Main reasons overseas assignments fail – employees don’t settle, say 38% of employers

The principal reason overseas assignments fail is when the employee posted abroad does not settle well in the new country, according to the latest research¹ from the international benefits experts at Everywhen. This reason was cited by 38% of employers with overseas staff, followed by 36% who stated that the employee suffering feelings of isolation was the main reason for an overseas assignment not to succeed. Sarah Dennis, head of international at Everywhen, says: “Failed assignments impact a business in many ways. They’re costly, they can set a business back, and they can stop plans progressing. They can also be very difficult for individuals, impacting their mental and physical health. Support is available for relocating employees, and our research shows it’s crucial that it’s in place. Most of the reasons why overseas assignments fail are very much preventable.”

Main reason for an overseas assignment to not succeed:

• The employee does not settle well in the new country    38%
• The employee suffers feelings of isolation    36%
• The employee does not feel fully prepared for the experience    32%
• The employee does not feel fully supported    31%
• The employee does not feel fully compensated    23%
• The employee does not have the correct legal documents, e.g. right-to-work visa    20%
• The business proposition fails    12%
• No specific reason    9%
• Don’t know     3%

Preparation and support

Employers who provide full and rounded support for their overseas employees are likely to get the most out of their workforce overseas and, therefore, from the assignment. Indeed, the employee not feeling fully prepared for the experience and not feeling fully supported were the next most common reasons given for overseas assignments failing, stated by 32% and 31% of employers respectively.The common expat territories are no longer just established regions like the Middle East and Singapore. Many companies are now setting up in more challenging areas, such as South America, where schooling and healthcare systems, for example, may be less familiar. Eastern Europe is now becoming a key location for manufacturing, and Africa too is a growing market. In less conventional expat areas, employees can feel more like pioneers than expats, and are likely to need support to settle and then thrive.Sarah Dennis says: “Trends are changing globally for overseas posts. The traditional expat territories are expanding into new and more challenging regions. For this reason, preparations before travel are imperative and greater support is often needed in-situ.”

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Legal requirements    

Preparing employees for working abroad is about so much more than just making sure they have a place to stay and the right visas. Although, the research shows that even this can be a struggle, with one in five (20% of) employers stating that the employee not having the correct legal documents in place, such as right-to-work visas, is the main reason for overseas assignments to fail.

Employees not feeling fully compensated

Nearly a quarter of employers (23%) stated that employees not feeling fully compensated was the main reason for an overseas assignment not to succeed. Employers would be wise to understand the financial situation in the countries they are considering sending staff to, and how this might impact their expectations of remuneration. For example, Switzerland is ranked as the best country for overall wealth - defined as a combination of positive monetary factors including high salaries, high standards of living and good opportunities for career progression. The Middle East fairs well too, with Saudi Arabia offering high standards of living and low costs of living, and the United Arab Emirates offering tax-free income.² Employers need to consider the expectations of their employees and ensure they are remunerated in line with industry and regional trends, if they are to avoid issues of employee retention.

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¹ Research undertaken on behalf of Everywhen by Opinium in January 2026 among 500 HR decision makers across the UK. International figures refer to UK companies with overseas employees.² 5 Places to Grow Wealth | Global Report - HSBC International

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About Everywhen Employee Benefits

With more than 16,000 clients, Everywhen is one of the UK’s largest independent employee benefits consultancies, dedicated to delivering tailored solutions to employers and their employees. The company aims to help employers attract, retain and engage the very best talent, resulting in a healthy, motivated and productive workforce.Specialist advice and solutions from Everywhen include healthcare benefits - such as private medical insurance, cash plans, dental insurance and employee assistance programmes; financial benefits - such as group income protection, group critical illness and life insurance; and additional services such as wellbeing, occupational health and pensions governance, as well as award-winning benefits technology.For global companies, Everywhen offers international private medical insurance, travel insurance, global employee assistance programmes and kidnap and ransom cover; as well as the expertise to manage comprehensive global benefits programmes. Through a worldwide network of partner firms, Everywhen can deliver tailored global benefit design and governance, ensuring business are supported wherever they operate.Everywhen is passionate about customer service and has been awarded a Gold accreditation for Investor in Customers for the last 6 years. The company has won 23 industry awards and most clients stay for at least 5 years.For further information please visit www.everywhen.co.uk

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