This updated study analyses the latest global labour data to uncover which countries offer the best benefits for workers. We look at key factors like average weekly working hours, paid annual leave, paid public holidays, minimum wage, maternity and paternity leave, average salary, and labour rights protections.

Why worker benefits matter more than ever

We’ve ranked countries based on workers’ rights, the strength of their Labour Rights Index scores, and statutory entitlements to determine where in the world employees are best supported.

As the global conversation around workplace wellbeing and fair treatment grows louder, our research shows that real progress goes beyond just time off.

Forward-thinking employers are also offering meaningful benefits like group life insurance—an increasingly essential tool for protecting international teams and attracting top talent.

So, how do countries compare when it comes to supporting their workforce? Below, we break down the key data points to reveal which nations are leading the way in 2025.

A strong benefits package gives your business a competitive edge

Discover more about the importance of employee benefits

Which countries have the best workers’ rights?

Countries with the best workers’ rights

1/ Denmark

Workers’ Rights Score: 8.48/10

Denmark ranks at the top globally for workers’ rights, scoring highly for its labour conditions, average salaries, and employee benefits. Denmark consistently ranks among the world’s top nations for protecting workers’ rights. In 2024, it had a Labour Rights Index (LRI) score of 93.5. This reflects its strong commitment to labour protections, high standards of employee welfare, and emphasis on work-life balance.

Denmark provides full legal protection for the right to organise and collective bargaining. In the Centre for Labour Research (CLR) 2024 Report, Denmark also achieved a perfect score of 100/100 in the freedom of association category. This is due to the country’s high levels of unionisation, where approximately 67% of workers are union members, and the broad collective bargaining coverage that extends to nearly four-fifths of employees.

The country is also a global leader in balancing work and lifestyle. The average employee works 27 hours per week, significantly lower than the average across our dataset (44 hours). Workers receive at least five weeks of paid holidays each year, with many receiving more through collective agreements. 

Denmark also stands out in terms of maternity leave. Mothers are entitled to up to 18 weeks of leave, and this generous policy allows families plenty of flexibility in childcare arrangements.

2/ Norway

Workers’ Rights Score: 8.44/10

According to the Centre for Labour Rights, Norway ranks second among the best countries for workers’ rights, earning a Labour Index (LRI) score of 94 out of 100 in 2024. The country offers full legal protections for freedom of association and collective bargaining, scoring a perfect 100 in that category.

Over half (52%) of Norwegian workers are union members, and over two-thirds of the workforce is covered by collective agreements. These agreements are important in maintaining fair wages and working conditions across sectors, especially as Norway does not have a statutory minimum wage.

Norway is one of the best countries for work-life balance, with the average full-time employee working around 33 hours per week. This relatively short workweek is central to Norwegian work culture and supports wellbeing and family life. The average gross annual salary in Norway is estimated to be around US$71,972 (€62,962/£53,292), among some of Europe’s highest.

Employees are entitled to full salary during illness for up to 16 days, after which, if conditions are met, the National Insurance Scheme provides benefits. This ensures employees can access income during medical absences and protects them from financial hardship caused by illness.

3/ Austria

Workers’ Rights Score: 8.20/10

Austria ranks third among the top countries globally for workers’ rights and earned an LRI score of 92 out of 100 in 2024. Austria’s strong labour laws, high collective bargaining coverage, and long-standing partnership agreements between employers, trade unions, and the government reflect this.

According to the CLR 2024 Report, Austria scored a perfect 100, as it offers full protection of freedom of association and collective bargaining. Over a quarter of workers in Austria are union members. Roughly 98% of Austrian employees are covered by these agreements, which ensure good wage standards, working conditions, and benefits and serve as a substitute for a statutory minimum wage.

Workers in Austria enjoy a relatively short working week, with the average full-time employee working around 28 hours a week. This aligns with the nation’s commitment to work-life balance and the well-being of its workforce. 

In terms of income, Austria offers its workers solid compensation to reflect the cost of living, and the average salary is approximately US$71,167 annually (£52,708/€62,472). While the country does not enforce a statutory minimum wage, most sectors have minimum pay rates by job classification for each industry. These typically ensure workers earn at least US$1,382 (£1,023/€1,200) monthly, depending on the industry and job level.

Top 10 countries with the best workers’ rights

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Which country has the highest Labour Rights Index score?

Labour Rights Index score

Hungary and Greece: 96/100

Greece and Hungary both scored 96/100 in the 2024 Labour Rights Index. They score highly on the Labour Rights Index thanks to strong, modern legal frameworks that align with international standards on union rights, collective bargaining, anti-discrimination, and safe working conditions.

Which country has the highest average salary?

Highest average salary

Luxembourg: US$89,767 (£66,484/€78,799)

Luxembourg’s high average annual salary is driven by its finance-based economy, strong wage protections, automatic indexing, and high public-sector and educational compensation. However, this can vary by industry. For example, hospitality workers earn far less, and low-skilled employees see much lower incomes despite the overall high average.

Could you earn more for doing the same job abroad?

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Which country offers the most maternity leave?

Most maternity leave

United Kingdom: 52 weeks

The UK leads worldwide in total job-protected maternity leave, offering a full year. This includes two weeks mandatory for the mother, and up to 50 of the remainder can be transferred to the father as shared paternity leave. Paid leave, while limited to 39 weeks, still places it third globally. The nation boasts one of the most flexible systems, thanks to its widespread coverage and transferability through shared parental leave.

Which country has the lowest average weekly working hours?

Lowest average weekly working hours

Germany: 25.9 hours per week

Germany’s short work-weeks stem from an approach prioritising work-life balance, supported by culture, policies, and practices. However, this model’s impact on long-term economic growth is debated, leading to discussions on increasing hours or redesigning labour.

Which country has the highest average minimum wage?

Highest average minimum wage

New Zealand: US$34,667 (£25,662/€30,317)

New Zealand has the highest average minimum wage across the board, due to progressive policies, a high cost of living, and strong public support for fair pay. Since 2017, the government has steadily raised the minimum wage to reduce inequality and support low-income workers, making it one of the most generous in the world.

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Which country has the most paid leave days per year?

Most paid leave days

France: 48 days

France provides an exceptionally generous amount of paid holidays. This includes 25 working days of statutory annual leave (5 weeks) for full-time employees. As well as 11 national public holidays (13 in Alsace-Moselle), many gain extra RTT (réduction du temps de travail) days when working over the 35-hour week, sometimes adding several more days annually.

Which country has the most paid public holidays?

Most paid public holidays

Columbia: 18 days

Colombia offers 18 paid national holidays each year, 12 religious and 6 civic. Under the Emiliani Law, many of these holidays are shifted to Mondays, creating long weekends that boost tourism and leisure.

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International benefits tailor-made for international employers

At William Russell, we have over 30 years’ experience providing international health, life and income protection insurance to employers like you.

Our international employee benefits package offers all three of these policies, with flexible terms and added extras to suit your needs and budget. As William Russell members, your employees can enjoy access to top quality healthcare around the world, plus life and income insurance for total peace of mind. 

Speak to our award-winning team to find out how our international employee benefits can support your business today.

The post Which Countries Offer The Best Benefits For Workers In 2025? appeared first on William Russell.

But where is the best country in Europe for entrepreneurs? To help answer this, we’ve analysed a wide range of indicators—from startup survival rates and coworking space availability to venture capital investment and workforce participation. Whether you’re looking to start fresh or move your business abroad, these insights will help you identify the most promising locations across the Europe.

What makes a country ideal for expat entrepreneurs in Europe?

It’s possible to turn a profit, build a team, and maintain your business standards abroad—especially when you offer attractive employee benefits. But beyond the bottom line, factors like access to a skilled workforce, support for startups, and a thriving entrepreneurial ecosystem play a major role.

We explore which countries in Europe offer the strongest foundations for expat entrepreneurs—using data-led insights such as new business density, one-year survival rates, coworking spaces per capita, and levels of venture capital investment.

Why is it so important to offer employee benefits?

Find out more about attracting, retaining, and motivating top talent

What are the best countries for expat entrepreneurs in Europe?

The UK is the best country for expat entrepreneurs in Europe

1/ United Kingdom

Expat Entrepreneur Score: 8.66/10

The UK tops the list thanks to its balanced mix of opportunity, infrastructure, and investment. It has by far the highest venture capital investment in tech, with over £3 billion (US$4 billion) invested in startups headquartered in the UK, over £1 billion (US$2 billion) more than the second-highest country, Germany. 

Additionally, the UK ranked highly for new business density, with 18.62 new firms per 1,000 working people.

2/ Sweden

Expat Entrepreneur Score: 8.01/10

Sweden scores highly on business stability and workforce participation, with a 97.1% one-year survival rate, the best of any country listed. The country’s strong social systems and tech-forward infrastructure appeal to entrepreneurs looking for long-term growth.

Sweden also sees over US$750 million in venture capital investment and has 45 business owners on the Forbes Billionaires List.

3/ Netherlands

Expat Entrepreneur Score: 7.47/10

With the highest workforce participation rate (57.71%) of the top five and a solid 95.7% survival rate, the Netherlands provides a stable, well-connected economy for new startups. 

Its strong digital infrastructure and quality of life help explain why it consistently ranks as one of Europe’s best places for expat entrepreneurs.

4/ Switzerland

Expat Entrepreneur Score: 7.37/10

Switzerland combines high productivity with access to capital. While its survival rate is lower at 82%, it has substantial VC investment (US$879.5 million) and many successful business people.

Despite being a smaller market, Switzerland’s financial strength and business-friendly regulations make it a strong option for expat entrepreneurs.

5/ Cyprus

Expat Entrepreneur Score: 6.77/10

Cyprus punches above its weight for new business creation, with a high new business density (12.79) and a solid survival rate (87.8%). However, its venture capital investment is low (US$500,000), suggesting that gaining funding here is harder.

Cyprus is a rising startup destination, especially appealing to digital nomads and small business founders seeking a Mediterranean base with EU access.

The top 10 best countries for expat entrepreneurs in Europe

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Top countries by entrepreneurial performance indicators

Some countries may not rank top overall but excel in areas that matter to entrepreneurs. Below, we highlight which European countries lead across key business categories— from startup density and survival rates to investment, infrastructure and workforce strength.

Let’s look at the top performers in each category…

Estonia has the highest new business density

New business density in Estonia: 24.32

The new business density is the number of new businesses per 1,000 of the working population. Estonia leads with 24.32, around 6 more businesses than second-placed Luxembourg (18.90) and the UK (18.62).

Sweden has the highest one-year survival rate for new businesses

One-year survival rate for new businesses in Sweden: 97.10%

The best country for entrepreneurship overall also has the highest survival rate for new businesses, with almost all new businesses surviving their first year (97.1%). Two other countries have a one-year survival rate over 95%, and these are the Netherlands and Hungary.

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Luxembourg has the most coworking spaces per 100,000 people

Number of coworking spaces per 100,000 people in Luxembourg: 10.5

While it may be one of the smallest countries in Europe, Luxembourg leads the continent in coworking spaces per capita, with 10.5 coworking spaces per 100,000 people. This far exceeds that of much larger nations, highlighting the country’s commitment to innovation, flexibility, and startup growth.

Hungary has the highest percentage of its population in the workforce

Percentage of population in the workforce in Hungary: 88.61%

Almost 9 in every 10 (88.61%) Hungarian people are considered to be in the workforce, the highest among all countries studied. Iceland, with nearly two-thirds (62.22%) of the population in the workforce, is in second place, and the Netherlands, with almost 3 in 5 (57.71%), is in third place.

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The UK has the most venture capital investment

Venture capital investment in the UK: £3.15 billion

In the modern world, technology is one of the most valuable and competitive industries, and startups in this field are thriving. In Europe, the UK has by far the most venture capital investment at £3.15 billion (US$4.2 billion), far more than second-placed Germany at £1.35 billion (US$1.8 billion) and third-placed France at £1.05 billion (US$1.4 billion).

Germany has the most people on the Forbes Rich List

Number of business owners on the Forbes Rich List in Germany: 121

Germany has produced the highest number of billionaires in Europe, with 121 people on the Forbes Rich List. Klaus-Michael Kühne, honorary chairman of the international transport company Kühne + Nagel, is the richest of these. Italy, with 74 people on the list, is in second place, and the UK is in third, with 55 people on the list.

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International benefits tailor-made for international employers

There has never been a better time to start a new business abroad. With William Russell you will always receive personal service from our dedicated account management team – we don’t have impersonal call centres, so you and your employees will get straight through to a human being who understands your policy.

We provide international employee benefits for groups of 3-9 employees, 10-39 employees and 40+ employees. Our range of health and protection plans are designed exclusively for expats and international businesses. Gain a competitive advantage with the right insurance benefits package for your employee relocation. Get in touch to find out more.

The post Starting A Business In Europe: The Best Countries For Expat Entrepreneurs appeared first on William Russell.

For employers, this shift is an opportunity to attract top talent, boost productivity, and inspire loyalty by creating workplaces where people thrive. However, for international employers, the stakes are even higher – supporting employees across borders, navigating diverse health systems and cultural expectations, and the unique pressures of a global workforce all add complexity and costs to the equation.

In this article, we’ll explore the challenges and trends shaping the future of workplace well-being and how international group health insurance can play a vital role in supporting both employers and employees in this evolving landscape.

The challenges of workplace well-being

Workplace well-being programmes are increasingly more common, but many still fall short of delivering real impact. Superficial solutions, mismatched expectations and evolving workforce dynamics highlight the need for a deeper, more meaningful approach to workplace well-being. 

Let’s take a look at some of the key challenges facing workplace well-being today.

Superficial solutions fall short

Too often, corporate well-being programs rely on generic benefits designed to tick a box rather than meet employees’ real needs. These surface-level initiatives may look good on paper but rarely address the complexities of physical, mental, and emotional health in the workplace.

According to research by WellHub, more than half of employees believe their employers fall short when it comes to providing adequate support. On top of this, 83% of employees say they would consider leaving their current employer due to a lack of focus on workplace well-being.

Source: WellHub

Discover the importance of employee benefits

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The disconnect between expectations and reality

Employees today expect more than individual perks – they want complete packages of benefits that provide consistent, meaningful support for both themselves and their families. 

For example, a single mental health day might provide short-term relief, but it may not address the ongoing challenges of stress, burnout, or chronic conditions. Instead they desire employer-funded access to mental health services, such as therapy. Employers must therefore shift from reactive, one-off gestures to proactive, sustained support systems.

This is especially true of younger generations. Gen Z employees are the most actively engaged with caring for their own mental well-being and will expect their employers to care too.

Source: WellHub

The persistent challenge of mental health

Despite growing awareness, meaningful mental health resources often lag behind. Stigma, lack of access to care, and limited organisational focus create barriers for employees seeking help and support. Without robust, ongoing mental health programs, businesses risk losing productivity and morale, and may see higher employee turnover.

As proof of this, WellHub recently found that 79% of employees with access to employee well-being programs actively use them. Yet despite this demand, only 14% of employees have access to fitness support and 11% have access to mindfulness and meditation resources, showing a huge gap between what employees need and what organisations offer. This disparity highlights the need for employers to reassess their well-being strategies and invest in programs that prioritise holistic health.

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Hybrid and remote working

Since the pandemic, remote and hybrid work has become a widespread phenomenon. So much so, that many employees now expect to have an element of flexibility in their working contracts.

• In 2019, just 4.7% of UK employees worked from home
• In 2022, 25% of UK employees worked from home at least some of the time
• 13% were working from home all of the time in 2022

There’s no doubt that flexible working has been a game-changer, giving employees a better work-life balance and inspiring them to try the digital nomad lifestyle. 

But it does come with challenges. Remote and hybrid setups can lead to isolation and loneliness, blurred work-life boundaries, and an increased risk of burnout. Companies must find ways to maintain connection and well-being in these new working environments, uniting their employees around a single, consistent workplace culture that factors in the growing appetite for remote working.

Global disparities in well-being support

Not every country has the same attitude to mental and physical well-being in the workplace. Cultural, economic, and healthcare differences across regions present unique challenges for global teams. What works in one country may not resonate in another, making it essential to adapt programs to reflect diverse needs while maintaining a consistent standard of care.

Interested in which countries have the best mental health care in the world? We recently analysed 35 countries in the Organization for Economic Cooperation and Development (OECD), to find the countries where expats and digital nomad are most likely to enjoy positive mental well-being. Find our mental health rankings here.

Are you looking to implement mental health policies and benefits?

Discover how to support the mental health of your employees

The shift towards proactive well-being

Well-being at work is changing for the better. Instead of waiting for problems to arise, more employers are embracing a proactive approach – one that focuses on prevention and personalisation. This isn’t just good for employees; it’s a win for businesses too, reducing absences and improving productivity over the long term.

Proactive well-being can take many forms. Think regular health screenings, workshops on managing stress, or weekly yoga sessions in the office. These practical perks encourage employees to take charge of their physical and mental health, not only boosting morale and happiness, but also helping to reduce the risk of illness, and therefore the number of sick days taken.

The next step to proactive well-being is personalisation. Many businesses believe that one-size-fits-all employee well-being programmes are not working, as they recognise that employees have individual needs and priorities. 

As such, personalised approaches are gaining traction, with many companies switching to offering flexible well-being programmes. These give employees a flexible number of credits, which they can spend on the things that suit them. This could be a gym membership, fitness classes, or even creative hobbies like painting or gardening.

Others are introducing tailored workplace policies, such as flexible working arrangements, mental health days, or professional coaching opportunities, allowing employees to pick and choose well-being initiatives that resonate with their unique and changing needs.

Have you thought about offering your employees health cover?

Learn more about the benefits of international group health insurance

Future trends in workplace well-being

As the workplace continues to evolve, so too does the approach to employee well-being. In response to changing work patterns, diverse teams, and increasing employee expectations, businesses are embracing new trends that go beyond traditional health benefits.

Let’s take a look at some of the key trends shaping the future of workplace well-being:

1/ Hybrid work and flexibility

As remote and hybrid working become the norm, benefits are evolving to meet the unique needs of these flexible work arrangements.

Employers are offering more tailored solutions, such as stipends for home office equipment, virtual well-being initiatives, or flexible hours to suit different lifestyles. These changes acknowledge that well-being is not just confined to the office, and that support must be adaptable to where and how employees choose to work.

2/ Holistic well-being models

Well-being is no longer just about physical health – it’s about a more integrated approach. Employers are increasingly recognising that physical, mental, financial, and social health are interconnected. 

Providing resources like financial well-being workshops, mental health apps, and team-building experiences alongside traditional healthcare benefits allow employees to thrive in every area of their lives, creating a more balanced and supportive work environment.

3/ Culturally adaptive programs

In a globalised workforce, one-size-fits-all solutions simply don’t work. To effectively support diverse teams, employee well-being programs must be culturally adaptive. This means considering local health norms, societal challenges, and the varying needs of employees across different regions. 

By offering flexible well-being solutions that respect cultural differences, businesses can ensure every employee feels valued and supported, no matter where they are based.

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4/ Flexible well-being platforms

The future of workplace well-being is about choice. Flexible well-being platforms allow employees to select benefits that align with their unique lifestyles and goals. 

Whether it’s access to mental health resources, fitness classes, or financial planning tools, these platforms let employees curate their own well-being journeys. The result is happier, more engaged employees who feel in control of their personal well-being.

5/ Personalised well-being solutions

Technology is playing a significant role in tailoring support to individual needs. Wearables, health apps, and AI-driven platforms are becoming more sophisticated, allowing businesses to offer personalised well-being solutions. 

By using data analytics, employers can predict and address employee health needs, from recommending stress management tools to identifying potential health risks before they become issues. These data-driven insights enable companies to provide more targeted support, fostering a healthier and more proactive workforce.

6/ Private health cover

Private healthcare is becoming an increasingly popular benefit, especially as employees place more value on quick access to quality care. The demand for private healthcare has grown due to its ability to reduce waiting times, provide broader coverage, and offer a more seamless experience. This is particularly relevant for international employees who may encounter different healthcare systems, making private health insurance a crucial perk.

Offering private healthcare not only boosts employee satisfaction but also ensures that staff, wherever they are, receive the care they need without unnecessary delays.

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Do employee benefits work?

Employee benefits are more than just perks – they’re an essential part of a business’s strategy to attract, retain, and incentivise top talent.

But the real question is: do they actually work? The short answer is yes, when they are designed and implemented thoughtfully. And the numbers speak for themselves…

• 69% of employees with a well-being program say their overall well-being is good or thriving, compared to just 53% of those without a program
• 59% of employees with a well-being program report that their well-being has improved over the last year, compared to 38% of employees who don’t have a program
• 84% of employees with a well-being program feel they are adequately compensated, compared to just 61% of employees without one
• 79% of employees with a well-being program believe their HR departments genuinely care about them, compared to only 45% of those without a program

Source: WellHub

These stats highlight a key point: benefits designed to support well-being not only boost health and happiness but also help employees feel more valued and appreciated. When employees know their company cares about their well-being, it can lead to greater job satisfaction and loyalty.

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How international group health insurance can help

For businesses with cross-border teams, international group health insurance offers the support and flexibility needed to ensure every employee, no matter where they are based, has access to the care they need. 

International insurance gives your employees access to the best hospitals and medical facilities around the world, making it easier for them to look after their health and well-being.

At William Russell, we’ve been supporting businesses of all sizes with their employee benefits packages for over 30 years. Our international employee benefits give your expat employees access to high-quality healthcare, as well offering financial peace of mind.

With a range of customisable cover options, we have international employee benefits plans for businesses of all shapes and sizes. What’s more, for groups with 20 or more employees, international income protection insurance can be bought through a single application form.

Key features of our international employee benefits include: 

• Global coverage and access to top healthcare networks, ensuring seamless care for employees, whether in their home country or abroad
• 24/7 digital health services, offering employees around-the-clock access to a digital support team
• Tailored solutions for diverse teams, with culturally sensitive healthcare options and benefits that reflect the needs of a global workforce
• Mental health support helping your employees adjust to a new way of life with cover for mental health treatment on our comprehensive plans
• Flexible income protection: we’ll provide up to 80% of your employee’s earnings if they are unable to work due to injury or illness, offering total peace of mind

Have you thought about offering your employees life insurance?

Protect your staff and their loved ones with group life insurance

Find out how we can support your business

At William Russell, we have over 30 years’ experience helping companies around the world provide benefits to their employees.

Our international group health insurance, group life insurance and group income protection insurance can be taken as stand-alone or as a combined benefit package. All William Russell plans provide global cover and are fully portable. 

Speak to our award-winning team to find out how our international employee benefits can support your business today.

The post What Is The Future Of Workplace Well-Being? appeared first on William Russell.

Whether by implementing mental health policies, or by directly providing employee benefits that support mental health, caring for the well-being of your staff can have numerous benefits for your company, from increased productivity to a reduced number of sick days and long-term absences.

If you’re looking to implement mental health policies and benefits at your company, this handy guide will take you through the options available to you.

The benefits of supporting employee mental health

As an employer, you’ll want to get the best out of your employees. Whether that means higher productivity, lower rates of absences or even higher employee satisfaction, supporting the mental health and well-being of your staff is one way to help your business grow and be more profitable.

In recent years, mental health has emerged as one of the most important topics in the workplace. Since the pandemic, 81% of workplaces have announced they have started to focus more on the mental health of their employees. Still, around 1 in 6 employees will experience a mental health problem in their workplace, with mental health problems now accounting for almost 8% of sick days.

This is especially true for younger employees. The New Statesman reported in 2023 that nearly two-thirds (63%) of employees aged 18–34 said work was having a negative effect on their mental health, and mental health has now become the most common cause of workplace absences for those aged 44 and younger.

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Therefore, there are a number of benefits to supporting your employees mental health. These can include:

• Higher productivity – People who are not struggling with mental health issues can be up to 23% more efficient.
• Lower absences – In 2022/23, stress, depression and anxiety cost the UK 17.1 million working days.
• Improved retention – Forrester found that 79% of employees were more likely to stay at a company that provided mental health support.
• Higher job satisfaction – Employees who feel mentally supported at work are more likely to speak positively about their employer.
• Better morale – 52% of employees say they feel more engaged with their company when they have access to mental health resources.
• Beating the stigma – 35% of employees say they have experienced discrimination or stigma due to their mental health. By making mental health a priority, you can help fix this.

In summary, supporting your employees’ mental health at work will not only save you money in the long run, it will make your company a healthier, happier place for everyone – and earn you a reputation as a caring employer.

Have you thought about offering your employees health cover?

Learn more about the benefits of international group health insurance

How to support your employees

As an employer, you have many options when it comes to improving mental health and well-being in your workplace. The options you choose will depend on the size of your company, the type of work your employees perform, and of course your budget. 

We can break your options down into three categories:

1. Culture
2. Policies and procedures
3. Mental health benefits

1/ Culture

The average adult will spend around 90,000 hours of their life at work, which is why it’s important to build a workplace culture that makes them feel happy, secure and cared for. Many employees agree, with 81% of employees saying the culture of their workplace is important when deciding whether to apply for a job.

There are many elements that make up the culture of your workplace, from your leadership, through to your values and vision. By adapting these elements to prioritise mental health, you can help to make your organisation a happier, healthier place:

Build a culture of openness

Mental health carries a great stigma. According to the charity Mind, more than half (51%) of adults in the UK believe there is an element of shame attached to mental health conditions. 

Your workplace can help to break this stigma by prioritising open communication, signposting employees to mental health resources, and by providing mental health training to managers and staff.

To achieve this, you may wish to change or add to your company values so that they include something around openness. Some companies go a step further by providing mental health seminars and roundtables, while others ensure that managers are capable of spotting the signs of stress, burnout, anxiety and depression, and are empowered to talk openly with their employees about these things.

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Focus on work-life balance

Work-life balance means allowing your employees to have a strict separation between their work and social lives. This can manifest in a number of ways, such as encouraging your employees to clock off at the end of their working hours, encouraging them to switch off from emails during evenings and weekends, and even allowing them to work flexible hours.

Since the pandemic, many offices around the world have even started to include remote and flexible working in their work-life balance policies. Some companies have switched to a fully-remote model, while others allow employees to work remotely for at least a couple of days each week.

As an employer, you can support work-life balance in a number of other ways too. Offering time off in lieu (TOIL) to employees who need to work overtime, encouraging employees to take their lunch breaks away from their desks, and ensuring staff take their full allowance of annual leave can all help to ensure your employees balance work with down time. 

Work-life balance is becoming increasingly important to employees around the world. 73% of employees say it’s essential when choosing a job, while 48% say they would leave a job if it did not offer a healthy work-life balance.

Offer support systems

The final thing you may wish to embed into your company culture is a support system for people who experience mental health problems.

One novel solution that many businesses are trying is to train people in the workplace as mental health first aiders. A mental health first aider is someone who is trained to identify, understand and respond to the first signs of mental health problems, and can help to refer your employees to more advanced support.

You may also wish to consider enlisting outside support. Whether it’s by offering your employees access to a registered therapist, or by inviting mental health speakers to visit your company, you will find plenty of options available.

It’s important to offer perks and benefits to your employees

Take a look at the best employee benefits to offer your staff

2/ Policies and procedures

While your employees will certainly see the effort you put into building a company culture that supports mental health, it’s also important to make sure you are adapting your company policies to meet the needs of mental health support.

It should codify your company’s responsibility and outline steps for managers to take to ensure they are supporting their teams adequately.

Your mental health policies and procedures may include:

Awareness

Do your managers and employees know how to recognise the symptoms of stress, burnout and other forms of mental health distress?

You may wish to include a standardised procedure to help people recognise when their colleagues are suffering, and the steps they should take. This may include standardised methods of communication they should take in the first instance.

In order to help your people become more aware, you may wish to ensure they are offering training to help them recognise the signs of mental health problems, and that they know how to refer their colleagues for help, or escalate these problems if needs be.

Resolutions

Once you’ve identified instances of poor mental health in your workplace, your policies should outline the procedures that need to be taken to resolve these problems. It’s best to outline a range of procedures depending on the severity of each case. For instance, an acute case of burnout will need a different response to someone who is diagnosed with chronic depression.

Your policies may outline accommodations that can be made in these instances. Whether they include paid time off, fewer responsibilities, a change in job position or access to mental health resources is up to you – what you must do is communicate these policies with your employees to let them know that help is available if and when they need it.

Review

It’s important to make sure that your mental health policies remain up-to-date. New challenges in the workplace, and the world, create new issues that may impact the mental health of your employees. By regularly reviewing the effectiveness of your mental health policy, you will be able to spot potential shortfalls and find new solutions.

A good first step to reviewing your policies is by seeking employee feedback, perhaps in the form of an anonymous survey. You may also wish to hire an external consultant, especially if you are stuck for ideas on how to improve your policies.

Have you thought about offering your employees life insurance?

Protect your staff and their loved ones with group life insurance

3/ Mental health benefits

The final thing you may wish to consider is offering your employees access to mental health benefits. These are non-cash benefits that you provide for your employees, which give them access to mental health services.

Your mental health benefits may be included with your company health insurance plan. With William Russell, our international employee benefits package includes international group health insurance with optional mental health benefits. Our policies are tailor-made for businesses employing staff across the world, especially those living and working abroad.

With mental health benefits, your employees can independently and discreetly access the services they need without incurring the financial burden themselves. This allows them to find the type of services that benefit them most, whether it’s short-term counselling for stress and burnout, or more specialised treatments and medications for long-term mental health disorders.

Mental health benefits may also include access to services that help to strengthen your company culture and prevent mental health problems from arising in the first place. They may include access to activities such as yoga and meditation, partnerships with local organisations that provide advice and advocacy, and access to online tools and apps that employees can use in their own time.

Many of us experience mental health problems in our lives

Find out more about our international mental health cover

Things to think about when it comes to mental health in the workplace

Building a workplace that supports good mental health isn’t something you can do overnight. But you can start taking steps today to ensure your business is doing what it can to care for its employees.

Here are some of the things your business can start doing today to support employees with their mental health:

Celebrate mental health

When it comes to building a culture that supports mental health, the first step you may wish to take is to show your staff what good mental health looks like. According to Claro Wellbeing, 71% of companies already celebrate mental health awareness days, which may feature seminars, training or even an extra day of annual leave to unwind.

The purpose of these days is to make employees more conscious about their mental health, making them more likely to seek help if and when they need it.

Ensure employees can take time off when they need it

If an employee is suffering from a mental health condition, whether it’s long-term or short-term, it’s important to let them know that they are entitled to take time off.

From your perspective as an employer, it’s better to give employees time off to rest and recuperate when work becomes overwhelming, as employees will be less productive when they are dealing with stress, anxiety and depression.

Be proactive – if you spot an employee suffering from poor mental health, be sure to offer them time off to recover.

Support employees coming back to work

Whether they’ve been gone for a few days or signed off with long-term sickness, it’s important to welcome employees back from leave with open arms. It’s important to remember that your employee may not be back to full strength, so ensure their return is staggered and that they don’t feel overwhelmed from day one.

Be supportive and communicative, and be ready to discuss their needs and concerns without stigma. You may wish to schedule check-in conversations to understand how they are dealing with their return to work.

‘Health’ encompasses physical, social and mental well-being

Here’s what ‘health’ actually means and how insurance can protect it

Encourage physical health too

Good mental health goes hand-in-hand with good physical health, so make sure your employees are taking care of their health holistically. Encourage your staff to get outside and exercise during their lunch breaks, and provide them with fresh fruit to help them eat a balanced diet.

When it comes to providing employee benefits, it’s a good idea to mix in physical activities – you may wish to consider gym and sports club memberships as perks.

Stop problems at the source

Stress in the workplace can come from many sources, so it’s important to be mindful of all of them. As an employer, it’s up to you to spot the signs of, and stamp out instances of workplace bullying and micromanagement.

If your employees are feeling overwhelmed by work, this can cause stress to build-up – the signs of this may include low productivity and employees regularly working overtime. Poor working conditions may also have an effect, so ensure your employees are able to work in a comfortable and safe environment.

Finally, try not to implement sudden changes in the workplace too often, as this can leave employees feeling confused and like they have little control over their environment.

Communicate, communicate, communicate

Most importantly, you can make a start today in helping your employees communicate their needs.

Ensure your company has an open and non-judgmental culture by encouraging staff to be forthcoming about their mental health concerns. This can help your employees to get things off their chests rather than bottling up their emotions, which can help them to avoid a small problem becoming a big one.

It will also have immediate benefits to you as an employer, as companies that foster a culture of open communication see a 20% increase in employee retention rates.

There are things your employees can do to protect their mental health

Read our top tips for good mental health for expats working abroad

Support your staff with international employee benefits

At William Russell, we have over 30 years’ experience helping companies around the world provide benefits to their employees. Our international employee benefits package is tailor-made for businesses who employ staff globally, and our group health insurance includes mental health benefits to ensure your staff get access to the help and treatment they need, anywhere in the world.

Our comprehensive employee benefits package offers three essential policies, offering flexibility to fit your budget and requirements. With William Russell, your employees gain access to world-class healthcare globally, alongside life and income protection for complete peace of mind.

Speak to our award-winning team to find out how our international employee benefits can support your business today.

The post How To Support The Mental Health Of Your Employees appeared first on William Russell.

However, not all benefits are created equal, which is why you should think hard about the kind of incentives you offer. Free tea and coffee may seem like a great benefit, but are they really going to help you keep hold of your top-performing employee?

In this article, we’ve narrowed down the nine best benefits you can offer your employees.

Why offering the best employee benefits matters

The importance of employee benefits is well-researched, and it appears incentive packages are becoming more important than ever. In 2025:

• 78% of employees agree that employee benefits are important when deciding whether to accept a job offer
• Companies offering a strong benefits package see a 56% reduction in employee attrition
• Competitive benefits programmes can lead to a 27% increase in employee productivity

A well-designed benefits package goes beyond the basics—it should address the real needs of your workforce and reflect the values of your company. The best employee benefits strike a balance between financial security, health and well-being, and professional growth, ensuring employees feel valued and supported.

Discover the importance of employee benefits

We look at how offering strong incentives can work for your business

The best employee benefits to offer your employees

1/ Health insurance

Health insurance is one of, if not the most popular workplace perk worldwide. Employers who offer a more premium health insurance package are more likely to acquire top talent, while those who do not offer it are more likely to see staff walk out the door. In 2021, 43% of people who quit their job cited poor health insurance as a reason.

Health insurance is particularly important for employees in countries like the United States and the UAE, where there is a legal obligation for some employers to provide it to their staff. It is also becoming popular in other countries, where it offers employees access to more premium health and wellness benefits.

For instance, research in the UK found that 51% of employees want their employers to provide private health insurance. With waiting lists for public healthcare growing, and the cost of healthcare rising around the world, it’s easy to see why private health insurance is fast becoming one of the most popular employer-provided benefits, even in countries that offer universal healthcare.

If you employ staff in other countries, you may wish to consider international health insurance as an employee benefit. This gives your employees access to high-quality medical care around the world, and offers additional services like medical evacuations.

Have you thought about offering your employees health cover?

Learn more about the benefits of international group health insurance

2/ Mental health support

As an employer, it’s in your best interests to protect the mental health and well-being of your employees. Not only are happy employees around 13% more productive, they also take on average nine fewer sick days per year. In 2022, mental health was the 5th most common reason given for sick leave in the UK, accounting for 7.9% of absences.

There are many proven ways to support your employees’ mental health. Some companies offer mental health days, where employees can take a paid day off to avoid stress and burnout. Others are experimenting with a four-day working week. And many offer smaller initiatives such as mindfulness training, group exercise and mental health workshops.

However, many companies have also been accused of ‘mental health-washing’. This is where companies espouse the need for mental health awareness, while also continuing with business practices that are detrimental to mental health, such as long working hours and unrealistic demands. Claro Wellbeing found that in over a third (35%) of companies who claim to support mental health, employees believed their employers were not doing enough to support them.

When it comes to providing mental health support, avoid making gestures and instead focus on building a comprehensive package. Ensure your employees have access to professional mental health support by supporting their access to therapists, psychiatrists and specialists in mental health conditions. William Russell’s mental health benefits offer all this and much more*, helping you to keep your workforce happy and healthy.

It’s important to support your employees’ mental health

Take a look at the benefits of supporting employee mental health

3/ Dental cover

Did you know one of the most overlooked employee benefits is also one of the most sought-after? One survey of workers in the UK found that almost two-thirds (62%) of employees requested private dental insurance from their employers. However, only around one in five employers currently offers dental insurance.

Offering dental insurance as a benefit can support your business in many ways. The biggest advantage is a reduction in the number of sick days caused by toothache and other dental issues. In the UK, a study by Denplan found that 28% of workers take at least one sick day per year as a result of dental issues, with 7% needing a whole week off. 9% also claim that dental pain reduces their performance at work.

Therefore, helping your employees to access high-quality dental care could help save your company lost time and productivity. Better still, with so many employees on the hunt for dental insurance at work, providing a comprehensive package could help you to attract and retain top talent.

Oral health is one of the world’s biggest health concerns

Find out more about dental cover for your international employees

4/ Life insurance

Life insurance is rising in popularity as one of the most sought-after employee benefits. The Institute of Directors reports that life insurance has become 20% more popular among employees since the pandemic, while Forbes Advisor found that 45% of employees named life insurance as a top workplace benefit, only slightly behind health insurance.

Life insurance tends to become more popular as your employees grow older and their salaries rise. A comprehensive group life insurance policy ensures that employees’ families will be cared for financially if they die unexpectedly. There are other benefits too: for instance, your employees may require life insurance to secure a mortgage or other personal loans.

With William Russell, your employees can also take an early payment of their life insurance policy if they are diagnosed with a terminal illness with less than 12 months to live. This ensures they will be able to spend their remaining time doing the things they love.

Ultimately, group life insurance ensures your employees can enjoy total peace of mind, that in the event of their untimely death their families will be provided for.

Have you thought about offering your employees life insurance?

Protect your staff and their loved ones with group life insurance

5/ Accident benefits

Personal accident insurance protects your employees in the event they suffer an accident that leaves them permanently disabled, or results in their death. It is often provided alongside life insurance as a supplementary policy.

While life insurance covers your employee for most situations that result in their death, personal accident cover is exclusively for sudden and unexpected situations. It adds an extra level of peace of mind for your employees, knowing that if they die suddenly their family will be financially protected.

According to the World Health Organization, 4.4 million die as a result of accidental death every year. Of these, the International Labour Organization estimates that around 3 million people die in workplace-related incidents, meaning almost three-quarters of accidental deaths occur while a person is at work. A further 395 million sustain non-fatal injuries in the workplace.

Providing accident insurance can not only benefit your employees in the event they are injured or killed at work, it can also protect your business by effectively acting as a form of compensation. This is because accident insurance covers your employees both inside and outside of work. (Although it should go without saying that the best thing you can do as a business is reduce the risk of your employees being injured or killed.)

Some jobs are more dangerous than others

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6/ Income protection insurance

Another form of insurance that employees are increasingly asking for from their employers is income protection. This ensures that your employees will be able to continue earning a salary if they are rendered unable to work due to a serious accident or illness.

Recent studies in the UK found that 56% of workers believed they would feel more ‘resilient’ if they knew their income was protected, although only 9% of employees say they already benefit from this form of insurance.

With income protection insurance, your employees won’t need to worry about how they will pay their mortgage, childcare fees or buy essentials for their family if they are unable to work because of illness or injury. And for you as an employer, offering income protection may reduce the burden of paying long-term sick pay to employees who are unable to work**.

Group income protection insurance is not only beneficial for big businesses, but small businesses too. If you are self-employed or freelance, income protection can provide a valuable lifeline if you are seriously injured or diagnosed with a major illness. At William Russell, we pay up to 80% of your employees’ salaries up to a maximum US$144,000*.

Income protection insurance offers access to a replacement income

Here’s why it’s so important during the cost of living crisis

7/ Flexible working

In 2019, the idea that one day employees might work from home was considered revolutionary. In 2025, and in the wake of the COVID-19 pandemic, the concept of remote and flexible working has become almost second nature. 

Around 28% of all employees worldwide now work remotely at least some of the time – and while many companies worldwide are trying to attract or even force employees back to the office, employee sentiment for remote and flexible working is still very strong. 91% of employees say they prefer a remote or flexible working structure.

It’s easy to understand why. Remote and flexible work gives employees much more control over their lives, helping them to achieve a better work-life balance. It also saves them money: employees in the US save around US$4,500 per year on commuting costs.

There’s still a big question around productivity: studies have found that remote workers tend to be around 10–20% less productive, despite 83% of those employees saying their performance is actually higher when working from home.

Whatever the case may be, offering flexible work is sure to make you a more attractive employer to work for, as employees remain steadfast in their desire to work remotely.

How can you build a strong remote work culture?

We look at building a strong remote work culture for global businesses

8/ Enhanced maternity/paternity benefits

Depending on where you and your employees are in the world, you may encounter different laws and customs surrounding maternity and paternity leave.

For instance, Bulgaria is widely credited for having the best maternity leave policy in the world, giving new mothers 410 days of cover with 90% pay. Japan, meanwhile, offers the longest period of paternity leave, giving new fathers one year off.

At the other end of the scale, the US has no statutory maternity or paternity leave policy, effectively meaning new mothers and fathers are not legally entitled to take time off work.

As an employer, you can go further to support your employees by offering enhanced maternity and paternity leave. This may include offering extended time off, additional pay beyond statutory requirements, or by allowing your employees to work part-time or remotely while they are in the process of returning to work.

Research has found that enhanced maternity and paternity leave is extremely popular with employees, with 57% saying it is a highly valued policy. Enhanced maternity/paternity policies are also becoming an area of increasing competition for businesses: in the UK, 74% of businesses now provide enhanced policies, leaving the remaining 26% scrambling to catch up.

Another way to enhance your maternity policies is to include specialist maternity insurance for your employees. This can be especially important if your employees live in a country where maternity care is known to be expensive. Find out more about how maternity insurance can benefit your employees here.

Giving birth abroad can be a daunting experience

Support your employees with our full guide to giving birth abroad

9/ Paid time off

As with maternity and paternity leave, different countries have different laws surrounding statutory leave. The country with the highest number of statutory holiday days per year is Andorra, where employees enjoy 31 vacation days plus 14 public holidays per year. On the other end of the spectrum, several countries offer zero statutory holiday days, including Kiribati, the Marshall Islands, Micronesia, Nauru and Palau, and the United States.

As an employer, you have the right to choose how many days annual leave you offer your employers beyond the statutory requirement. Many companies go the extra mile by offering staff additional holiday days as a reward for long service – so, employees gain one extra day’s vacation for every year they stay at the company.

You may even wish to offer paid sabbaticals for long service, in which employees can take several months off after staying at the company for five years, ten years or longer. This policy could help to convince staff to stay at the company for far longer. 

Some companies also offer ‘salary sacrifice’ schemes, where employees can purchase additional days of annual leave from their wages. And some companies have experimented with unlimited annual leave allowances, where employees can take as many (unpaid) days off as they like.

Another thing you should consider is whether your employees are using their full allocation of holiday days. In the UK, as many as 65% of employees do not use their full annual leave allocation, with many citing pressure from their bosses as a reason for not taking holiday. If your employees are not utilising their full allowance, it could be a hint that your staff are being overworked.

Ultimately, annual leave entitlement remains one of the biggest incentives that drives employees to, or from, their jobs. A recent survey in the United States found 30% of employees said annual leave was their most important workplace benefit, with 70% saying they would change jobs if they were offered more annual leave.

International benefits tailor-made for international employers

At William Russell, we have over 30 years’ experience providing international health, life and income protection insurance to employers like you.

Our international employee benefits package offers all three of these policies, with flexible terms and added extras to suit your needs and budget. As William Russell members, your employees can enjoy access to top quality healthcare around the world, plus life and income insurance for total peace of mind*. 

Speak to our award-winning team to find out how our international employee benefits can support your business today.

The post The 9 Best Employee Benefits To Offer Your Staff appeared first on William Russell.

Since 2022, the number of digital nomads worldwide has tripled to around 35 million, and over 50 countries now offer a special digital nomad visa to attract remote workers to their shores. Those numbers are only set to increase over the next decade as the digital nomad lifestyle becomes ever-more popular with those combining work with travel.

However, all is not well in paradise. Due to a number of factors, residents in several popular digital nomad locations have started to raise grievances about their loose-footed neighbours. In this article, we’ll explore some of the reasons locals and digital nomads are coming to loggerheads around the world, and what you – as a digital nomad – can do to help the situation.

The background: What is a digital nomad and where do they tend to go?

A digital nomad is a person who is able to work remotely, and who travels to a foreign country to do their work. They may be employed by a company, self-employed or freelance, an entrepreneur or a company founder. The typical digital nomad tends to do most of their work from a laptop, which means they can perform their job from a coffee shop, bar, hotel or even the beach.

In the aftermath of the COVID-19 pandemic, when many people started to adapt to remote working, certain countries created special digital nomad visas to encourage tourism. The first country was Estonia, which had suffered a 63% decline in tourism during the first year of the pandemic, and introduced its digital nomad visa as early as 2020. By February 2024, Estonia had administered 535 digital nomad visas.

The digital nomad visa was an instant hit, and many other countries started to follow suit. In 2024, more than 50 countries have now started to offer a digital nomad visa, which usually includes:

• Residency for an extended period of time, usually between three months to two years
• Tax incentives, such as no income tax charged on foreign-sourced income
• A fast-track application processes

It’s always a good idea to have international health insurance

But did you know some countries require it for entry?

By the end of the pandemic, more than 10 million people had already taken the opportunity to live and work abroad. But the pandemic was then closely followed by a sudden cost of living crisis, which decreased the spending power of many people in Western countries. This added an additional incentive for people to work overseas, and the number of digital nomads worldwide tripled to around 35 million by 2024.

Where do digital nomads tend to go?

So long as they can find a stable internet connection and a comfortable seat, digital nomads can theoretically travel anywhere. Other major draws may include a low cost of living, a tropical climate and access to nature, such as beaches. The availability of a digital nomad visa is also important, but not always essential.

A few destinations have already emerged as firm favourites among the digital nomad community. These so-called ‘Zoom Towns’ are typically major metropolitan cities with highly-developed infrastructure. With good availability of Airbnbs, co-working locations and transport infrastructure such as airports and rail stations, they make both the ideal places to work for several weeks at a time, and to use as a base for travel.

In 2023, William Russell listed these cities as the world’s top 10 most popular destinations for digital nomads:

Are you thinking about moving abroad?

Discover our list of top countries to live and work abroad

What problems are digital nomads causing?

A handful of digital nomad destinations have emerged as significantly more popular than others. 

With tens of millions of digital nomads now roaming the world, these places in particular have noted a sudden, rapid influx of people over the last couple of years. For some destinations, this unforeseen swell has led to a number of problems, such as:

1/ Overcrowding

When a destination becomes popular with digital nomads, a rapid surge in population leads to both public and private spaces becoming overcrowded, especially in hotspots such as beaches, restaurants and co-working spaces.

2/ Putting strain on local infrastructure

One of the impacts of overcrowding is that it puts urban infrastructure under immense pressure. This can affect everything from utilities like sewage and electricity, to supply lines for food and medicine, and of course the availability of housing.

Want to know more about the impact of digital nomads?

Here’s the countries most affected by digital nomad overpopulation

3/ Gentrification

Gentrification is the purposeful redesigning of urban spaces to meet the needs of a non-native population. When it comes to digital nomad hotspots, gentrification occurs when neighbourhoods change their look and feel, facilities and housing to appeal to remote workers – for instance, by replacing popular local restaurants with swanky coworking cafés.

4/ Inflated prices

Because digital nomads often earn higher wages than local people, landlords and business owners often capitalise by raising their prices. While these price hikes may be affordable for digital nomads, they end up impacting local residents, who are in turn ‘squeezed out’ of their own local economy.

5/ Decreased housing stock

Digital nomads tend to look for short-term rental accommodation when moving overseas, and one of the preferred methods for finding a home is to use Airbnb. To meet the rising demand, landlords will often buy up rental properties throughout a city and convert them into Airbnbs. This, however, removes housing stock from the general population, which can lead to acute housing shortages and inflate the price of property.

6/ Increased crime

Unfortunately, as digital nomads descend upon a certain area, criminals often follow in their wake. Drug dealers, for instance, are keen to get in on a thriving new market, and pickpockets will find the hustle far more lucrative in digital nomad hotspots. Many digital nomads have felt the impact of more serious crimes, from burglary to sexual assault, and in some cases even kidnapping and murder. The increased crime that follows digital nomads can also impact the local community, who may see the digital nomad community as a cause of increased crime.

7/ Conflicts with locals

Digital nomads bring their own cultures with them. They may not speak the local language or conform to local customs, and since their stays are short-term, they may not make much effort to integrate. They may also end up being the indirect cause of social problems, such as noise pollution and litter. As these issues combine, it can result in hostility from local people.

Don’t let culture shock get you down

Learn about this common expat ailment and how to beat it

Where else might digital nomads not feel welcome?

At William Russell, we’re connected to a worldwide network of digital nomads. Over the years, we’ve heard many stories about the most, and least popular places for digital nomads to settle.

Among the least popular places, we’ve found that some countries seem to get a consistently bad review for being unaccommodating of digital nomads. While this may not be because of any particular policies, digital nomads who choose to visit these countries should be aware that they may face certain unexpected challenges:

Saudi Arabia

Saudi Arabia, despite its efforts to diversify its economy and attract tourists, presents challenges for digital nomads. The country’s conservative laws and cultural norms, rooted in Islamic tradition, may clash with the values and preferences of many digital nomads.

Restrictions on freedom of expression, particularly concerning political and social issues, can be stifling for those accustomed to more liberal environments. Gender inequality also remains a significant concern, with women facing numerous restrictions on their freedoms and opportunities. While Saudi Arabia may offer unique cultural experiences, its strict social and legal framework may be off-putting for much of the digital nomad population.

China

With its bustling cities, dynamic economy, and ancient heritage, moving to China holds immense appeal for digital nomads seeking new experiences. However, navigating the country’s digital landscape presents significant challenges.

The Great Firewall, China’s system of internet censorship, blocks access to many popular Western websites and platforms, limiting digital nomads’ online freedom and connectivity. Obtaining long-term visas for remote work purposes can also be a bureaucratic maze, requiring extensive documentation and sponsorship for expats and digital nomads looking to bring their work with them.

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South Africa

South Africa’s brand new digital nomad visa came into operation on 28 March 2024. However, expats currently living in South Africa suggest it might not be the most welcoming environment.

While there are many perks to living in South Africa – from the glorious landscapes to the hot climate and access to incredible wildlife – South African cities also boast some of the highest crime rates across the continent. Any expat in South Africa is advised to pay extra special attention to their safety and well-being.

Digital nomads moving to South Africa should also be aware of the huge inequalities between locals and foreigners, which contributes to high levels of theft, home robberies and even violent crime. Coupled with an ongoing political crisis that manifests in poor quality healthcare and frequent power cuts, it’s easy to see why South Africa is experiencing a huge wave of outward migration, with 413,000 South African citizens leaving the country between 2000 and 2022.

Venezuela

Venezuela’s ongoing economic crisis and political instability pose significant challenges for digital nomads. Hyperinflation and shortages of basic goods can make everyday life difficult and unpredictable. This in turn poses a huge safety concern for digital nomads, who will likely be entering the country with far more wealth than the local population.

Digital nomads dead set on working in Venezuela should be vigilant and prepare for the reality that high crime rates and political unrest might prevent them from fully embracing the local experience. Indeed, Venezuela topped our list for countries with the highest crime rates in 2023.

Japan

While Japanese people are renowned for their hospitality and good manners, the reality of living in Japan has shocked many digital nomads who have reported widespread discrimination against foreigners. A sudden surge in immigration over the last 10 years has caused friction between the native Japanese and ‘Gaijin’ (‘foreigners’).

Digital nomads report feeling discriminated against in the workplace (where Japanese working culture is enforced quite strictly), in bars and restaurants (which are known to turn away non-Japanese people) and in public. With a ubiquitous culture and difficult language, it can be hard for digital nomads to integrate into Japanese culture, and this has left many people feeling lonely and isolated.

Move to Japan with confidence

Read our full guide to living in Japan as an expat

What can digital nomads do about it?

If you are a digital nomad yourself or thinking of becoming one, you may want to ensure you aren’t adding to the problem.

Being a conscientious digital nomad may help you to integrate and settle into your new culture, as you are less likely to receive backlash from locals. You will also benefit by avoiding ‘digital nomad traps’, such as inflated prices, overcrowded spaces, lower standards of infrastructure, and ultimately an inauthentic experience.

Here are some of the ways you can roam the world more authentically and live your digital nomad life to the full:

Get off the beaten track

Digital nomads instinctively flock to large, metropolitan cities. But there’s nothing stopping you from heading to smaller, quainter places too. Smaller towns and cities will benefit much more from receiving digital nomads like you, and you are more likely to be welcomed with open arms. If you have your heart set on visiting the big cities and popular tourist destinations, you can always make these destinations a ‘holiday within a holiday’.

Immerse yourself

A big part of the digital nomad experience is getting to know foreign cultures. This will only happen when you throw yourself into the deep end and surround yourself with as much culture as possible. Don’t just head for the top-rated restaurants; ask locals for their recommendations. Don’t just spend all your time in the same coworking spaces; try local cafés, libraries and offices where you are more likely to bump into local people. Don’t spend all your time in digital nomad communities; try to make friends with the locals, too.

Living and working abroad can be challenging at times

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Avoid Airbnb

Airbnb is a convenient alternative to traditional renting, as it allows you to book high-quality, serviced accommodation in advance. However, Airbnb is widely condemned for contributing to housing shortages in popular digital nomad destinations. To help alleviate the problems caused by the short-term rental market, you should instead look for traditional forms of accommodation: either renting property directly through a private landlord, or living as a lodger (i.e. renting a room or annex in someone’s home). You should also avoid living beyond your means – renting a three-bedroom home for yourself removes that housing stock from a growing family, who would benefit much more from the extra space.

Learn the local language

Many digital nomads miss the opportunity to pick up new languages while living abroad. Don’t be one of them. By spending time at a language school, or with a language tutor, you can not only come home with new skills, but make it easier for you to make friends and integrate into local society. Learning the local language will also ensure that local people feel more comfortable around you, since they are less likely to immediately think of you as an outsider.

Be mindful of locals’ concerns

As many locals push back against digital nomads flocking into their towns and cities, you may be tempted to keep a low profile and hope it all blows over, especially if you take the view that you, personally, are not part of the problem. Unfortunately, burying one’s head in the sand rarely solves the problem. Rather than avoiding the limelight, try to listen to local people’s concerns. You may be able to help the situation if you can act as a bridge between local people and the digital nomad community. Speaking to local politicians, the local media and community groups may be a good way to add your voice to the wider conversation.

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Don’t flaunt your wealth

Because digital nomads usually work for overseas companies, they tend to earn significantly more than the local population. While this can afford you a higher quality of life, it’s important not to let this increased spending power go to your head. Remember, the more digital nomads congregate in one area, the more prices will rise and the higher the risk of gentrification becomes – often at the detriment of local people. Spend your money mindfully, and if you find your excess cash burning a hole in your pocket, try to use it towards something productive for your local community. Donating to local charities will always be appreciated.

Be a conscientious nomad

Digital nomads get a bad reputation when they fail to act in a way that is consistent with local culture and traditions. When you first move to a new destination, you should go out of your way to learn about the local culture and adapt your behaviour accordingly. This may include wearing certain styles of clothing, using local gestures, and contributing to society in a meaningful way. Above all, be polite, courteous, and behave in a way that is consistent with how local people act.

Conclusion

The number of digital nomads worldwide is only set to increase over the next decade. During this time, it’s important that everyone, whether they are already a digital nomad or thinking of becoming one, becomes more mindful of the issues surrounding this lifestyle.

As a digital nomad, you should be mindful of the impact you are having on your local community, and try to minimise this. Adapting to cultural traditions, communicating with local people and avoiding overpopulated areas are just some of the ways you can help to tackle the big problems caused by digital nomadism.

Make the most of your digital nomad experience

At William Russell, we have over 30 years’ experience providing international health insurance for digital nomads just like you.

Remember, many destinations will require you to have health insurance when applying for a digital nomad visa. Our international health insurance policies offer the option of worldwide coverage, giving you the ability to move wherever your heart takes you, with no extra hassle.

Take the stress out of international health insurance by choosing William Russell. Find out more about our international health insurance policies and get a quote online in under two minutes today.

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With around 55 countries now participating in the digital nomad visa scheme, many of the places that have taken advantage of this rising trend have reported benefits across sectors including retail, hospitality and property. Digital nomads are also helping to spread a wave of entrepreneurialism and technology skills around the world, with the potential of creating new jobs in their host countries.

However, not every digital nomad hotspot is happy about its fast-growing influx of temporary expats. Let’s take a closer look at the potential problems caused by digital nomad overpopulation, and the places where digital nomads could start to see increased regulation.

The impact of digital nomad overpopulation on local communities

Not every digital nomad hotspot is happy about its fast-growing influx of temporary expats, however. With digital nomads often staying in their host countries for long periods (usually between six months to two years), some communities are starting to feel the strain of a large influx of new citizens.

With digital nomads likely to rent property, rely on public transport and take advantage of public services, their presence in certain places is contributing to problems such as housing shortages, rising living costs, strains on infrastructure and cultural tensions. In places where digital nomadism is particularly popular, overpopulation is becoming a common issue, and has even led to backlash from local residents.

In response to these challenges, some national and city governments are starting to implement measures aimed at managing the influx of expats and digital nomads, in order to preserve the well-being of their residents.

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The problems caused by digital nomad overpopulation

While many countries benefit from hosting digital nomads, a few places in the world – especially those that have become particularly popular in recent years – have noted several consistent issues caused by the rapid influx of remote workers. Some of these problems include:

1/ Failing to adapt to local culture

While exposing yourself to new cultures is often touted as one of the benefits of nomadic living, many digital nomads have come under fire for failing, or even refusing to integrate with their local cultures.

Whether by segregating themselves to live in isolated expat bubbles, by swarming to ‘touristy‘ locations, or by continuing to live according to their own national culture, many people have noted a growing resentment against digital nomads from local people who feel digital nomads are exploiting the cultural capital of their homes.

Some local residents go even further, blaming digital nomads for the rise of social issues such as gentrification and two-track neighbourhoods – in other words, in neighbourhoods where wealthy digital nomads gather, working-class locals are pushed out when landlords and business owners seize the opportunity by raising prices and redeveloping established facilities.

2/ Shortage of housing

As digital nomads flock to destinations renowned for their affordability, they often put strain on the available housing stock, driving up rental prices and making it increasingly difficult for residents to find affordable housing.

This housing crunch not only exacerbates existing inequalities but also threatens the social fabric of communities, as locals are pushed to the outskirts of their own neighbourhoods. This is a problem that has been notably aggravated by the rise of companies like Airbnb, which have made it more lucrative to convert properties into short term rental accommodation catering to tourists and the digital nomad population, rather than local residents. 

This not only reduces the housing supply available to permanent residents but also contributes to the alienation of residential neighbourhoods, transforming them into transient spaces that lack community spirit.

3/ Increased cost of living

As the cost of living rises dramatically across the Western world, digital nomads find themselves drawn to destinations where living costs are markedly more affordable. However, these nomadic workers may be inadvertently triggering an increased cost of living in the communities they move to.

With more spending power than the local residents, it has been suggested (and also disputed) that the presence of a large digital nomad population often coincides with inflated prices for goods and services.

This increased cost of living places a significant burden on locals, who may be left unable to afford basic amenities in their own neighbourhoods. What unfolds is a tale of two economies, where on the one hand digital nomads benefit from the gentrification of an area, while the local population grapples with inflation and diminished purchasing power.

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4/ Putting strain on local infrastructure

Digital nomad overpopulation can place significant strain on local infrastructure. Public transport networks, designed to accommodate the needs of the local population, may struggle to cope with the increased demand from the digital nomad population, leading to service delays, overcrowding and congestion.

Additionally, an increase in the number of vehicles owned or rented by digital nomads may increase traffic congestion and pollution levels, further burdening transportation infrastructure.

Healthcare is another example of where local infrastructure can take a significant hit from digital nomad overpopulation. This is particularly relevant in smaller or remote communities, which may face challenges in meeting the healthcare needs of both residents and digital nomads.

Increased patient loads can overwhelm healthcare providers, leading to longer waiting times, reduced access to medical services, and potential compromises in the quality of care. Emergency response services may also come under strain as they struggle to cope with the increased population density and resource demands. This may be especially true in countries that are renowned as medical tourism destinations.

5/ Not contributing to the local economy 

Despite living in local communities and spending money on local commodities, digital nomads often derive their incomes from their home countries while remaining exempt from local taxes.

The lack of economic benefits derived from digital nomads makes their relationship one-sided: local and national governments support digital nomads through public spending (on infrastructure, healthcare, public services and so on), while many digital nomads do not make a meaningful contribution in return.

Digital nomads may therefore be seen as an economic burden. This feeling can be especially acute if digital nomads are deriving salaries several times greater than the local average salary, giving them significantly higher spending power without contributing to the economic development of their region.

6/ Loss of local authenticity 

As destinations become popular among digital nomads, they face the risk of losing the authenticity and charm that initially attracted both expats and residents. 

Digital nomad overpopulation often forces neighbourhoods to undergo rapid transformation to cater to lifestyles of the new demographic. Local businesses may prioritise serving the needs of digital nomads over the local population, leading to an increase in digital nomad-oriented facilities such as coworking spaces, boutique hotels, and international cuisine restaurants, at the detriment of resources oriented towards the local community.

The commercialisation of local culture can further this sense of lost authenticity, as traditional crafts, festivities, and customs are commodified and marketed to appeal to a global audience. Cultural heritage sites may also become overrun with tourists and digital nomads, detracting from their significance and spiritual value.

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Destinations taking action against digital nomad overpopulation

Several destinations have started implementing measures to help minimise the negative impacts of digital nomad overpopulation. These measures are mostly concerned with strain on local resources, infrastructure, and housing. 

Here are some of the destinations that are starting to regulate digital nomads:

Barcelona, Spain

Despite being one of the world’s friendliest cities, and one of the most popular destinations worldwide for digital nomads, Barcelona has a strained relationship with its new residents – if you’re walking through certain parts of the city, you may still see graffiti telling visitors to van a casa (‘go home’). 

While tourism has long been a vital part of Barcelona’s economy, contributing significantly to its cultural vibrancy and prosperity, it has also placed immense pressure on infrastructure, housing, and the daily lives of residents. Locals have expressed concerns about overcrowding, rising rents driven by the demand for short-term accommodation, and the commercialisation of neighbourhoods, leading to a sense of displacement and loss of community identity. 

In response to local frustration, Barcelona has implemented stringent regulations on short-term rentals through platforms like Airbnb. These restrictions include forcing property owners to obtain a special licence from the city government to operate short-term rentals, limitations on rental periods and fines for those who do not follow the rules. This is aimed at ensuring that rental properties aren’t being taken off the market for long-term residents.

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Amsterdam, Netherlands

Around 5 million international tourists flock to Amsterdam every year. This regularly overwhelms the city’s infrastructure, which is built to cope with a population of just 800,000. Now that digital nomads have entered the picture, Amsterdam claims to be reaching breaking point. 

Like Barcelona, Amsterdam has seen a surge in short-term rentals as digital nomads settle in the city. This has contributed to housing shortages and increased rental prices, as well as strains on local infrastructure. 

As well as cracking down on tourists with their controversial Stay Away campaign, Amsterdam has also introduced measures to limit the number of days per year that properties can be rented out to foreign nationals and cracked down on illegal short-term rentals. Hosts can now only rent out their properties for a maximum of 30 nights per year. Anything above this will require a permit.

Lisbon, Portugal

Portugal was the most popular destination among digital nomads in 2023 according to Flatio’s Digital Nomad Report, attracting 27.1% of all digital nomad visits.

As such, the Portuguese capital of Lisbon has experienced a boom in short-term rentals, particularly in popular neighbourhoods like Alfama and Bairro Alto. Lisbon is currently home to around 16,000 digital nomads, all of whom are competing for the same resources as locals. 

There has been much public outcry against digital nomads from Lisbon locals, who feel that the rapid influx has led to the over-commercialisation of local neighbourhoods. In response, the city has introduced regulations to curb the conversion of residential properties into short-term rentals, aiming to preserve housing in certain districts for local residents only.

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New York City, USA

The most recent addition to the list of cities cracking down on short term rentals is New York, which has also made the move to restrict short-term rentals. 

The city government has argued that sites like Airbnb were making it too easy for tourists and digital nomads to rent apartments for short periods in one of the world’s most expensive cities, which has led New Yorkers to complain of being priced out of their own city.

With the new rules now in place, homeowners will be prohibited from renting out entire homes to guests for stays under 30 days, while short-term rentals will only be allowed for part of a home with up to two guests lodging with a host. 

The policy is designed to disincentivise landlords from renting their homes to medium-term residents while undercutting the New York rental market. Digital nomads looking to stay in New York will therefore need to find a rental for over 30 days if they’re looking for the comfort of an entire property.

Bali, Indonesia

As an immensely popular destination for expats, the Indonesian island of Bali is already taking steps to stem the flow of digital nomads.

Bali has a strict tax policy when it comes to working in the country, with working permits known to be very expensive, and in 2020 the government of Bali implemented policies intended to crack down on digital nomads working without the proper permits.

Bali bolstered this move in 2023 by creating two task forces to monitor and enforce appropriate behaviour among tourists and digital nomads – including stricter rules and harsher sentencing for crimes such as illegal driving, breaking visa rules or disrespecting holy sites.

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Wherever you go, go with total peace of mind

At William Russell, we have over 30 years’ experience of helping expats and digital nomads like you settle into their new lives overseas by providing world-class international health insurance. Plus, we produce lots of expert material to help you and your family adapt to life abroad.

Making the move to another country can be challenging. But no matter where you go, you can take one thing off your mind. With William Russell’s international health insurance policy, you’ll be covered for everything from minor injuries to long hospital stays, and we even offer medical evacuations to patients who require treatment in other countries, where it’s not available locally. Get a quote today in under 2 minutes.

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