Employers have a moral and legal obligation to provide support when an employee is experiencing a mental health crisis abroad.
The challenges are magnified when an employee is located overseas due to geographical, cultural and logistical issues. Organisations must have clear support systems and processes in place to help employees who are working under such conditions.
Employers can offer support
Employers must first ensure that employees experiencing a mental crisis have access to immediate medical assistance and psychological support. Employers can connect employees with local emergency healthcare providers or offer remote counselling through Employee Assistance Programmes (EAPs), or telemedicine platforms. Employees must be able to receive professional assistance without delay. This can either be through virtual solutions or in-person help.
Protocols for crisis management are also important. Employers need to establish guidelines which outline how the organization will handle the crisis, and coordinate with the local healthcare providers. This support can be deferred sometimes to travel risk management organizations, such as Healix. They provide emergency assistance, especially if the organisation is responsible for thousands of travellers.
It is important to offer logistical support such as arranging temporary leaves or helping with emergency repatriation. Regular communication throughout the process is essential to ensure that employees do not feel alone.
Providing practical support can sometimes help reduce stress for employees. For example, financial assistance may be provided to cover travel or medical expenses. Employers can also facilitate communication between employees, their families, and local authorities in order to provide coordinated support.
The challenges of a Duty of Care for an Employee Working Abroad
The disparity in the quality of mental health services available abroad is one of the greatest challenges to providing mental health care overseas. In some countries the healthcare system may not be developed enough to deal with mental health emergencies. Employees who have difficulty communicating with healthcare providers may also face language barriers, which can complicate the access to care.
The care that employees receive can be affected by cultural differences. Employee may be discouraged from seeking treatment due to stigma surrounding mental health in certain countries. Local approaches to treating mental illness may also differ from what they’re used to. Employers must ensure their support systems offer culturally-sensitive care and are appropriate regardless of where the employee is located.
The time zone difference can also make it hard to provide real-time assistance. Employees can feel isolated if they don’t receive immediate support from their employers or co-workers.
When repatriation is necessary, there are also logistical problems. In extreme cases, an employee might need to return home for additional treatment. This can require complex arrangements including legal permissions, medical clearance and travel. This may require arranging medical escorts, such as a doctor or mental health nurse accompanying the traveller home.
How to reduce the risk of mental health crises
Employers can help manage a mental crisis in an employee who is deployed overseas by providing mental health screenings. It allows the company to identify risk factors as early as possible. They should ensure that their policies include mental health treatments, such as therapy and hospitalisation.
Companies should also establish a mental-health policy, which outlines available support such as EAPs and helplines. All employees should receive a clear explanation of these policies before they are deployed.
It is important to conduct regular mental health checks on employees, especially if they are away from home. It is important to keep communication open and make employees feel comfortable discussing any issues that are causing them distress. Managers must also be alert to signs that indicate an employee’s health is deteriorating. Mental health training is one way to support this.
Download our whitepaper for more information: Navigating Mental Health for Employees: Before, During and After Crisis Point.
