MetLife Employee Benefit Trends
Navigating theGlobally MobileLandscape
3 min read
It has been a year of monumental difficulty and change. For globally-mobile employees, defined as expatriates and inpatriates, navigating foreign working environments amidst a global pandemic brings a new set of challenges. According to MetLife’s latest expatriate report, based on the 19th Annual U.S. Employee Benefits Trends Study, globally-mobile employees are experiencing higher levels of stress, burnout, and depression than in previous years—and this trend is on the rise.
Understandably, globally-mobile employees are leaning on their employee benefits to combat these feelings. They’re looking to leverage their health, as well as voluntary benefits, to improve their stress and anxiety levels. So much so that globally-mobile employees express higher engagement and satisfaction levels with benefits, compared to their peers.
This satisfaction has led to higher expectations of employers. Seventy-one percent of globally-mobile employees believe employers are responsible for the mental health of their employees, and 69% believe employers are responsible for employee financial health.
Despite global uncertainty, the demand for expatriate opportunities isn’t going away.
The data demonstrates a unique opportunity to shape the employee experience for a growing segment of workers. By focusing on benefits customization—including addressing the benefit trends and concerns expressed by globally-mobile employees—organizations can position themselves as an “employer of choice” while improving employee performance and productivity.
Interested in top trends and insights found in the report?
Turning insights into action
Workplace resilience is linked to employee productivity and wellbeing. It’s also a critical factor in determining good candidates for globally-mobile assignments. As COVID-19 erodes the resilience of even the most unshakable employees, many employers understand the strains their employees face. They also acknowledge the role of resilience: 82 percent of employers believe employee resilience is vital to business recovery and adapting to the new normal.
Our research shows that employers can help globally-mobile employees mitigate the stress they are feeling—and there are specific tools to help do that. Namely, continue to build resiliency by focusing on self-care, culture, and employee support.
Finally, 78 percent of employers with expat programs have expressed an interest in a broker or consultant providing expertise on personalized expatriate benefits packages. We can’t underestimate the chance to shape the future of the globally-mobile landscape, considering that remote work is here to stay.