When an employee experiences an acute mental health crisis while living or working abroad, employers have a crucial responsibility to offer support and assistance, – not only legally but morally.
However, the challenges involved are amplified when the employee is overseas, as geographic, cultural, and logistical factors complicate the situation. To effectively support employees in such circumstances, organisations must implement clear processes and support systems.
How employers can provide support
First and foremost, employers must ensure that any employee experiencing a mental health crisis has access to immediate medical and psychological assistance. This can involve connecting them with local emergency healthcare services or offering remote counselling options through Employee Assistance Programs (EAPs) or telemedicine platforms. It’s essential that employees can receive professional help without delay, whether through in-person care or virtual solutions.
Crisis management protocols also play a vital role. Employers should establish clear guidelines that outline who within the organisation will manage the crisis and how they will coordinate with local healthcare providers. Sometimes, this support is deferred to travel risk management organisations, such as Healix, who can provide emergency assistance services, particularly if an organisation has many thousands of travellers to look after on an ongoing basis.
Offering logistical support, such as helping with emergency repatriation or arranging temporary leave, is also critical. Throughout the process, regular communication is key to ensuring that employees feel supported and not alone.
Sometimes, offering practical support, such as financial assistance to cover medical or travel expenses, can help alleviate the employee’s stress. Employers should also consider facilitating communication between the employee, their family, and any relevant local authorities to ensure coordinated support during the crisis.
Challenges of providing Duty of Care to an employee overseas
One of the biggest challenges in providing mental health care abroad is the variation in access to quality mental health services. In some countries, healthcare systems may be underdeveloped or not equipped to handle mental health emergencies effectively. Language barriers can further complicate access to care, as employees may struggle to communicate with healthcare providers.
Cultural differences can also impact the care employees receive. Mental health stigma in some countries may deter employees from seeking help, and local approaches to treatment may differ significantly from what they are used to. Employers need to ensure that their support systems are culturally sensitive and offer appropriate care regardless of the employee’s location.
Time zone differences present another challenge, as managing a mental health crisis remotely can make it difficult to offer real-time support. Employees may feel isolated without immediate help from their employer or colleagues.
Logistical difficulties also arise when repatriation becomes necessary. In severe cases, an employee may need to return to their home country for further treatment, which can involve complex arrangements, including legal permissions and medical clearance to travel. In some cases, this may involve arranging medical escorts – for example a doctor and mental health nurse to accompany the traveller on their flight home.
Mitigating the risk of a mental health crisis
To aid in the effective management of a mental health crisis of an employee overseas, employers should begin by offering pre-deployment mental health screenings and training. This allows companies to identify any risk factors early on. They should also ensure that their global health insurance policies cover mental health treatment, including therapy and hospitalisation.
In addition, companies should establish a mental health policy that outlines the available support, such as EAPs, helplines, and crisis management protocols. These policies should be communicated clearly to all employees before deployment.
Ongoing mental health check-ins are essential to monitor employees’ wellbeing, especially when they are far from home. Keeping communication lines open, and ensuring employees feel supported to discuss any factors causing them significant distress is key. Managers should also be tuned in to warning signs that an employee’s mental health may be deteriorating. Specific mental health training can help support this.
For further advice and information, download our whitepaper: Navigating mental health for employees: Before, during and after crisis point.
