A recent study by health insurer AXA reveals that four out of five expatriate workers are experiencing at least one mental health symptom, and nearly half are struggling with burnout.
The global survey of non-native workers found that 81% have considered exit strategies from their current jobs to manage the impact of work on their mental health. The report, titled “A Global State of Mind,” highlighted that one-third of these workers are contemplating quitting or changing jobs to address their mental health concerns. Additionally, 45% are looking into upskilling options, such as training courses, to facilitate this transition.
The survey also revealed dissatisfaction with company psychological support services, with 29% of respondents expressing discontent. Non-native workers are 16% more likely than their native counterparts to have negative experiences following mental health issues.
More than half (52%) of expatriate workers are uncomfortable discussing mental health concerns with their managers. Non-native employees in non-managerial roles are 21% more likely than their native peers to believe that better mental health support training for managers would improve their wellbeing.
Burnout is particularly prevalent among non-native managers, with 58% reporting symptoms compared to 52% of native managers. Over one-third (35%) of non-native managers have taken sick leave due to burnout. These managers are 23% more likely than native managers to have taken sick leave in the past year and more than twice as likely to do so compared to non-native employees in non-managerial roles.
Samantha O’Donovan, Chief People Officer for AXA – Global Healthcare, emphasized the serious implications of these findings for employers and healthcare providers. She noted, “Learning that a large portion of the non-native community is considering leaving or changing their job for mental health reasons is a major concern.”
O’Donovan stressed the importance of managers in fostering a mentally safe working environment. “Managers are cornerstones of company culture and bear much responsibility for cultivating a mentally safe working environment. Yet they’re often caught between meeting their people management responsibilities and operational priorities.”
She concluded, “Providing managers with the skills to offer mental health support to their colleagues, as well as resources to manage their own wellbeing, is crucial. This will ensure that this vital segment of the workforce remains resilient, inclusive, and compassionate in the face of mental health challenges.”
