Cigna Healthcare International Health Study – how to ensure globally mobile employees thrive

Working abroad as an expatriate offers many challenging yet rewarding opportunities for personal and professional growth. With higher levels of both well-being and stress compared to locals, Cigna Healthcare International Health delves into the vitality profile among the globally mobile.

Working abroad as an expatriate offers many challenging yet rewarding opportunities for personal and professional growth. Globally mobile individuals – those living and working overseas – are a unique subset of the workforce. This category of employees comes with a particular set of characteristics, motivations and needs.  

The globally mobile generally display high levels of satisfaction with their relocation, with 75% perceiving their move as ‘very’ or ‘somewhat’ successful. Additionally, 39% of those who are globally mobile currently are likely to remain so for the next year. This demonstrates a determination to maintain their mobility, as well as overall well-being, which taken together indicates an inherent trait of adaptability. With higher levels of both well-being and stress compared to locals, Cigna Healthcare International Health delves into the vitality profile among the globally mobile group, the challenges they face that drive overall well-being, and how employers should consider supporting employees navigating the obstacles of an international move.  

The appeal of living an internationally mobile lifestyle remains strong. Incidence of globally mobile individuals was 8% in 2024, and 20% of those surveyed who do not live abroad said they would be likely to relocate in the future. The top four expat destinations were Canada, the United States, United Kingdom and Australia. These trends underscore the need for deeper examination into the motivating factors propelling global mobility, people’s preferred destinations, and the enduring allure of living and working abroad, especially against the backdrop of economic uncertainty. 

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