Category Archives: Global Mobility

Global Mobility, HR News, News

SMEs with global staff need to adapt to different pandemic recovery strategies

Sarah Dennis, head of international, Towergate Health & Protection explains why SMEs with a global workforce need to consider different strategies for each region

Despite being amidst the pandemic, comparisons are already being drawn between the success rates of how different countries have managed the Covid-19 outbreak. Some countries are easing lockdown restrictions, whilst others maintain rigid constraints. For SMEs with an international workforce, it’s important to keep abreast of changes globally, via reputable sources such as the World Health Organisation and local governments, to ensure that both their staff and business reputation are adequately protected.

There are significant variations globally in how different countries are managing Coronavirus, and SMEs with a global workforce need to be aware that staff in different countries may need to follow varying guidance.

Differing reactions to the virus

Countries around the globe have taken different approaches to dealing with the pandemic, and they’re also taking different approaches as they come out of lockdown. Sweden took a relaxed approach to lockdown measures, keeping schools for under-16s open and allowing pubs and restaurants to remain open. Whereas in certain regions of Colombia, people were only allowed outside on particular days, in accordance with numbers on their national identity cards. Keeping on top of developments globally is important if SMEs are to advise their staff correctly to support their health and wellbeing.

Variations in easing lockdown

Where lockdown restrictions are being lifted, it is being done so gradually, and SMEs need to understand the terms and conditions according to different countries that have been set by authorities in local regions, keeping on top of guidance issued from each region. For example, in Germany restrictions were lifted – with small shops and secondary schools reopening in early May, but wearing masks was made mandatory on public transport and in shops in most regions. Other countries, such as Singapore and Australia, are using contact-tracing, to keep on top of Covid-19 numbers – helping to control the spread of the virus.

Latest information

SMEs with a global workforce need to keep up-to-date with country-specific changes related to Coronavirus. In the UK, we’re accustomed to the Government providing a daily briefing to the public, with the latest announcement about Coronavirus management. Other countries have used similar ways to brief their countries, and it’s important that employers access the most accurate and relevant information country to country, from reputable sources such as local governments and the World Health Organisation. This can also help quash any misinformation from rumour mills and give employees peace of mind that they’re following the correct guidance.

The news is awash with how different countries are managing the pandemic and if staff are to comply with local guidance, it’s important that SMEs follow advice from reputable sources.

Global Mobility, Global Trade, HR News

Overseas staff look to their employer to help them through Covid-19

For employees working abroad, the Covid-19 pandemic can be an isolating and fearful time. Now, more than ever before, they will be looking to their employer to provide support, whether physically or emotionally. Whilst employers may feel as though their hands are tied, particularly with border and flight restrictions in place, there is still a lot they can do to provide valuable health and wellbeing support to overseas workers.

Sarah Dennis, head of international at Towergate Health & Protection said:

“Letting staff know they are not alone in this and their health and wellbeing remains the top priority is a message that all employers need to be sending right now. Overseas workers can be even more vulnerable to the strains of a global pandemic, being separated from all they find familiar, and knowing that their health and wellbeing is supported can help alleviate some of the pressure.”

Physical support

Employees may well be concerned about their own physical health, as well as that of any dependants, during a time when medical establishments are stretched due to Coronavirus. Whilst medical facilities and treatments might not be as readily available as before, now is the time for companies to talk to benefits providers and advisers to see what options are available within existing schemes or what can be included. Where physical support for new or ongoing medical conditions can’t be administered in traditional ways, advisers can highlight alternative options. Solutions such as virtual GP services and online physiotherapy sessions to treat musculoskeletal injuries, for example, are just some of the innovative ways care can be provided when face-to-face options are limited.

When medical treatment is needed – for instance in the case of an emergency – international private medical insurance schemes (IPMI) in particular, can really come into their own. While repatriating people to another country may be difficult in the current climate, healthcare providers have good networks and can advise on the best course of action, including availability and appropriateness of potential alternative medical facilities depending on the specific need.

Continuity in chaos

Providing continuity and consistency of benefits is particularly important during a pandemic. Some employees, and possibly their families, may be undergoing treatment via their IPMI, but due to confidentiality obligations owed by the insurer to the claimant, employers will not know which employees or family members are receiving treatment or the reasons why. So, this is a time to ensure such benefits are continued, and not scaled back, or employers risk leaving employees to fend for themselves to try and continue treatment – which can be particularly difficult overseas.

Importance of supporting emotional wellbeing

When the world has turned upside down for many people, it’s crucial employers provide emotional support for staff. Global employee assistance programmes can be extremely valuable as they can provide a helpline for employees to talk to someone during an uncertain time. Providing emotional support can make a significant difference to how they cope in a volatile situation.

Simple cuts, complex ramifications

Some businesses may consider suspending health insurance policies as a cost-cutting exercise, with the view to reinstating them later, but they may find this is much more difficult than they realise. Premiums reinstated later may be at an increased rate – as possible changes in employee health since original agreements were made will need to be reviewed and taken into consideration. And health issues that occurred during existing contracts, that have been supported through IPMI cover for example, may be excluded in new agreements.

It’s also important for businesses to remember that having cover in place is a prerequisite for work visas in many countries. So, great consideration must be taken before making any changes – as it may have more complex and costly ramifications that employers are aware of.

Reputation protection

For staff working overseas, actions taken now will leave a lasting impression, so it’s important that businesses act responsibly, or risk irrevocably damaging their reputation. Governments have warned that there isn’t a quick fix solution to Coronavirus yet, and for people to prepare themselves to play the long game. The same can be said of businesses; quick solutions – such as scaling back wellbeing solutions – won’t reap the benefits in the long run, of an engaged and fully supported workforce when the world re-emerges from this pandemic.

Sarah Dennis concludes:

“The Coronavirus pandemic has brought the health and wellbeing of overseas staff to the forefront of many companies’ minds. Now is the time to demonstrate that this is a top priority, and that message needs to be communicated loud and clear to a workforce.”

Global Mobility, HR News

2020 global changes employers need to be aware of to adequately support staff

The world’s changing economy is complex and there are a number of areas of growth, stability and uncertainty that frame much of what is going on in the current international marketplace. This has significant implications for how organisations, aiming to build business internationally in 2020, need to look after their workforce.

Employee trends

The increase in globally mobile employees continues, as national labour markets become ever more international. There is a trend to send employees to multiple regions, sometimes on back-to-back, short-term secondments to set up a business and then move on elsewhere.
Many more companies are recruiting local nationals in overseas territories; some continue to employ for long-term assignments. International business expansion presents different challenges for HR departments sending staff abroad to work, whether staff are locating to new territories for the first time or even if the company is very experienced in building business abroad.

Sarah Dennis, head of international at Towergate Health & Protection said:

“As global economies change, so do the types of workforce that are needed, and both employers and employees need to adapt.”

Changing economies

As companies look to grow business abroad, it’s important to be aware of the regions that are growing, slowing or changing.

For instance, overall, the Middle-Eastern economy slowed in 2019 to the lowest it’s been in over 10 years, growing only by 0.1%.

However, Saudi Arabia is growing, which may be as a result of the country gradually becoming more flexible to western culture. Saudi Arabia carried out a record number of business reforms in the past year, earning the country a spot in the top 10 global business climate improvers, according to the World Bank Group’s Doing Business 2020 Report.

Africa is also growing; Nigeria, Kenya and South Africa in particular. The emerging markets of Africa are poised for unprecedented development, with Kenya’s economic growth projected to be rising to 6.1% by 2020, according to the World Bank’s 17th Kenya Economic Update (KEU).

Sarah Dennis, head of international at Towergate Health & Protection added:

“The popularity of where to build business is a constantly moving feast. And companies need staff that are not only well briefed, but also well supported to capitalise on the opportunities to be had.”

Supporting staff for the future

With staff more mobile, it’s more important than ever for employers to be aware of how to support their global workforce. Failure to understand the complexities of a region can put both staff and the success of an international business project at risk. Key areas that employers need to consider include:

  • Support to safeguard employees’ wellbeing, taking into account practical, physical and emotional needs.
  • Ensuring staff are briefed on where they will be living and working to help them prepare for possible cultural changes.
  • Understanding legal set-up costs.
  • Practical areas that may impact staff, such as schooling and banking, and any support that will be required.
  • Visa requirements, and ensuring any health cover adequately meets them.
  • The wide range of, and differing, medical facilities, healthcare schemes and treatment standards and approaches around the world.
  • The silent population – employees may travel with their families or leave them at home, both scenarios can involve differing complexities and stress. Some global employee assistance programmes (EAPs) can be extended to dependants – staffed by personnel who have worked overseas and know what it is like to live and work abroad, so families can talk to people in confidence who have first-hand experience of their challenges.

Sarah Dennis, head of international at Towergate Health & Protection continued:

“As the world constantly changes there is a lot for employers to be aware of. New laws, regulations, visa requirements, altering and changing trends of employees and working practices are a lot for employers to think about when sending staff abroad, and it’s important they keep on top of it.”