Recruiting from overseas has become an important part of the workforce for many UK employers.
But bringing someone into the business is only the start.
For someone arriving in the UK from another country, the financial side of starting a new job can be complicated.
They may be moving house, setting up a bank account, learning how UK payroll and tax work and getting used to a different cost of living, all at the same time.
Some may also be supporting family members overseas or managing financial commitments in more than one country.
That doesn't mean every international employee will struggle financially.
But it does mean their financial lives can look very different.
For employers, that raises an important question: is your financial wellbeing support designed to work for an international workforce?
What financial challenges do overseas employees face?
Moving to a new country can come with a long list of financial jobs to sort out.
There may be upfront relocation costs, deposits for rented accommodation, travel costs and the expense of setting up a new home.
Employees may also need to understand deductions from their payslip, workplace pensions and the UK benefits system.
For some, there is the added cost of sending money home or supporting family members in another country.
NHS Employers' guidance for organisations recruiting internationally highlights practical issues including setting up bank accounts, housing, National Insurance numbers, transport and local services.
It also points to the financial burden that some international recruits can face when applying for indefinite leave to remain, particularly when they have families.
These aren't necessarily long-term financial problems.
But dealing with lots of unfamiliar costs and systems at once can make the first few months particularly challenging.
How can employers support overseas employees?
Financial wellbeing support can start before an employee receives their first payslip.
Clear information about how UK payroll works, when employees will be paid and what will be deducted can make a big difference to someone who is unfamiliar with the system.
Practical information about banking, housing, transport and the cost of living can also help people settle into their new surroundings.
This doesn't mean employers need to become financial advisers.
It means making sure employees know where they can get reliable information and support when they need it.
NHS Employers recommends giving international recruits information about the UK, their local area and practical arrangements such as banking, housing and transport.
Make financial education accessible
Financial wellbeing support is only useful if employees can understand and use it.
For someone new to the UK, terms around pensions, tax, credit scores and benefits may be unfamiliar.
A long document full of financial jargon isn't necessarily going to help.
Employers should think about offering support in different formats, such as short guides, videos, online tools and personalised help.
It should also be easy to access privately.
Employees may be much more comfortable exploring their finances on their own rather than raising money concerns with a manager or attending a group session.
Don't forget employees supporting family overseas
One part of an international employee's financial life can easily be missed: the money they send home.
Some employees may have regular financial commitments in another country, whether that's supporting parents, children or other family members.
Employers don't need to tell people how much they should send or make assumptions about their circumstances.
But financial wellbeing support should recognise that an employee's financial responsibilities may not stop at the UK border.
The same applies to people with savings, debts, property or other financial commitments overseas.
The best support gives employees the tools to understand their own financial position and make informed decisions.
Should financial wellbeing support be personalised?
Not every overseas employee will have the same needs.
Someone who has lived in the UK for years may be completely confident managing their finances.
Someone who arrived six months ago may still be getting to grips with the basics.
The same applies to employees from different countries, age groups and financial backgrounds.
That's why employers should be careful about treating international staff as one group with one set of financial needs.
The answer isn't necessarily a separate financial wellbeing programme for overseas employees.
It is about making the support available flexible enough to work for people with different circumstances.
Make financial wellbeing part of the employee experience
Financial wellbeing shouldn't only appear in an employee benefits presentation once a year.
For international employees, it can be particularly useful during onboarding and throughout the first few months of employment.
Employers can signpost support through onboarding, internal communications, the company intranet and wider wellbeing campaigns.
Managers also need to know where they can signpost employees if someone raises a concern about money.
They don't need to give financial advice themselves, but they should know where appropriate support is available.
Most importantly, employees should be able to access that support without feeling judged.
Financial wellbeing can support retention too
International recruitment can be a significant investment for an employer.
Helping people settle into their new country and workplace is therefore about more than being a good employer.
It can also help create a better employee experience.
If someone is struggling to understand their finances, worried about money or overwhelmed by the costs of settling into a new country, that can affect how they feel at work too.
Financial wellbeing support won't solve every challenge an international employee faces.
But it can remove some of the financial uncertainty that comes with starting a new life in the UK.
Written by Caroline Chell
Head of Communications
