How to your support digital nomad employees

If you’re thinking about embracing digital nomadism as a benefit for your employees, or maybe you’ve already taken the leap, it’s important to make sure that your policy is underpinned by a robust support framework. Out of sight shouldn’t mean out of mind. Based on a recent survey of 1001 UK workers*, this article will look at what’s important to employees as they think about becoming a working nomad and how you can lend a hand as their employer. 

Healthcare, everywhere 

High on the priority list of things they’d need to be successful on their digital nomad adventures was medical care. Specifically access to good quality healthcare, which was an important factor for almost half of our respondents (48%).   

But the cost of this was a consideration, and expensive medical bills were a looming concern for over a quarter (26%) of workers. Despite 38% saying they would pay for international medical insurance to cover their health expenses, 32% still said they would return home for treatment rather than face insurance or in-country costs. 

Yet, when asked what type of medical cover would be most important for their nomadic lifestyle, fully comprehensive health insurance came out on top for over half (55%) of respondents, which presents an opportunity for employers to plug the gap by offering physical and financial support. 

Pairing a digital nomad policy with international medical cover gives your workers two benefits for the price of none, not to mention the reassurance, readiness and reliability they need when it comes working abroad. From an operational standpoint, it also means fewer day-to-day disruptions — your employees take less time off to travel for medical treatment and any health concerns can be addressed quickly and locally. 

Connection is key

Being on the move and prioritizing travel can make it harder for digital nomads to build deep and lasting relationships. In direct comparison to expats, who have a more permanent relocation agenda, their social needs are more fluid. Our respondents shared how language barriers (35%) and cultural differences (31%) could make things more challenging, but 21% said that maintaining connections with colleagues at home was also important. 

As an employer, facilitating these connections and setting up regular touchpoints with your nomadic workers will be essential for their wellbeing. Consider establishing communication expectations to bridge gaps in time zone differences and implementing digital tools to make collaboration easier. Streamlining these processes will help your nomadic workers feel integrated, even if they’re working a continent away.

However, over a third of employees (35%) said they’d also need access to a support network of other digital nomads in order to be successful on their temporary ventures, increasing to 38% for respondents with a family. This support could come in the form of encouraging them to join travel groups, such as MeetUp, or even providing a monthly allowance to help them book co-working spaces and meet new people.  

Personalised support

Yet, even with these in place, your digital nomads may still struggle to find the connections they need. This was a very real prospect for our respondents, with 27% citing loneliness as one of their worries about working remotely abroad. 

As an employer, it’s essential to have personalised wellbeing strategies and services that care and cater for your digital nomads in situations of emotional vulnerability, and some global health insurance policies can also help with this. Mind health services, delivered through group healthcare cover and aimed specifically at supporting individual mental wellbeing can provide your employees with unbiased and easily accessible support without them needing to engage with your existing occupational health services. 

From our survey alone, 22% of workers said that of all the types of medical cover, including paediatric services and management for chronic conditions, access to mental health services would be one of the most important for their digitally nomadic life.

A summary

Supporting your digital nomads goes beyond simply allowing remote work—it requires a well-rounded approach that prioritises their healthcare, connectivity and emotional wellbeing. By offering comprehensive medical insurance, helping them to foster social connections, and providing access to mental health support, you can create a framework that empowers your employees to thrive. Investing in these key areas not only enhances their experience but makes sure they remain engaged, productive and committed to your organisation—no matter where in the world they choose to work.

At AXA Global Healthcare, our tailored business plans provide all the medical cover you need, no matter how many employees you have. Find out more here.

_{*Research was carried out online by Research Without Barriers – RWB. All surveys were conducted between 12 November 2024 and 19 November 2024. The sample comprised 1,001 UK workers who could work online remotely for an extended period. All research conducted adheres to the UK Market Research Society (MRS) code of conduct (2023). RWB is registered with the Information Commissioner’s Office and complies with the DPA (2018).}