Employee wellbeing webinars
Employee wellbeing webinars for international teams
For companies, international schools, universities, and NGOs with relocated and international employees.
Your company is probably already paying for mental health support its international employees will never use. Traditional Employee Assistance Programs report engagement rates between 3 and 8 percent of eligible employees, with a median around 5 percent (industry utilization data). For an employee working in their third language, thousands of kilometres from anyone who knew them before, that is not a communications problem. It is a fit problem.
A generic counsellor cannot understand what it costs to be the only person in the room who does not get the joke.
The problem
Why employees do not use the support you already provide
International employees often do not use employer mental health support because the offer feels mismatched to their language, culture, and risk. If asking for help could make them look unable to cope abroad, silence can feel safer than contacting a generic provider they do not trust.
Traditional Employee Assistance Programs report engagement rates between 3 and 8 percent of eligible employees, with a median around 5 percent (industry utilization data).
In the UK, roughly 5 percent of employees access their EAP, in part because around 60 percent of initial calls are redirected to self-help or external charities (EAPA UK and industry reporting).
The World Health Organization estimates 12 billion working days are lost globally each year to depression and anxiety, at a cost of roughly US$1 trillion in lost productivity. For international staff, the specific failure is language, cultural fit, and the incentive to stay silent.
Budget risk
Why this matters to the budget
The budget risk is not only the webinar fee. For international employees, untreated distress can become absence, resignation, replacement cost, and lost relocation investment. A webinar is a low-friction way to surface risk early before an expensive assignment or key hire breaks down.
SHRM estimates that replacing an employee costs between 50 and 200 percent of their annual salary. For a relocated hire, that sits on top of a relocation package the company has already paid for. Losing one international employee is not one loss. It is the relocation spend, plus the replacement cost, plus the vacancy.
Frequently cited industry figures put international assignment failure at around 40 percent, with INSEAD research placing the range between 10 and 50 percent depending on destination. Estimates vary widely and should be treated as directional.
WHO reports that for every $1 invested in scaled-up treatment for depression and anxiety, there is an estimated $4 return in improved health and productivity.
What you get
What the company gets
The company gets a live, practical wellbeing session designed for international teams, plus materials HR can keep using afterward. The format is online, flexible in length and group size, led by a licensed expat-aware psychologist, and built around questions employees can safely ask.
- A live session, typically 60 to 75 minutes
- Flexible duration and group size, because every organization is set up differently
- Online delivery for distributed or hybrid teams
- A licensed, expat-aware psychologist as host
- Live Q&A included
- A recording option
- Take-away documents HR can distribute after the session
The webinar does not end when the call ends. HR keeps something it can circulate, reference again, and use to make support feel visible after the live session is over.
Topics
Webinar topics
Webinar topics should help employers understand the predictable pressure points behind international employee risk. The strongest sessions connect daily work outcomes to relocation, burnout, family adaptation, and manager awareness, so HR can support people earlier instead of waiting for absence or resignation.
The first 90 days
Relocation failure is usually an adjustment problem, not a skills problem. This topic helps employers understand the first months abroad as a performance risk shaped by belonging, routine, family pressure, and cultural orientation.
Burnout in international teams
International teams often work across time zones, in a second language, without a local support network. This session helps employers identify the work patterns and communication norms that can turn normal pressure into burnout risk.
Supporting the accompanying partner and family
Family strain is one of the most common reasons assignments end early, and one employers often cannot see. This topic helps HR account for partner isolation, children's adaptation, and household stress before it affects retention.
For managers: noticing the signs early
Managers are often closest to the first signs of trouble, but least sure what to say. This session helps them recognize that an international employee is struggling before the pattern turns into withdrawal, absence, or resignation.
Topics can be combined or adapted to the organization.
Seminars
Seminars use the same live group format as webinars, but they go deeper into one theme and leave more room for discussion, application, and questions. This page covers both webinars and seminars, because companies often choose between them during the same planning conversation.
Why this is not a generic wellbeing webinar
This is not a generic wellbeing webinar because the presenter is a licensed clinician, not a wellbeing generalist. Expathy psychologists are themselves expats, matched to clients by native language and cultural background, so the session starts from lived international experience.
For the wider B2B support menu, see our full company offer.
How it works
How it works
The process is simple: a company books a short call, agrees the theme and audience, then Expathy delivers the session live with Q&A. Afterward, HR receives the optional recording and take-away documents, so the value continues after the webinar ends.
- Step 1
Book a 15-minute call with a real person.
- Step 2
Agree the theme, the audience, and the date.
- Step 3
We deliver the session live, with Q&A.
- Step 4
You receive the recording, optional, and the take-away documents for your employees.
Trust and confidentiality
Trust is the condition for any employee wellbeing support to work. Expathy keeps the employer relationship clear: sessions are delivered by licensed psychologists, employees are not individually reported back to HR, and confidentiality is treated as absolute throughout every company engagement.
- All sessions are delivered by licensed psychologists.
- No individual employee data is returned to the employer.
- Confidentiality is absolute.
Book a 15-minute company call
Book a short call to decide whether a webinar or seminar is the right fit for your international employees and organization. You will speak with a real person about audience, timing, topic, and format, not complete a generic request form.