefs and norms, practical hints and tips for daily living, work issues to specific situations, cross-cultural communication, reflect on cultural assumptions, and to make comparisons to the culture of origins.

    Whilst learning about other cultures is a key part of this training, employees must also gain an awareness of their own cultural background and place in the world. By understanding yourself, you gain an awareness of your own impact on others.

    Employees gain the ability to recognize the differences and similarities between cultures and, in doing so, the capability to adjust to different cultural contexts.

    What are the latest trends in cross cultural training?

    The face of cross-cultural training has shifted massively over the last 10 years. Everything is all about moving with the world – becoming more connected through international and multicultural growth.

    Below are a few predicted trends that international businesses will adopt:

    • Training everyone (not just expats)

    Understanding different cultures is needed at all levels of business – multicultural teams, business travellers, HR, short-term assignees, virtual teams, interacting with clients and vendors abroad.

    • Integrating Technology

    As technology develops, so must the delivery of training. Examples of how to introduce technology more into cultural training: information directly into portals and intranets, Application Programming Interfaces (APIs), texting apps, chatbots and training on machine applications.

    • Adopt an Honest Approach

    Trust and honesty mean more business, supplementing businesses’ credibility. Open and honest communication is needed now more than ever, with COVID meaning more virtual meetings where miscommunication can easily take place.

    • Changing language

    Avoid labelling misunderstood interactions as “abnormal” “weird” or “wrong”. Changing slight linguistical approaches can drastically make all parties more comfortable.
    These examples are all based around a larger inclusion of different people and their cultures, encompassing as many people as possible.

    What are the factors influencing these latest trends?

    What is influencing international businesses to change their approaches to cross cultural training?

    • Growing emphasis on virtual training – more access to material
    • There is an increase in connectivity through the internet, social media, and remote working
    • Having culturally diverse teams gives businesses different ways of thinking to develop new approaches to problems
    • COVID – the so-called “new normal” creating distance between businesses and audiences

    One main factor is the rise of the modern learner. These employees are keen to learn (with 94% of employees saying they would stay at a company if it invested in their career) and want to develop skills in body language, communication, emotional intelligence, critical thinking. This shows a shift away from practical knowledge, and a greater emphasis on employees wanting to learn more about people and cultures.

    Is cross cultural training more important than it was 10 years ago?

    Compared to 10 years ago, the leading countries in global connectivity have changed. Where the main connections were between Germany, UK, and US, there is now an increased emphasis on China, Singapore, and India. This change only furthers how small the world is becoming, creating connections further afield.

    Cross-cultural training is more important than it was 10 years ago. Business relations strengthen when employees are trained to communicate effectively across cultures. This is particularly true following the last 16 months of pandemic.

    COVID-19 has meant a more globalised approach to business is needed, bringing people together as everyone faces the same challenges and experiences. Businesses are connecting with more people abroad, made easy through virtual training and meetings. Every employee needs cultural training to be able to understand what is happening in different parts of the world.

    How it can impact wellbeing

    Cross-cultural training not only helps with the success of partnerships and deals for businesses, but it also improves employee wellbeing!

    The relocation service Cartus said that 61% of failed assignments were unsuccessful because of family or personal issues. This highlights the importance of cross-cultural training on the wellbeing of employees.

    Cultural training is rooted in supporting the happiness of employees through direct engagement and interactions with different people. It targets the three pillars of wellbeing, particularly the mental wellbeing of employees, providing a space for open communication. Take a deeper look into international employee benefits and wellbeing here.

    Cross-cultural training for international businesses is a vital part of organisations and is only getting more important as the world is constantly and unpredictably changing. You can find more information of what else is involved in cross-cultural training here.

    Contact us through Engage Health Group where we give free no-obligation advice and support and find out whether your cross-cultural training plan is up to date.
    Reveal the impact of covid on expats’ mental health

  • The Legal Profession has a major mental health crisis with wellbeing a low priority

    The Legal Profession has a major mental health crisis with wellbeing a low priority

    Is mental health an issue for solicitors and lawyers?

    When thinking about the legal sector the first things that come to mind are stereotypical: over-achieving, competitive work environment, insane work hours and workload, drive and attention to detail. But sadly, these traits associated with lawyers and solicitors can also be flipped into weaknesses.
    Statistics and surveys have revealed over the last ten years just how impactful the work environment in law firms really is with a shocking one in ten under 30s experiencing suicidal thoughts from the strained work attitude in this sector (IBA 2020 survey). The legal industry is surrounded by poorly represented cultural attitudes, enforced by hit shows like Suits, promoting a “work is life” mentality, and leaving no room for emotional health.
    In an increasingly competitive space, mental health and wellbeing should be a top priority. So why is it still not being unanimously addressed? And what can be done to help?
     

    Key terms that need to be understood:

    To fully understand what is happening in the legal sector, there are key terms that need to be defined. These include:

    • Burnout: emotional exhaustion / cynicism resulting from over-working and doing “people-work” – showing the employee’s inability to manage emotions when dealing with clients

     

    • Secondary Trauma: psychology signs/symptoms resulting from involvement with traumatised individuals

     

    • Legal Wellbeing: aims to improve work-life balance, manage stress, positive mindset, promote habits of consistent self-care – no one-size-fits-all approach to achieving this, personal (specialised to legal sector)

    Wellbeing is what law firms should be focussing on to provide the support that lawyers and solicitors need to stay working in this environment.
     

    Mental health statistics (for lawyers and solicitors):

    Over the last ten years, there has been an increasing number of surveys looking into how many employees are affected by the work they do. Unfortunately, each survey comes to similar conclusions. The mental well-being of lawyers is being massively underlooked.
    The 2014 Law Society in England and Wales survey reported 96% of solicitors (out of 1,517) were experiencing negative stress, 19% at severe levels.
    Taken place more recently (July 2020 – December 2020), the International Bar Association released findings from their survey addressing the legal industry on an international level. The findings showed:

    • 41% said they could not discuss wellbeing issues with their employer, in-case it would damage their career or livelihoods
    • 22% said there was no wellbeing help, support, or guidance in their jurisdiction
    • Between the ages 25-35, 75% believe their employers are not doing enough for mental wellbeing
    • 28% said they need an increased level of awareness in the workplace
    • 23% asking for more resources for professional support and intervention
    • One in six lawyers with disabilities have experienced suicidal thoughts from work-related mental wellbeing issues – with one in eight having self-harmed

    The numbers shockingly reveal how deep-rooted and serious the mental health issues are in this industry, spreading across all ages and genders. So, do these issues simply just come with practising law? Or is it a structural issue that has been ignored?
     

    Why is there such poor mental wellbeing in legal professions?

    “Law firms have this uncanny ability to keep you forever unsatisfied, striving for something just out of reach” (Richard Martin – former City employment lawyer and author of This Too Will Pass)
    The legal sector’s “just get on with it” attitude means that mental health issues are shrouded in stigma. Struggling means weakness and can ultimately affect career progression. This is just one reason why lawyers are uncomfortable with speaking out about mental health.
    Common trends in the causes for poor lawyer wellbeing are long hours, high billing requirements, large caseloads, alienating culture, competition, deadlines, expectations of success and emotionally demanding work.
    The 2020 IBA survey provides statistics on the main reasons for this mental health crisis:

    • Most common reasons: high workload, work-life balance, stress / pressure
    • How frequently employees experience negative factors: 46% competing demands, 44% long hours, 48% unrealistic time pressures

    Secondary legal trauma is also a huge factor. Working with traumatised individuals, hearing multiple traumatic narratives, and working with distressing evidence is enough to impact anyone’s wellbeing. It is the assumption that lawyers can approach these cases rationally that results in a lack of extra support and understanding.
    Alongside these factors are the unhealthy coping mechanisms that are so widely adopted in the legal community. Law training disconnects lawyers from themselves – work trumps emotional life. To avoid feelings of suffering, substance and alcohol abuse is widely undertaken where extra support and open discussion should be.
     

    What can be done to help solicitors and lawyers?

    Although the most recent surveys outline how much of an issue mental wellbeing currently still is for lawyers, there are steps that can and are being taken to begin to change this.
    The charity LawCare stated that the number of contacts looking for support for anxiety doubled from 2020 to 2021. This shows the shifting legal context where employees are actively seeking help for poor mental health
    Law firms can support staff through schemes such as the Mental Health First Aider (MHFA). The training course provides First Aiders with the knowledge and skills to support any colleague struggling with mental health. It provides an opportunity to understand different mental illnesses from depression, addiction, suicide, to eating and personality disorders.
    Listed below are organisations that are now providing support for those in the legal community:

    • Solicitor’s Regulation Authority: helpline
    • LawCare: charity offering emotional support, information, and training to the UK legal community – raising awareness to improve the legal culture
    • Law Society Helpline
    • Mind
    • Samaritans

    Now with organisations set up to give support and spread awareness on the mental health issues that once seemed too deep-rooted to shift, the legal community are finally opening up.
    However, the change must also take place in the individual. Practising mindfulness, setting up boundaries between work and home, and prioritising the wellbeing of yourself all make huge differences towards changing the very structure of the legal community.
     
    As the focus on mental and corporate wellbeing in the legal industry, and other companies, is slowly becoming a priority, so is the emphasis on employee benefits. Find more information on how mental health comes under employee benefits here.
    Furthermore, some Private Medical Insurance providers are now covering drug and alcohol abuse within their mental health coverage.  This is something that has typically been a general exclusion.
    Contact us through Engage Health Group where we give free no-obligation advice and support on how a well-structured Employee Benefits strategy can work hard to care for your workforce.

  • Post-freedom Day: the UK is Open but Who are being Offered Flexible Working Benefits?

    Post-freedom Day: the UK is Open but Who are being Offered Flexible Working Benefits?

     

    Which sectors are offering their employees flexible working benefits after Freedom Day?

     
    The long-awaited Freedom Day sent excitement throughout the UK with complete restrictions being lifted and a return to normality seemed possible, despite 1 in 75 UK people being infected.
    A week since the reopening of the country, and the concerns are endless. Majority of young people still are not double vaccinated, face masks are being seen less and less, and having to self-isolate is now an everyday occurrence as we enter the pingdemic. One factor is the shift in working patterns where companies now must decide the model of flexible working that they will adopt.
    So, which sectors are offering flexible working benefits? Why not all?
     

    1. What does flexible working benefits mean?

    Flexible working benefits gives an employee more control in how they want to work in the post-pandemic world. Over the past 7 days, the percentage of UK working adults exclusively working from home has decreased from 23% to 21% (Opinions and Lifestyle Survey). This shows the need for a combination in flexible working benefits, where not everyone is desperate to come back into work.
    An example of flexible working benefits could be adjustment of start-finish times or leniency around shift patterns, or a hybrid model of both WFH (Working from Home) and in-person.
    The pandemic has brought forward the importance of a work-life balance, with the wellbeing of employees becoming a top priority to companies. It is important that companies are offering a range of different working options to ensure that each employee’s needs are included as the country returns to normal.
     

    2. Debate around flexible working post-freedom day

    Examples supporting flexible working benefits are childcare, more family time, increase in anxiety and mental health issues around returning to work, finances with food and travel, long commutes, wanting to travel whilst working or living abroad, vulnerable health or shielding.
    The Envoy Report outlines that 70% of UK workers say the hybrid model would provide personal benefits. 34% believe it would improve mental health, with 41% saying it would allow for a better work-life balance.
    These opinions are not shared by everyone. Workers not coming into large offices creates a ripple effect on smaller businesses e.g. coffee and lunch cafes or cleaning companies. Direct physical interactions are highly important for human behaviour, with people having felt increasingly isolated during the pandemic.
    This is the other side of mental wellbeing that has been impacted by the change in how the country is working.
     

    3. Challenges that companies are facing

    To ensure everyone is included, companies are facing many challenges. Some of these challenges are listed below:

    • Health and safety commitments of existing company policies not covering health issues of employees WFH
    • Administration to cover extra monitoring creating a heavier reliance on HR
    • The company becoming split between those WFH and those in the office – resulting in resentment or a loss of company cultures
    • A rethink of communication to maintain a work community
    • Anxiety, stress, depression of employees
    • Physical health risks – COVID and self-isolation

     

    3. Sectors which are able to provide flexible working benefits

    Listed below are sectors that can offer flexible working benefits:

    • Insurance
    • Accountancy
    • Higher positions in large businesses
    • Publishing
    • Entertainment
    • Banking / finance
    • Programming
    • Social media marketing
    • Content marketing
    • PR

    Technology is a vital part as to how these sectors can provide flexibility to their employees. Maintaining connection is possible through programmes such as Zoom or Microsoft Teams. The nature of work is also important, where office-based companies can transfer easily to a home set up.
     

    4. Sectors which are not able to provide flexible working benefits

    Listed below are sectors that cannot offer flexible working benefits:

    • Hospitality
    • Retail
    • Manual labour
    • Construction

    During COVID, these sectors have only been able to keep their employees in work through furlough schemes or PPE precautions.
    A week from Freedom Day and these sectors have become completely overrun because of the pingdemic with a record of 600,000 people having to self-isolate. Establishments become heavily understaffed, with the employees that are in work being faced with more abuse from customers leading to an unhealthy work environment.
     

    5. Examples of companies that are implementing flexible working benefits

    JOHN LEWIS:
    Providing flexible working hours for head office staff. All future job vacancies will be advertised with a flexible working option and support provided to the company partners being given the chance to figure out how and where they want to work.
    ASDA
    Offering a permanent hybrid working model for head office staff. Other employees will be given the option of what stores to work in based on the best location.
    AVIVA
    16,000 UK workers, 95% want a mixture of flexible and remote working. Many staff also value being in the office e.g. employees that live alone or don’t have access to a suitable working space.

    6. Examples of companies that are not implementing flexible working benefits

    FINANCIAL INSTITUTIONS:

    • GOLDMAN SACHS
    • BARCLAYS
    • NATWEST

    The financial sector is massively keen to get workers returning to work. Due to the push back of Freedom Day and numbers of cases still rising, most banks are still having to follow a hybrid working model.
    These companies believe interactions are essential for productivity and work cultures, so a hybrid model is the only flexibility they are offering.
    ICELAND FOODS
    3% of total UK staff (more than 1000 workers) are self-isolating, resulting in the store hiring 2000 extra staff to cover. Instead of offering flexible working benefits.
     

    7. Employee wellbeing as a priority

    No matter what the company policy is on flexible working benefits, the top priority is the comfort and engagement of the employees. Following government guidelines, any business can begin to open after holding open communications with their employees. The necessary steps outlined on the GOV website: 

    • Complete health and safety risk assessment
    • Ventilation
    • Maintaining clean environment
    • Enforce self-isolation of anyone experiencing COVID symptoms
    • Enable the NHS check-in
    • Communicate and train

    It is the responsibility of institutions to establish a safe workspace for the physical, mental health, and financial wellbeing of employees. Corporate wellness is a high priority. If this isn’t the case, employees can reach out through Citizens Advice or Health and Safety Executive.
     
    Contact Engage Health Group to discuss how your business can provide flexible working benefits to your staff to support their wellbeing. We are happy to give you free, no-obligation advice.

  • The employee benefits that Generation Z need – and why

    The employee benefits that Generation Z need – and why

    Which Employee Benefits do young people want from your business?

    As Gen Z workers enter the workplace, a new approach to employee benefits may be required. Gen Z bring in a new way of thinking along with different demands. These ‘Zoomers’ are defined as being born between 1997 and the early 2010s, raised on the internet and social media, and highly conscious of issues related to authenticity.

    Who is Generation Z?

    Defining features of Generation Z can be broken down into four parts:

    • Undefined ID – fluidity in how you define yourself
    • Communaholic – a lack of differentiation between circles of friends / inclusive
    • Dialoguer – avoidance of confrontation
    • Realistic – holding a pragmatic approach with all the information

     

    A lot of issues surrounding Gen Z are rooted in identity with emphasis on individual expression, dialogue, and a search for authenticity. An interest in human rights emerges from this (LGBTQ+, race and ethnicity, and feminist issues). Companies must adapt their employee benefits schemes and work communities around causes and interests, rather than previous economic backgrounds.

    Being brought up surrounded by immediate information and social media, Gen Z has a shifted perspective towards consuming for access rather than possession. Organisations and businesses can also do this by focussing on stability in the workplace rather than immediate gratification of high salary.

    Why offer employee benefits for Generation Z?

    The research from the 2018 Perkbox survey (The Great Perk Search) suggests that Generation Z place more importance on workplace perks than other generations. Over a third (36%) of Gen Zers say employee benefits influence their decision to accept a job.

    The Great Perk Search also reveals that just 38% of Gen Z feel entitled to benefits at all. Generation Z grew up surrounded by economic deficit and will continue to feel financial hardship from huge university debts of £45k. Therefore, it is no surprise that financial stability is a high priority for this generation as they carry out their quest for ethics, identity, and truth.

    Just like every other generation, Gen Z benefit from the more general insurance schemes alongside specific perks. Private Medical Insurance, Group Income Protection, Critical Illness Cover, preventative health screening, all remain an important basis in creating a safe and stable work environment.

    How are Generation Z’s demands different from older generations?

    As the world shifts so does the different components in the Employee Value Proposition (EVP), where salary is now only one aspect that is appealing for employees.

    The 2018 survey of 2315 British adults working in part-time and fulltime employment carried out by Perkbox (The Great Perk Search) provides detailed statistics on the popularity and necessity of different employee benefits that are on offer, creating comparisons between generations.

    Below is a comparison between Generation X (born between mid-1960s and 1980s) and Generation Z’s top 5 most popular employee benefits:

    Generation X – Employee Benefits Generation Z – Employee Benefits
    • 95.68% activities / clubs
    • 88.84% supermarket discounts
    • 86.45% bring child to work
    • 85.81% free coffee & hot drinks
    • 85.72% pool table
    • 85.59% paid holiday on birthday
    • 84.62% free coffee & hot drinks
    • 82.83% flexible hours
    • 81.51% free lunches
    • 80.35% private healthcare

    Gen Z are more focussed on smaller perks that bring stability and benefit everyday life, such as free hot drinks and flexible hours. Whereas the percentages from Gen X prioritise team activities and balancing the work-life relationship, with family being important.

    It is clear from the Gen Z list that saving money where possible is essential, with private healthcare and free lunches, which Gen X also share. However, there is more emphasis on team building areas in the workplace from Gen X. This suggests that jobs were more centred at work compared to the flexible hours that are in demand from the younger generation.

    Other employee benefits that appeal to Generation Z

    Where finance is a leading factor for what Generation Z look for in employee benefits, the added extras that make up the work environment are also important to ensure companies are keeping up with needs.

    Examples of changes that can make a difference:

    • Establishing a communal approach to work where employees feel comfortable and open to raise issues
    • A relaxed dress code – to allow for individual identity and comfort
    • Flexible hours – start & finish times / shift patterns
    • Parking access – free parking
    • Transport aid – e.g., bus passes supplied
    • Fresh fruit – promoting health

     

    The Cycle to Work Scheme, set up in 1999, is a perfect example of companies providing opportunity for health and fitness as well as a cheaper means of travelling to work for employees. With this scheme, employees can save 25-39% on a bike and accessories, promoting an environmental and healthy approach.

    Impact of COVID-19 on Generation Z’s employee requirements

    A high level of furlough, working from home, and a loss of jobs during the covid pandemic has produced feelings of boredom, isolation, decrease in fitness, and general anxiety. 57% young adults say they feel the things they do in life are not worthwhile. Also, more than half of 16–24-year-olds (54%) are anxious about the end of restrictions and returning to work (from Aviva’s research).

    As a result, desired employee benefits have changed for younger people. The focus has shifted to address the issues that have come out of COVID-19. Some examples could be:

    What’s the point?

    Altering employee benefits to change with the times, and the generation, is essential for many reasons but mainly to create a safe and stable environment for employees approaching organisations. Some key reasons are broken down below:

    • To improve employee morale
    • To increase productivity / motivation
    • To create a better work environment and culture
    • To improve employee engagement
    • To reduce absences
    • Lead to employees feeling happier and hard working
    • To increase staff retention and reduce staff turnover

     

    Generation Z’s young and fresh perspective is needed in shifting the face of the workforce and business. With little high demands in comparison to past generations, why shouldn’t they receive great employee benefits?

    Contact Engage Health Group to discuss how your business can support your young employees’ wellbeing. We are happy to give you free, no-obligation advice.

  • Reveal the Impact of COVID on Expat Mental Health (New William Russell Data)

    Reveal the Impact of COVID on Expat Mental Health (New William Russell Data)

    The William Russell study on expats mental health and support

    The pandemic has arrived at the doorstep of many of us on every continent and brought fear, worry and stress to our daily lives. With the upward trend in mental health awareness, more and more employers are working hard to assist employees in managing mental health conditions. But what about people who live and work abroad (expats mental health)?  Is it easier or harder for expat employees to deal with the uncertainty of the pandemic? William Russell (a leading medical international insurance provider) has just released some interesting data on how COVID-19 has affected the mental health of expats. Unfortunately, 38% of them feel that their mental health has deteriorated during the covid-19 pandemic.
    In this blog we look at:

     

    Has the pandemic affected expat mental health in 2021?

    38% of the 1,184 expatriates surveyed in five countries (Australia, Hong Kong, UAE, UK, USA) by William Russell confirmed that they had noticed a decline in their mental health in the last 18 months. On the contrary, 23% of the respondents felt that their mental health had improved during the pandemic.
    One explanation for the mixed response is that expats who are already settled in the new environment were less affected by the uncertainty and social restrictions brought up by the pandemic, and may have enjoyed the flexibility of home working. Sadly, many of the international workers were badly hit by the changes.

    What can cause mental illness in expats?

    There are many reasons, but the most common factors are:

    1. Being homesick – Living abroad could be exciting, but after a certain amount of time, they will miss their family and friends. They will feel isolated and they can even worry that they will be forgotten.
    2. Adopting to the new climate, culture, religion and language – This could cause stress on a daily basis for employees living abroad.
    3. Isolation from support bubble – In case of a crisis, such as the covid pandemic, they are isolated from their support networks such as family and friends – there is nobody to offload their anxiety, fear or stress face to face.

    When the expats were asked whether they would prefer to be at home during covid-19 pandemic, over 44% agreed and 15% strongly agreed, so more than half of the people living & working abroad would have preferred to be in their home country during the hard times of the pandemic. Only 33% of them disagreed with this.
    Having said that, 53% of the expatriates said that living and working abroad actually had a positive effect on their mental health in general, which is excellent news. But what about the rest? One in five said that their international working experience had a negative impact on their mental health, and 4% felt to say that it was “significantly negative”.

    Worldwide mental health support for expat employees

    If you are in your home country, you have easy access to call your GP or a specialised helpline, or talk to your immediate support bubble about your emotional and physical wellbeing. However, when you are abroad, it is a totally different ball game because of the language and cultural barrier and the potential cost for reaching out for professional help. No surprise then, that in the William Russell study 22% of the surveyed expats said they were “sceptical”, 46% “uncertain” and 11% “unsatisfied” about the quality of the professional health support available for them. This is an alarming rate and something employers need to take on board with regards to their benefits strategy for international employment.

    Covid impact on expats relationships with families and friends

    In the study, 24% of the expats confirmed that during the pandemic their relationship with their loved ones started to show difficulties and tensions. No doubt these situations are magnified in the mental health of an individual who already feels lonely and isolated abroad. Having said that, 18% said that their relationship with people in their home countries had improved in the last 18 months following the start of pandemic. Occasionally crises bring family and friends closer to each other. The good news is that only 9% of the expats said that their relationships with other people became broken, the majority managed to make friends with locals and sustain friendships.
    This data shows that the COVID crisis did bring some friends and families together, but many expatriates did suffer a particularly rough time.

    What is the mental health cover for international expats?

    Employers can offer support to their employees with their mental health via an International Employee Assistance Programme (link to our website). Global EAP providers often have an international footprint themselves as well as having a global network of counselling services to be able to offer face to face support to employees anywhere in the world. The friendly, professional call centres they operate are also able to handle calls in multiple languages and have a deep understanding of cultural differences that are an important consideration in addressing personal and work issues. Promotional materials and documentation are also available for these expats to use.

    Expat mental health covered by International Private Medical Insurance?

    Medical Insurance for companies with global employees, generally offers a strong level of cover for both in and outpatient mental health treatment. With some International Health Insurance providers, it is built into the core product as standard, while others offer an optional or variable level of cover. We would always recommend these benefits are included, if budget allows, as not only is it a valuable benefit to employees in crisis, but mental health issues are one of the biggest reasons for expatriate assignment failure. Most Global Medical Insurance providers now also include an International EAP built into their offering as standard, avoiding the need for purchasing a separate, stand alone service.

    Why prevention key to expat mental health?

    Mental health is a growing area of particular focus for both expats and employers with expat populations alike. There are several studies that show that mental health is one of the greatest causes of sickness and it also affects the productivity of employees. Early intervention is key to reducing absence, therefore many Global Employee Assistance Providers will aim to be very visible with employee and intervene within the first week, prompting early discussion and support, and facilitating a quicker return to work.
    There is plenty of evidence suggesting that factors that delay or prevent mental illness treatment include low levels of knowledge regarding mental illness and prejudice and discrimination against people with mental illness. However, given the right focus by employers, with the right support, benefits package, training and focus, this can be avoided.

    Contact Engage Health Group to discuss the best International Medical Insurance and International EAP options for your employees working abroad. We are happy to give you free, no-obligation advice.