According to the latest research from Towergate Employee Benefits, although it’s positive that global employers see the benefit in preventing ill-health, it’s vital steps are taken before an assignment begins and that employers understand any health risks before travel.  

The risks posed by the country the employee is visiting, such as infectious diseases or lack of medical facilities can then be mitigated against, for example with vaccinations prior to travel or ensuring health cover includes repatriation to medical facilities if needed. Local experts will be best placed to advise on the availability of certain medicines and facilities in a particular area.  

Employers must also consider risks due to the individual’s own health. Carrying out screening before travel can help to ensure that an employee is fit to work abroad, it can identify if any issues need to be treated before travel, or if particular medicines need to be arranged.  

The impact of lifestyle must also be given particular attention for those overseas. Long working hours, lack of access to gyms, unhealthy eating and drinking habits can all be detrimental. Employers must look to mitigate this.  

While absence prevention is key, the research shows that there is more that overseas employers could be doing to support employees back to work once they have gone on sick leave, with only 65% of global employers using health and wellbeing to support employees’ return to work. 

There is a wealth of support available within health and wellbeing benefits to help people get back to health and return to work, including fast-track access to diagnosis, treatment and rehabilitation, for both physical and mental health, such as virtual GPs, online physiotherapy and talking therapies.  

Sarah Dennis, Head of International at Towergate Employee Benefits, said: “Taking action on managing absence linked to poor lifestyle can start with something as simple as providing access to a fitness or nutrition app. It is great to see so many global employers tracking absence rates, and using health and wellbeing support to help prevent absence. However, it is vital that they fully monitor the reasons for absence so they can ensure the right preventative measures are in place, and the right support is available to help get people back to work.”