The Successful and HAPPY Expat - How to Succeed as an Employer

An expatriate (or expat) is a person who lives and works outside of their country of origin for a temporary period (Andreason, 2003). Expats bring a lot to their host countries and their companies, including addressing skill shortages, contributing with cultural diversity and new ideas, as well expanding into new markets (among other benefits). While many companies are trying to limit the duration of international assignments due to cost cutting, short-term and flexible international assignments are on the rise, as well as global mobility overall, leading to foreign-born workers seeking employment in their new countries increasing. In short, the chances that you have at least one employee who is from another country are pretty high.

Although working in a new country can be enriching and a way to significantly advance your career it can also be incredibly difficult and, for many, a source of psychological distress. The difficulties of adjusting to a new culture and society have been shown to lead to decreased mental well-being, more alcohol and substance abuse, executive dysfunction, and increased depression and stress. In turn, this psychological distress can lead to decreased job satisfaction and productivity. Ignoring that perhaps we should always feel a sense of care for our fellow humans and the mental health challenges they go through, what boss wants a decrease in productivity?

So what can managers and company leaders do to ensure that their foreign-born employees have the best chances of thriving in their new country and workplace?

Strategies for Supporting Expat Mental Health: 

Pre-Departure Preparation

Understanding that relocating can be taxing for anyone, employers who want their employees to take on a new role abroad must provide a thorough psychological assessment before departure. This allows the chance to identify potential stressors that can be exacerbated by relocating.

Employees also need to be prepared for their coming experience. Understanding the process and what emotional challenges are normal to expect is essential to managing life abroad. Offering workshops and informational lectures on topics such as cultural adjustment, common stressors, and mental health resources can set them up for success.

Post-Arrival Check ins 

The work has only begun once the employee arrives at their new home. Employers are advised to provide trainings once the employees have arrived, teaching stress management, coping skills, and mental health awareness to normalize the emotional challenges of expat life.

The employer should also conduct regular check-ins on employee satisfaction and mental health in the workplace. This can be done through anonymous surveys or one on one meetings with supportive managers who have been trained to understand the role of mental health in the workplace. 

If an employee's pre-departure assessment indicated existing mental health concerns, employers should ensure they receive additional support, such as access to therapy or mentorship programs.

Employee Assistance Program (EAP)

Employee Assistance Programs (EAPs) are confidential, employer-sponsored programs that can allow the employee, or family members to have access to free therapy when needed, often, in the case of expats, in their own language. Usually, EAP-users are generally happy and healthy with limited distress, resulting in only a few sessions being needed. This is a small cost for the employer that can yield very positive effects in regards to productivity, job satisfaction and mental health in the workplace. 

Final thoughts

Supporting expat mental health isn’t just an ethical responsibility—it’s a strategic advantage. While relocating for work can be a significant source of stress, companies that prioritize employee well-being see measurable benefits, including improved performance and retention. A proactive approach to expat mental health ensures that international employees can thrive in their new environment—leading to a more engaged, motivated, and productive workforce.

If you are wondering where to start in your journey of supporting workplace mental health, you are very welcome to reach out to me. I provide workshops and training on several topics related to employee well-being and would love to be part of your work.

If you are interested in implementing an EAP program at your company I would suggest checking out “It’s Complicated”, a European company that I work with. They offer personalized mental health support in 40+ languages.

Bibliography

Mercer. (n.d.). Cost containment: Revising global expatriate policies without sacrificing performance. Mercer. https://mobilityexchange.mercer.com/insights/article/cost-containment-revising-global-expatriate-policies-without-sacrificing-performance-1

Filipič Sterle, M., Vervoort, T., & Verhofstadt, L. L. (2018). Social support, adjustment, and psychological distress of help-seeking expatriates. Psychologica Belgica, 58(1), 297–317. https://doi.org/10.5334/pb.464

Expat.com. (n.d.). Expats and what they bring to their host country. Expat.com. https://www.expat.com/en/expat-mag/3846-expats-and-what-they-bring-to-their-host-country.html

Harzing, A.-W., & Christensen, C. (2004). Expatriate knowledge transfer: A multi-level, multi-dimensional framework. Human Resource Management.

Fox, D. J. (2023). Expatriate mental health challenges. Psychology Today. https://www.psychologytoday.com/articles