How Employers Can Support Globally Mobile Employees and Their Families

Discover practical strategies for employers to support employees and their families on international assignments. Learn how to address hidden challenges, enhance well-being, and drive assignment success across your global workforce.

The challenges facing globally mobile employees and families today

International assignments are a strategic investment for multinational organisations, offering opportunities for business growth, talent development, and global collaboration. However, the landscape of global mobility has evolved significantly. Today’s globally mobile employees often have more complex family responsibilities to manage—dual careers, school-age children, and elder care responsibilities are increasingly common. Employers must also navigate greater cultural, healthcare, and regulatory complexity across regions, while meeting rising expectations from employees around well-being, flexibility, and duty of care.

Data from Cigna Healthcare’s 2026 Globally Mobile Well-being study[1] highlights why this matters. While 76% of globally mobile employees say their move was successful, nearly three in four report facing challenges that prevent them from fully thriving, and many say they wished they had received more support before relocating. Beyond this, a 19-percentage-point gap emerged in the ‘family well-being’ category between survey respondents who rated their expat move as successful and those who did not, with 68% of the ‘successful move’ group rating their family well-being as ‘excellent’ or ‘very good’ compared with just 49% of those in the ‘unsuccessful move’ category. Employers have an opportunity to alleviate this gap by providing the right supports and communication about what benefits are available prior to employees going on assignment.

When employees relocate with partners and dependants, the emotional, administrative and practical demands of moving abroad can intensify significantly. This reality underscores the need for employers to take a more intentional approach to global mobility—working closely with benefits and well-being partners to deliver healthcare continuity and holistic support that helps globally mobile employees and their families adapt, settle and thrive.

The hidden challenges employees and families face

International assignments come with many personal and professional benefits, such as accelerated leadership opportunities, expanded networks, and enhanced adaptability. Our recent study shares the perspectives of Cigna Healthcare’s leaders who have taken advantage of work opportunities overseas.

“The chance for my family and I to travel the world and have exposure to so many different cultures has had a lasting impact on us all, especially my children given the breadth of experiences they had from a young age. I feel very fortunate that my work has given us all this opportunity.” - Rob Peat, CEO of APAC, Cigna Healthcare International Health

While the benefits are clear, the personal and family challenges are often underestimated. Employees and their families face emotional strain from relocation, including the loss of support networks and culture shock. Family adjustment can be difficult, with partners seeking employment, children adapting to new schools, and everyone working to build new social connections. Healthcare uncertainty—access, quality, language barriers, and continuity of care—adds another layer of stress. Administrative overload, from visas and compliance to schooling and local systems, can further complicate the transition.

Our study shows that around 80% of globally mobile employees report feeling stressed, with family finances, work–life balance and uncertainty about the future cited as leading causes. Healthcare uncertainty adds another layer of pressure. The research shows that around one in three globally mobile employees are likely to delay or avoid care, often due to cost concerns or delays. Individuals may also lack understanding of local healthcare options. Stress can be amplified if a child or significant other is seeking treatment, or has a chronic illness to manage in an unfamiliar territory.

Why these challenges matter to employers

These challenges are not just personal—they have direct business implications. Assignment failure and early repatriation can result in significant costs and lost opportunities. Productivity can dip during transition periods, and talent attraction and retention become more difficult in competitive global roles. Employer expectations are higher than ever, with employees and their families looking to their organisations for meaningful support. Well-being support should be seen as risk management and workforce resilience, not just a benefit.

5 tips for how to better support globally mobile employees and their families

To improve the success of international assignments, employers need to move beyond policies alone and work closely with benefits and healthcare partners who specialise in supporting people across borders. Drawing on global health and well-being expertise, the following actions highlight where that partnership can make a meaningful difference.

1. Strengthen pre‑assignment preparation beyond logistics

   Employers can reduce relocation stress by addressing health, well‑being and family readiness before an international move takes place. Our research shows that nearly three in four globally mobile employees wanted more support before their move—particularly in understanding how their needs would be managed abroad.

   Action:
   Work with benefits partners to introduce early, health‑led readiness checks that consider the needs of employees and their families. This could include guided pre‑move conversations, digital checklists, and access to benefits information in one place—helping families understand local healthcare systems, support options, and what to expect before they relocate.

2. Provide continuous well‑being and mental health support

   Supporting well‑being during international assignments requires sustained access to mental health support, not just one‑off interventions at the point of relocation. Stress does not end once an assignment begins, and employees and their families often face ongoing emotional and psychological pressures as they adjust to new environments, cultures and routines.

   Action:
   Partner with providers that offer continuous, accessible mental health support—such as digital counselling, well‑being coaching and multilingual services available across time zones—ensuring support remains consistent regardless of where employees and their dependants are living.

3. Take a family‑inclusive approach to support

   International assignments are more likely to succeed when employers actively support the well‑being of partners, children and dependants alongside the employee. When families struggle to settle, the impact is felt throughout the assignment, affecting engagement, performance and retention.

   Action:
   Use benefits partners to help families navigate healthcare, education and social integration in their new location. Global support models that combine local, in‑country guidance with worldwide oversight can help families access trusted resources and adapt with greater confidence over time.

4. Ensure access to consistent, high‑quality healthcare across borders

   Reliable and continuous access to healthcare is central to employee confidence and well‑being during international assignments. With more than a third of globally mobile individuals delaying care, uncertainty around healthcare quality, access and navigation remains a significant challenge.

   Action:
   Work with healthcare partners that provide global networks of medical professionals, alongside digital tools that help employees find providers, understand care pathways and navigate unfamiliar healthcare systems—reducing uncertainty and enabling timely care wherever assignments take them.

5. Equip managers with the tools to support well‑being

   Managers play a critical role in shaping how supported employees feel during international moves, influencing motivation, productivity and overall experience. Our study shows that the quality of support employees receive from their managers directly affects how they feel coming into work.

   Action:
   Complement manager training with clear access to health expertise by ensuring managers know how and when to connect employees to available support. Simple signposting to 24/7 assistance, digital health resources and healthcare navigation tools can help managers act with confidence while reinforcing a culture of empathy and duty of care.

Key take aways for employers with globally mobile employees

Investing in the health and vitality of globally mobile employees and their families is not just the right thing to do—it is a strategic imperative for multinational organisations. Ensuring continuity of quality healthcare is a key ingredient to making a move abroad successful for families. By recognising the unique challenges of international assignments and providing comprehensive, practical support, employers can drive assignment success, enhance employee well-being, and safeguard their global workforce for the future.

Want more employer insights on the well-being of globally mobile employees today? Read the full report: Cigna Healthcare International Health Study 2026 | Globally Mobile Edition

Sources

1. Cigna Healthcare -  2026 Globally Mobile Edition | Cigna Healthcare International Health Study (2026)