Annual study shows that globally-mobile employees face unique challenges that require a strategic approach to providing the right resources and support

Employers are increasingly optimistic about the future of globally-mobile work, with 68% of employers saying they expect it to increase, up from 45% in 2023. The demographic of those taking global assignments has also shifted with an increase in younger employees taking these roles and doing so solo. MetLife's research shows 42% of employees on global assignments do so alone vs. the 33% with their partner and spouse. This shift in the make up in globally-mobile workforce is something for employers to take note of and proactively support this cohort's experiences. According to MetLife’s Annual Expat Employee Benefit Trends Study (EBTS), just over half (59%) of employees on global assignments report feeling holistically healthy. This suggests that multinational employers have an opportunity to provide the higher level of employee care and support that globally-mobile employees need to feel confident on assignment and continue to take on global opportunities.

As the study reveals care as a critical driver of the employee experience, well-being and benefits, this year’s research notes the importance of care delivery during and beyond critical work and life moments that are unique to global assignment experiences. During important life moments, there is a clear gap between those employees who say it had a major impact on them and those who felt their employer demonstrated care during the experience with navigating unplanned financial stress (13%); burnout (9%); and health and safety concerns (5%) showing the biggest gaps.

By demonstrating always-on care across key moments, employers can drive more successful workplaces and healthier outcomes for their globally-mobile employees. When globally-mobile employees feel cared for, they are 36% more loyal to their employers, 40% more productive and 40% more engaged, resulting in increased talent outcomes and more successful workplaces.

‘If employers can find a way to show additional support to employees in the form of customized and value-added benefits, the appetite for global assignments can only increase and result in increased productivity and loyalty,” says Tim Imre, vice president and head of MetLife Worldwide Benefits.

In addition to delivering care, employers can enhance their global mobility programs by revisiting their benefits and communications strategy, especially by increasing benefits utilization through audience-specific education, such as targeted communications and training on how to use available benefits. Sixty-four percent (64%) of employees say that the benefit communications they receive do not feel relevant to their experience and 72% wish they were more informed about their offering so they can get the most value out of their benefits, highlighting an opportunity for employers to tailor their benefit offerings and communications to resonate most with this cohort and their specific needs.

“This data clearly shows that providing benefits education even before employees are on an assignment—letting them know that support and resources that are available to them—is a key component in preparing employees to accept the opportunities when they arise,” Imre added.

The full Expat EBTS report is available at www.metlife.com/ebtsexpat. All data included here is based on the findings in the report.

Research Methodology

This report is based on MetLife’s Annual Employee Benefit Trends Study and provides insights from employers and globally-mobile employees captured via in-depth quantitative surveys. The survey findings were supplemented by qualitative interviews with globally-mobile employees. MetLife’s 22nd Annual U.S. Employee Benefit Trends Study was conducted in November 2023 and consists of two distinct studies fielded by STRAT7 Rainmakers – a global strategy, insight and planning consultancy.

The employer survey includes 2,595 interviews with benefits decision-makers and influencers at companies with at least two employees. The survey includes 1,195 interviews with decision-makers with responsibility for expatriate benefits.

The employee survey consists of 2,809 interviews with full-time employees, ages 21 and over, at companies with at least two employees. The survey includes 660 interviews with globally-mobile employees. To provide additional context to our quantitative findings, we conducted 26 interviews with employees and partners/spouses of employees and 6 U.S. employers with global mobility programs. We recruited participants to ensure a spread of demographics, incomes, worker types, industries and business sizes.

About MetLife

MetLife, Inc. (NYSE: MET), through its subsidiaries and affiliates (“MetLife”), is one of the world’s leading financial services companies, providing insurance, annuities, employee benefits and asset management to help individual and institutional customers build a more confident future. Founded in 1868, MetLife has operations in more than 40 markets globally and holds leading positions in the United States, Asia, Latin America, Europe and the Middle East. For more information, visit www.metlife.com.

About MetLife Worldwide Benefits

MetLife Worldwide Benefits personalized solutions for globally-mobile employees have been in existence for nearly 60 years. MetLife Worldwide Benefits products are underwritten by Delaware American Life Insurance Company, a MetLife affiliate domiciled at 600 North King Street, Wilmington, DE, 19801, and other affiliates. For more information, visit www.metlifeworldwide.com.

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