Supporting Expat Mental Health Through HR Policy

If you are a global human resource manager, a percentage of your employees are likely to work as expatriates. There are many challenges when it comes to managing expat employees including the complex issue of mental health and wellbeing.

Studies show that mental health challenges continue to be one of the most significant issues facing organisations today. According to a study by Spill, around 1 in 6 employees globally experience mental health problems at work, and nearly 12 billion working days are lost each year to depression and anxiety, translating to about $1 trillion in lost productivity worldwide.

Presenteeism, when employees are at work but not fully productive due to mental health challenges, has been highlighted in another study by Meditopia as costing U.S. employers around $150 billion annually, often exceeding the costs of absenteeism. This underscores the ongoing challenge HR leaders face in supporting employee wellbeing and maintaining organisational performance.

Recognising these signs early helps HR teams provide timely support and prevent issues from affecting both the employee and the organisation.

• Isolation and loneliness: Avoiding social interactions or withdrawing from colleagues due to being away from family, friends, and familiar support networks.
• Difficulty adapting to culture: Struggling with workplace norms, language barriers, or local customs, leading to anxiety or confusion.
• Stress from work pressures: Experiencing fatigue, burnout, or difficulty meeting expectations in new roles and responsibilities.
• Disrupted routines: Changes in sleep, nutrition, or daily habits that negatively impact wellbeing and performance.

Following HR best practice around mental health supports both employee wellbeing and business performance. Global HR teams play a critical role in working with new and existing expats to maintain and strengthen their mental health throughout international assignments. There are several effective ways organisations can promote mental health across their workforce:

Reducing stigma around mental health is key to supporting employees effectively. Start at senior leadership level by ensuring managers receive training on how to recognise signs of depression and other mental health conditions. Pre-departure training for expats should also include modules on work-related stress, expat depression, and common mental health challenges. This helps employees recognise issues early and understand the steps available to seek support or treatment.

Providing expat employees with a local mentor can help ease the transition into a new role and country. Mentors can introduce them to colleagues, explain workplace norms, and offer practical insight into life in their destination. In some organisations, dedicated support teams made up of HR representatives and in-country managers work with expats throughout their assignment to provide ongoing guidance and support.

There are several practical ways HR teams can promote mental health in the workplace, benefiting both expat and local employees:

Nutrition: Eating well plays an important role in mental wellbeing. Offering healthy food options at work and discouraging over-reliance on caffeine and sugar can support better mental health.

Exercise: Physical health is closely linked to mental wellbeing. Where possible, provide on-site fitness classes or negotiate discounts with local gyms or activity tracker providers. Encouraging participation in company sports teams can also help build social connections.

Mindfulness: Mindfulness is a simple but effective technique for maintaining mental health. Providing training and encouraging regular practice can make a meaningful difference, with as little as 10–15 minutes a day shown to support wellbeing.

Flexible working arrangements can be particularly beneficial during the early stages of an expat assignment. While not every role is suitable for remote work, allowing employees to work from home where possible can reduce commuting stress and provide a mental break from the office environment. Some organisations have reported significant improvements in productivity after introducing flexible working options.

Despite preventative efforts, mental health challenges can still arise. Providing access to a confidential employee assistance programme ensures expat employees can seek professional support when they need it. HR teams should review whether their international health insurance includes an Expat Assistance Programme and consider partnering with a provider that offers comprehensive mental health support if it does not.

Supporting the mental health of expatriate employees not only improves their wellbeing but also strengthens overall business performance. HR leaders who prioritise mental health can see a range of tangible positive outcomes for their organisation.

• Increased productivity: Mentally well employees are more focused, motivated, and effective in their roles.
• Higher employee engagement: Supportive policies foster loyalty and commitment, reducing turnover risk.
• Reduced absenteeism and presenteeism: Employees take fewer unplanned days off and perform better while at work.
• Stronger employer branding: Organisations known for caring for expats’ wellbeing attract top global talent.
• Better team collaboration: Employees in good mental health communicate and collaborate more effectively, enhancing overall team performance.

Global mobility continues to increase, making support for expatriate mental health a core responsibility for HR teams. Addressing challenges early through clear policies, targeted support, and a strong wellbeing culture helps employees thrive while working abroad. Prioritising expat mental health not only improves individual wellbeing but also strengthens engagement, productivity, and long-term business resilience across global organisations.