Multiple studies show that the population of expats is getting younger. These expats under 30 report higher burnout rates than older expats, which means that employers need to consider well-being metrics more seriously in their work culture. Flexible work hours and the freedom to work remotely also count as well-being initiatives.
Expats, especially younger ones, are severely affected by burnout
Late last year, the American insurance company Cigna published a report called “Burned Out Overseas – The State of Expat Life 2022.” They found that over half of working expats are now under the age of 35. Older expats, especially of the Baby Boomer generation, have been retiring and returning home. Many of these young expats are suffering from burnout – the three stressful years of the pandemic definitely contributed to that, but it has stayed the same even after mid-2022.
Over 85% of expats surveyed by Cigna said they felt trapped and helpless because they're unable to properly disconnect from work. Nearly 75% said the pandemic years made them re-evaluate their priorities. They have started prioritizing their family life and work-life more than before, even more than their finances, and even to the point of considering returning to their home country. A similar 2023 study by the research consortium FutureForum also found that 48% of people under 30 experienced burnout, as compared to a lower rate of 40% among older workers.
Deloitte's 2023 report “Well-being at Work” reveals similar findings. Around half of the workers surveyed reported feeling exhausted and stressed, and about 30% even reported struggling with depression. Deloitte had conducted a first edition of this study back in 2022, and it didn't find much progress in workers' well-being over the two years. Two-thirds of workers' well-being had stayed the same or even declined, even if executives and higher management inaccurately believe that it has improved overall.
Like Cigna's report, Deloitte's report shows work conditions to be the major factor affecting expats' well-being, even now when the stress of the pandemic is behind them. Around 40-50% say that they aren't able to use all of their vacation time, find time to exercise, get at least seven hours of sleep every night, take micro-breaks at work and spend time with their families and friends – all because they are overworked. It is clear that workplaces must do more to improve the well-being of their workers, including of expat workers.
How can expat workers' well-being be improved?
The different studies mentioned above give pointers for how expat workers' well-being can be improved. Among them are:
- Making companies publicly report their progress on well-being metrics. This is a conclusion of the Deloitte study. Too often, well-being goals remain vague, feel-good buzzwords and half-baked efforts. Making well-being metrics quantifiable and visible for the scrutiny of both employees and the wider public will encourage management to take them seriously.
- Giving workers more flexibility when it comes to their working hours and location.
Post-Covid, employees have remained reluctant to return to the office full-time. They have found that working in a hybrid work model allows them to spend more time with their families, especially with their children, and not waste time on long commutes. Last year, a study of the workplace messaging app Slack found that half of workers based in the UK feel stressed at the idea of returning to the office full-time. The proliferation of digital nomad visas have also made expats more keen to work remotely from more relaxing locations. Allowing employees to work from abroad on these visas can really improve their sense of well-being and satisfaction.
- Encouraging workers to use their paid time off. Expat workers are living far from their families, so being able to use their vacation time to visit their families back in their home country is crucial for their happiness and well-being.
- Giving reasonable workloads to workers and creating an environment where they feel safe to delegate their tasks and share their concerns if they are feeling stressed, depressed, or even burnt out.
- Seeing well-being through the lens of DEI (diversity, equity and inclusion). As expats come from different countries and might be an ethnic/racial minority in their host country, it's important to consider their experiences of discrimination and their success at cultural integration as part of their well-being. In this regard, workshops about cultural sensitivity and culture nights where expat workers share food from their home country with their local colleagues can be counted as well-being initiatives. They might be even more effective than simply doing meditation classes.
- Including gym and therapy as part of the health expenses that the company is willing to financially subsidize, even if only partly.
