Engage Health Group

Author: Eleanor Chilvers

  • 5 ways to buy Group Health Insurance in the US

    5 ways to buy Group Health Insurance in the US

    US Group Health Insurance is notorious for being complicated, costly, and difficult to navigate. It’s especially challenging for UK-based teams accustomed to a rather simpler – and much smaller – healthcare market. 

    In this article, we explain the five different plans through which you can buy Group Healthcare in the US:

    1. Preferred Provider Organizations (PPO)
    2. Health Maintenance Organizations (HMO)
    3. Point of Service Plan (POS)
    4. High-Deductible Health Plan (HDHP)
    5. Self-Funded Health Plan 

    We explain each of these in more detail to help you understand what may work best for your business.

     

    Need advice on how to best protect your employees in the US? Get FREE one-to-one advice from our expert international brokers on 01273 974419 or email enquiries@engagehealthgroup.co.uk. 

     

    #1 Preferred Provider Organizations PPO 

    Higher cost but a wider network of coverage

    Preferred Provider Organizations (PPO) plans give individuals and families access to a broad network of healthcare facilities, practitioners, and specialists at reduced rates. PPOs usually cost more than other health plans, mainly due to the access they provide to health providers outside of the network too.

    In other words, you’re paying for access to more facilities in more locations.

    Example of a PPO from UnitedHealthcare: 

    UnitedHealthcare’s PPO plan provides access to any doctor, clinic, hospital, or healthcare facility in their national network, and staying within this network will cut down costs. However, if you go outside of the network, costs will become higher and it’s down to you to submit claims. 

    Services include: 

    • Preventive care
    • Physicians 
    • Emergency services 
    • Outpatient care 
    • Lab, X-Ray, and Diagnostic services 
    • Pregnancy and new-born care
    • Prescription drugs 
    • Wellness services 

     

    #2 Health Maintenance Organizations (HMO)

    Lower cost but a more restricted network

    Health Maintenance Organization plans are a lower cost alternative to the PPO, in return for more restrictive services. With a HMO, you are restricted to the network of providers outlined in the plan, meaning you can’t access out-of-network healthcare services (aside from emergencies). Under a HMO plan, you must first go through a Personal Care Physician (PCP) before being referred to a specialist. This inevitably slows down the process of receiving care. 

    Example of a HMO from Aetna: 

    Aetna’s HMO offers a wide choice of providers to offer guided care and the best health services for members. It’s ideal for employers in urban areas wanting to offer a simple and convenient benefit whilst sticking to a guaranteed price range with no surprises. All members can choose their Personal Care Physician (the US version of a GP) to guide their treatment and wellbeing journey towards specialist care. 

    Aetna’s HMO plan includes:

    • In-network coverage only 
    • Preventive care 
    • PCP selection process
    • Available for fully insured customers of all sizes
    • Wellness programmes and apps

     

    #3 Point of Service Plan (POS)

    The best of both worlds option?

    A Point of Service Plan (POS) sits somewhere between a PPO and HMO. You start off by choosing a Personal Care Physician who will then be in charge of referrals to specialists and other services for care, similar to a HMO plan. However, like with a PPO plan, customers can have access to out-of-network services as well. This would at a higher cost though, compared to access under a PPO. 

    Unsurprisingly, the cost of a POS service is somewhere between a PPO and HMO arrangement.

    Example of a POS from Humana: 

    Humana’s POS service combines fee-for-service provider contracts with improved discounts, giving customers access to a broad scope of providers in their network. Its care and services include:

    • Preventive care 
    • Physician services 
    • Facility services 
    • Home healthcare 
    • Urgent care facility 
    • Maternity 
    • Basic mental health, chemical, and alcohol dependency care 

    Struggling to understand the US Group Health Insurance system? We’ll be happy to answer all your questions. Contact our team of international experts FREE of charge on 01273 974419. 

     

    #4 High-Deductible Health Plan (HDHP)

    Lower premiums but higher treatment costs

    High-Deductible Health Plans (HDHP) provide lower health insurance premiums in exchange for higher contributions towards healthcare costs. They are a great alternative plan for a company with younger employees as claims are less likely. However, if claims are being made more frequently, it could end up providing worse value through higher out-of-pocket costs per treatment. 

    Example of a HDHP from Cigna: 

    Cigna’s HDHP is combined with a health savings account which essentially blends traditional medical coverage and care with a tax-free savings account. This savings account is established through the employer to pay for any potential healthcare expenses through tax-free contributions deposited into the account. Then, the deductible is the amount you must pay for eligible health expenses before the HDHP plan provides coverage. 

    Cigna’s services include: 

    • Preventive care in-network
    • Control over spending the benefit dollars
    • Pre-tax dollar contributions 
    • Option to roll over entire health savings account each year without losing it, earning interest tax-free 
    • No referrals needed
    • Online tools and resources
    • Annual out-of-pocket maximum 

     

    #5 Self-Funded Health Plan 

    The flexible option for larger companies

    In a Self-Funded Health plan, an organisation directly insures its employees through its own funds, rather than through a third-party insurance provider. This allows companies full flexibility to choose their administrators, hospital networks, pharmacy plans, and from a selection of all the service providers. This is a great option for companies with more than 75 employees who are young and healthy and unlikely to make a lot of claims. 

    It’s important to note that many businesses going for this plan usually invest in Stop Loss Insurance too. This guarantees that the company has emergency financial back-up in case of higher levels of claims. 

    Example of a Self-Funded Health plan from Blue Cross Blue Shield: 

    Blue Cross Blue Shield (BCBS) offers different levels of Self-Funded Health plans. Organisations finance their own healthcare costs whilst taking full advantage of BCBS’s contracts and administrative services. BCBS offers, on a basic level, two options for two groups: 

    • For groups of 26 or more employees: a choice of several standard design self-funding plans 
    • For groups with more than 50 employees: even more flexibility for custom-designed benefit and self-funding plans

     

    Get in touch with the Engage team 

    Navigating the international health insurance market can be extremely confusing, no matter where your staff are located around the world and it’s incredibly important to be supporting your global teams the best you can. 

    Engage Health Group’s global reach spans 61 countries and territories. Our dynamic team can guarantee the best advice and source you the most competitive quotes in the global health and protection market. Whether you’re looking for a standalone health policy or considering a multi-country global scheme, we are here to help you find the best solutions. 

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support. 

  • Engage Health Group’s Ian Abbott announced as awards judge!

    Engage Health Group’s Ian Abbott announced as awards judge!

    The judging panel for the 2023 UK Health & Protection Awards has been announced and our very own International Director, Ian Abbott, has been selected. He will be among the industry experts making up the judging panel for the Insurer Provider Awards. 

    The UK Health & Protection Awards celebrates the very best insurance providers and intermediaries in the industry. This year’s event takes place on 11th October with around 700 advisers, insurers and industry representatives expected to attend. 

    Nick Hale, Charlie Cousins, Ian Abbott
    Nick Hale, Charlie Cousins and Ian Abbott

    “The UK Health & Protection Awards is one of the biggest nights of the year for those working in the industry, so to be invited to be part of the judging panel is a great privilege,” said Ian. “I’m looking forward to hearing about the great work that’s been done by providers to improve the experiences of individuals and businesses, as the marketplace continues to evolve to meet new demands and challenges.”

    Ian is certainly well qualified to provide expert adjudication! He has more than 16 years’ experience in the healthcare and protection industry where he has worked for some of the world’s leading insurers. This includes seven years at Bupa Global where he held senior sales roles within its corporate, SME and individual insurance divisions. 

    International employee benefits and healthcare are now Ian’s main area of focus. He leads our international team which advises clients about the best way to look after staff wherever they may be in the world. His know-how is in high demand as more and more businesses employ overseas talent, often remotely.

    Ian was a key player in launching The International Tech Pool with Allianz Care this year. The innovative health insurance scheme is designed to help give tech companies and start-ups a fairer deal on buying International Health Insurance for employees working in different parts of the world. Read more about The International Tech Pool here. 

    Seeking one-to-one professional advice regarding health insurance and employee benefits in the UK and beyond? Contact our team of impartial brokers at enquiries@engagehealthgroup.co.uk or call 01273 974419.

  • The pros and cons of hiring global remote workers

    The pros and cons of hiring global remote workers

    “Talent is distributed all over the world, and in a completely digital work environment, there is no longer a need for companies to restrict themselves to recruiting only local candidates”

    Nadia Vatalidis, VP of People at Remote talks to Business Reporter

    Are you considering hiring remote workers abroad to fill a skills gap or improve efficiencies? It’s a huge decision and careful consideration is required as things can get rather complicated, very quickly. 

    In this article, we explore the various benefits and drawbacks of hiring abroad. 

     

    Need advice on how to look after your global teams? Get FREE one-to-one advice from our team of international brokers on 01273 974419 or click on the right hand chat box. We’re here to answer all queries and deliver the best quotes available in the market today.

     

     

    The pros of hiring abroad

    1. Dip into a much larger talent pool!

    Many UK businesses are facing a struggle to find people with the necessary skills to fill vacancies. This is particularly true in the digital sector, with McKinsey predicting that demand for managers, technology specialists and health professionals could rise by nearly 20% by 2030.  

    Broadening your talent search globally is only going to increase your chances of finding people with the right set of skills – particularly in the tech sector.

    2. Take advantage of the international experience and insight

    Building a team from different parts of the world gives your business a fresh set of perspectives to draw from. Different cultures can bring fresh ideas and insights which could end up helping to further drive innovation. 

    3. Operate a 24-7 business

    If you have employees working in different time zones, it makes it possible to have teams working, effectively, around the clock. This is of great value to companies selling products internationally – there can always be a customer services professional ready to help a customer with queries.

    4. Reduce financial spend

    Hiring globally and remotely will reduce some employability costs by lowering your outgoings in real estate assets which would be much larger with a bigger domestic team. A remote workforce will lower overall maintenance costs and outgoings as staff have the ability to work from anywhere in the world. 

    And let’s also be blunt, different parts of the world will also have different minimum pay requirements, many of which will be lower than the UK.

    5. Explore new markets and build towards expansion 

    By hiring remote staff based or originating from different parts of the world, you also gain access to their knowledge of a local market. They’ll be able to tell you all about local customs and etiquette and help bridge potential language barriers. 

    In short: having employees in different parts of the world could help with the international expansion of a product or service.

     

    The cons of hiring abroad 

    1. Understanding employment regulations 

    Different countries have different employment regulations. One way or another you’re going to have to get to grips with this. Otherwise, it’s easy to fall foul of the law and incur legal fees. This is why many companies invest in an Employer of Record (EOR) or Professional Employer Organisation (PEO). These are third parties who take control of payroll, benefits and other legal requirements on your behalf.

    2. Encountering potential language barriers 

    Although English is understood and used in many parts of the world, it’s not completely universal and levels of fluency will vary. This could lead to an uneven power dynamic in the company where the more fluent speakers start to hold more influence over decision-making and get more opportunities. 

    3. Issues with communication and timing 

    Miscommunication isn’t limited to language issues, it can also apply to time zones. The feeling of disconnection across a global remote team working in different time zones is difficult to overcome. Nonetheless, businesses need to address this to ensure a positive working environment and a strong sense of identity as this can ultimately impact on customer service levels and other outputs. 

    Make sure that you understand the different time-zones your teams are working from, and schedule calls and collaborations at a time which best suits everyone.

    4. Struggling with inclusion 

    As you build a multi-cultural team across the globe, it is vital to ensure every team member and their cultures are respected and made part of the fabric of the organisation. There are many subtle cultural differences, such as the way people address each other, dress codes and religious customs, for example. If not managed properly, with the right levels of support in place, it can be a recipe for misunderstanding and offence, impacting employee relations, team morale, and business performance. 

    5. Dealing with financial demands 

    Although going global can be more cost efficient, it also comes with a few extra financial costs which must be calculated. For example, if you’re investing in an Employer of Record, implementing new comms tools or increasing your employee benefits provision – it all requires expenditure. 

    Clearly, all the outgoings need to be estimated against the financial savings you’re likely to make. It’s time to get the spreadsheets out! 

    6. Providing employee benefits

    Creating the perfect employee benefits and health and protection plan can be challenging enough in one country, let alone across multiple countries. The international employee benefits market can be harder to navigate, with a variety of products available to choose from and different legal requirements in different parts of the world.

    The good news is that an international benefits broker, like Engage Health Group, can simplify the process FREE of charge. 

     

    Going global with your benefits and support 

    As you can see, there are a variety of potential challenges and opportunities that come with hiring remote workers abroad. So, it’s important to find the right people who can help.

    This is where the Engage International team come in! 

    An independent global benefits broker, like our team at Engage, will talk you through some of the issues you might face when setting up employee benefits abroad. 

    At Engage Health Group, we have a huge global reach spanning 61 countries and territories. We can guarantee the best advice and deliver the most competitive quotes in the global healthcare and protection market to help support your remote international workers. 

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support. 

  • Managing a global workforce the smart way in 2023

    Managing a global workforce the smart way in 2023

    Today’s HR teams are scrambling to rise to the challenge of managing a global workforce. According to a survey by Remote, UK businesses are increasingly looking abroad to fill the skills gaps with a quarter seeking to hire tech talent globally, 

    So, how do you best manage a global workforce?

    In this blog post, we explore:

    • The seven biggest challenges facing global businesses and how to overcome them
    • Eight global employee benefits products which can be delivered to all employees wherever they are in the world

    Get FREE one-to-one advice and support from our team of international insurance brokers on 01273 974419 or click on the chat box to the right. We’re here to answer all queries and deliver the best quotes available in the market today. 

     

    Overcoming the 7 challenges of managing a global workforce 

    1. Cultural differences

    The challenge

    Culture differences can be subtle or profound. The way people are expected to address one another can differ from country to country and differences can extend to dress codes, religious customs and much more besides. 

    Cross-cultural communication, if not managed right, can be a recipe for misunderstanding or offence-causing. It can negatively impact employee relations, team morale and business performance.

    The solution

    Many businesses with an international footprint, invest in Cultural Training. Cultural Training programmes equip staff with the knowledge and skills they need to improve communication across different cultures and countries, lowering the risk of offending others and avoiding misunderstandings. The training can be offered to any type of team – expat staff, multi-national workforces, global leadership teams, and multi-cultural teams. It ensures staff can understand one another better and bridges the gap between different cultures within an organisation. 

    2. Language barriers

    The challenge

    Managing a global workforce with variable levels of English language fluency can cause problems. Some overseas workers may be more fluent than others – and this can lead to an uneven power dynamic where the fluent speakers hold more influence.

    The solution

    In an ideal world, everyone would have the same grasp of English. As that’s not the case, you have to ensure that those who know limited English are heard just as much as those who are fluent in it. There are plenty of tools which can help with cross-language communication, but patience and attentiveness will be vital.

    3. Time zone variations

    The challenge

    The inability to work effectively across time zones can negatively impact your organisation’s productivity and work levels. If business leadership is arranging meetings at times which are inconvenient for those working other countries, it may become a point of contention. More generally, poor time zone management can lead to a disconnect between those working in different time zones.

    The solution

    Companies must design a workflow which considers all employee’s time zones and the best ways of communicating across them. Carve out time for collaboration which suits everyone, providing a forum where everyone can express their ideas. 

    4. Team dynamics

    The challenge 

    With staff working from different international locations, gaps can form in an organisation’s sense of community. Rather than being one team, a company can become a disjointed patchwork of independently working silos. Ensuring there’s a united team spirit is a big part of successfully managing a global workforce.

    The solution

    It’s important to recognise where this workplace vibe is missing and offer engaging opportunities for social connection, team-building, and open communication. For example, a form of online social which suits everyone’s time zones – can help cultivate a greater sense of team across national boundaries.

    5. Employment regulations 

    The challenge

    Employment regulations will vary from one country to another, whether it’s related to the hiring process, benefits offered, time off and holidays. By not understanding or abiding by different national regulations, your business may fall foul of the law and earn a fine.

    The solution

    Ensure that you are fully compliant with the different employment rules and regulations in which you have employees. You may need to hire a specialist consultant. Our team at Engage Health Group can advise on all the regulations surrounding employee benefits in different parts of the world. the hiring process, benefits on offer, time off, holidays, cultural holidays. 

    6. Employee needs

    The challenge

    Every company should be sensitive to the needs of their employees. The global dynamic, with employees scattered around the world, can lead to senior management becoming more detached from the needs and wants of their people.

    The solution

    Employee needs will forever fluctuate and change, and the same can be said when it comes to global teams. So, there needs to be an ongoing commitment to seeking out employee perspectives in a structured and proactive way.

    There are a number of ways to do this:

    • One-to-one meetings
    • Team meetings 
    • Tracking HR data 
    • Tracking usage of current benefits 
    • Assess absences, productivity, quality of work
    • Utilise different communication tools e.g. online portals, emails, WhatsApp groups etc

    7. Administering employee benefits

    The challenge

    Administering employee benefits becomes more complex when you need to cover workers in different countries. For example, if you’re looking to provide health insurance to all your employees, how will you go about it?

    The solution 

    It’s often better to deliver benefits under a single international scheme with the ability to adapt and cover all staff, no matter where they are. It works as an umbrella scheme, rather than a patchwork of different policies for each location.

    Take health insurance as an example. You can invest in a single international health insurance policy which covers staff wherever they are in the world. Alternatively, you can set up several separate country-specific policies.

    8 global employee benefits which support your workforce

    As an international employee benefits consultant, we specialise in helping companies better understand the options they have available. Taking a holistic approach to your international employee benefits offerings is always the best route. That means covering all staff needs and each area of wellbeing – mental, physical and financial. 

    We’ve listed below the eight most common workplace benefits that companies offer their staff. If you’d like to discuss any of them in more detail, you can arrange a FREE chat with one of our award-winning team on 01273 974419 or use the chatbox on the right.

    1. International Health Insurance

    International Group Health Insurance gives staff access to private healthcare anywhere in the world. With a single policy, businesses can cover all countries under one scheme in one single purchase, managing everything in on place. It fulfils the employer’s duty of care, lowers failure rates of expat assignments, and reduces absenteeism. 

    Tech companies and start-ups can also apply to our exclusive Xclerate policy, which has been tailor-designed for such businesses.

    2. International Life Insurance

    Should an employee tragically die in any part of the world, a global Group Life Insurance policy will provide financial support to the employee’s loved-ones.

    3. International Employee Assistance Programmes 

    IEAP’s are often packaged with an insurance policy (but can also be purchased separately), providing staff with tools to help deal with emotional and psychological stresses. They are digital platforms providing advice and services designed to support employee wellbeing including services for one-to-one counselling, healthy eating guidance, virtual doctors, self-support tools and much more. IEAP’s can be set up and managed from one location. 

    4. International Income Protection

    International Group Income Protection provides financial support to an employee should they fall ill, wherever they are in the world. 

    Instead of the business footing the bill for staff absences, the insurance policy kicks in to cover it. Naturally, some countries (like the UK!) have statutory sick pay, in which case the income protection is paid out after that period comes to an end. 

    5. International Critical Illness Cover

    If an employee suffers a critical illness (or in some policies, a disability), this insurance policy will provide financial support to the affected employee. (International Critical Illness Cover). 

    6. Pre-assignment Screening 

    Pre-assignment screening provides a series of checks to assess the suitable of an employee for working overseas or on expat assignments. The checks include health screenings, personal evaluations, pre-trip preparation/training and family support. Pre-assignment screenings improve the chances of a successful expat assignment. 

    7. Cultural Training 

    As we’ve already mentioned, Cultural Training can be offered to any type of team – expat staff, multi-national workforces, global leadership teams, and multi-cultural teams. It ensures staff can understand one another better and bridges the gap between different cultures within an organisation. 

    8. Group Travel Insurance 

    Group Travel is for teams travelling on regular business trips and helps to reduce the burden on HR if issues are encountered along the way. It gives fast support and guidance for anything covered under the policy, including accidents, illnesses, lost possessions and travel cancellations.

    Need help managing a global workforce?

    The international employee benefits and insurance market is a tough one to navigate and can be incredibly confusing without a helping hand. The best course of action is to reach out to an independent global benefits broker to help remove the confusion and alleviate the burden when setting up a global benefits plan and managing a global workforce.

    At Engage Health Group, we have a huge global reach spanning 61 countries and territories which means we can guarantee the best advice and deliver the most competitive quotes in the market. 

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • Is there a cure for expat culture shock?

    Is there a cure for expat culture shock?

    An overseas assignment can be an exciting venture for your staff. They get to explore a new place, meet new people, and work in a very different environment. But it can also be hugely challenging and many expats find it difficult to settle into their host country and adapt to their new surroundings. 

    One study suggested that failure rates for expat assignments vary from 10% to 50% depending on the country. The experience can be distressing for staff and financially costly for businesses, with one US estimate putting the price at $1.2m per failed assignment.

    For this reason, we’re exploring the nature of culture shock and what businesses can do to address the issue and maximise the chances of a successful assignment.

    Looking for advice on how to support your international employees and expatriates? Get FREE one-to-one advice from our team of international brokers on 01273 974419 or click on the right chat box. 

     

    What is culture shock? 

    Investopedia defines culture shock as a feeling of uncertainty, confusion, or anxiety that people may experience when moving to a new country or experiencing a new culture or surrounding.

    Culture shock is completely normal when you experience and live in cultures that differ from your own. It can lead to a huge mix of emotions, from anxiety to excitement to confusion and loneliness. 

    Being subject to an unfamiliar setting, whether it’s for work, study, or retirement, can be a lot to get used to! When your staff are assigned to a new host country they will have to adapt to: 

    • A different language 
    • Different dialects 
    • Different climate and weather 
    • Different transport systems 
    • Different food customs 
    • Different hand gestures, facial expressions, greetings

    Really, the list can be endless. This leads staff to feeling: 

    • Unsettled
    • Uncomfortable 
    • Overwhelmed 
    • Frustrated 
    • Anxious 
    • Tired 
    • Homesick 
    • Out of place 

     

    There are four key stages of culture shock:

    Stage 1: The honeymoon period. This is the typical holidaymakers sense of excitement when they are in a new country. Everything’s new and exotic! This can last up to a few weeks.

    Stage 2: The frustration stage. After the initial excitement tapers off, it can be replaced by frustration as you struggle to adapt to customs, understand what people are saying and make yourself understood. To begin with, it may have been amusing. After a few months it certainly isn’t!

    Stage 3: The adaptation stage. This is when people start to feel more at ease as they successfully navigate the challenges which previously frustrated them.

    Stage 4: The acceptance stage. This is when all the frustrations have been overcome, and you start to feel at home. You may even have adopted manners from the new culture.

    As you can see, culture shock is an inevitable part of personal development.

     

    What are the effects of staff suffering from culture shock? 

    If employees or their families are unable to cope with the abrupt change in lifestyle they may experience poor mental health, including overwhelming feelings of anxiety or depression. If an employee is in the new country with a family, then relations can be strained, particularly when some family members adapt well while others are struggling. 

    Employees will only be able to perform to the best of their abilities if they are able to cope with the adjustment. If they – or their family – can’t adjust, then they are likely to return home early, at substantial cost to the business. As we’ve already mentioned, this could be as much as $1.2m per employee.

     

    7 top tips for managing culture shock

    There are many ways to prepare your overseas staff for integrating into a new culture and country. Below we have provided easy to implement tips for supporting your employees before and during assignment.  

    1. Learning languages and dialects before assignment

    Preparing with at least some basic language lessons before your staff set out on assignments will make things easier for when they first arrive. It’s important to understand that different regions in a country have different dialects too. For example, you will need to learn Castilian Spanish before moving to Northern or Central Spain. There are slight nuances and differentiations in every country, even if the language is the same!

    Offer opportunities for language classes, online or in person, or through digital apps such as Duolingo. 

    2. Create contact links between your staff and their new overseas colleagues 

    Establishing a point of contact prior to the expat assignment will give your staff familiarity with their new colleagues before they arrive. It also kickstarts their social integration, enabling them to forge contacts and relationships with people right from the start

    3. Establish a routine 

    Employees will benefit from creating a routine to help them transition to new time zones and cultures. Start by researching what a typical day in the host country looks like – working hours, eating times, bed times, siestas etc – and use as a template for a typical day/week.

    4. Help your staff research the local customs 

    Help your expats research their host culture before leaving. This could be related to general business etiquette, typical greetings, and any social faux pas that ought to be avoided. For example, the “okay” hand gesture is an insult in turkey!  

    5. Use internet resources!

    There are many online resources to help staff navigate culture shock. For example, there are countless YouTube videos, podcasts, social media handles and blogs which offer insider top tips from people who’ve been there, done it and got the “I love __” t-shirt. 

    6. Communicate regularly

    Use a variety of platforms to communicate, including video calls, messaging services, collaboration tools etc. It’s vital that your staff feel looked after and they have easy access to the business for any queries or issues.

    7. Ensure your staff put their health and wellbeing first

    Everything is made harder when you are not feeling yourself. Staff need to have the resources in place to take care of their own health needs and prioritise self-care wherever they are in the world. 

    There are many different international employee benefits on offer, and it’s incredibly important to set up a successful health plan for your global employees to not only show you are a business that cares, but also to protect the wellbeing of your teams. 

     

    5 employee benefits which support staff abroad

    Below we have listed a handful of international employee benefits and health insurance schemes to help business owners address culture shock amongst their staff. Creating a global health plan is an easy way to show you care for your team and are willing to go above and beyond for their wellbeing and success. 

    Check out these top tips here on how to develop a successful global employee benefits plan. 

    1. Cross-Cultural Training: 

    Cultural training equips staff (expats, multi-national workplaces, global leadership teams, multi-cultural teams) with the knowledge and skills to improve their communication across different countries and cultures, and to avoid any misunderstandings or offence. Ultimately, this workplace training improves communication leading to better team dynamics, improved productivity and bolstered team morale. 

    2. Pre-Assignment Screening: 

    Pre-assignment screening assesses the suitability of an employee for working overseas on assignment. For example: health screenings, personal evaluations, pre-trip preparation, family support. These tests maximise the chances of a successful assignment by checking the psychological and physical wellbeing of staff, ensuring that every potential challenge is considered before they set out. 

    3. International Business Health Insurance: 

    Global Health Insurance gives your staff access to private healthcare whenever and wherever they need it. Fulfilling the employer duty of care, it provides staff with the medical support and means to look after themselves anywhere in the world. It can massively reduce the chances of a failed expat assignment, and reduces absenteeism by potentially diagnosing health problems before they occur. 

    4. International Employee Assistance Programmes (IEAPs):

    IEAPs provide staff with the tools to help themselves manage their own wellbeing needs, helping your staff to become happier, healthier, and more at ease with whatever life abroad throws at them. The multi-lingual services and support included in the programmes means it’s easy to access support anywhere in the world and can be accessed digitally via mobile or desktop app. Services typically include counselling, financial advice, stress support and health plans. IEAPs are often packaged together with an International Health Insurance policy.

    5. Travel insurance:

    There are a variety of travel insurance schemes which can cover both groups and individuals on placement abroad. Coverage can include: lost luggage, stolen items, travel cancellations and medical emergencies. The most comprehensive forms of travel insurance will provide genuine support to both the affected employee and HR – lessening the stress and strain for all concerned.

     

    Reach out to an independent expert for support

    Anyone can experience culture shock and the consequences can be quite debilitating without the right measures and support in place to help your staff manage it. Understanding and navigating the global employee benefits market to land on the right support is crucial. 

    Engage Health Group have a huge global reach of partnerships across 50+ countries and territories, meaning our expert staff have the connections and international expertise to assess what it is you and your employees need for a successful transition and integration overseas. We aim to ensure there are no nasty surprises encountered along the way, working for your organisation to create a plan that suits your business and employee needs. 

    Get in touch with one of independent experts for the best advice and most competitive quotes on the market. 

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support. 

  • Essential guide: Inpatient care vs outpatient care UK

    Essential guide: Inpatient care vs outpatient care UK

    ‘Inpatient care’ and ‘outpatient care’ are two terms you’ll regularly come across when reading about health insurance.

    Whether you’re receiving treatment from the NHS or privately, all medical treatments can be classified as one or the other so it’s important to be clear on the distinction!

    We’ve created a jargon-busting guide on the issue of inpatient care vs outpatient care in the UK, offering clear definitions and tips on how to include one or both in a healthcare plan. 

    Get FREE one-to-one advice on how to invest in a cost-effective business health insurance plan from our team of experts on 01273 974419 or click on the right chat box. We’re here to answer all your questions and deliver the best quotes available in the market today.

    What is inpatient care? 

    Inpatient care is where a patient is admitted to hospital and has to occupy a bed for at least one night. Think of it as ‘patient-in-hospital’. A typical health insurance plan includes inpatient care in the policy. 

    Typical inpatient treatments costs covered on a private healthcare scheme include: 

    • Surgery 
    • Private hospital accommodation costs
    • Medical tests 
    • After care 
    • Drugs/dressings 
    • Specialist fees
    • Anaesthetic fees 
    • Prosthesis 
    • Cancer drugs and biological therapies 
    • Diagnostic tests / scans 

    Fees that have been incurred in hospital are covered by the insurer as long as the condition or procedure is eligible in the terms of your plan. For example, treatment for a health condition which pre-dates the start of the insurance policy will usually be excluded on the plan. 

    What is outpatient care? 

    Outpatient care refers to appointments and treatments which do not require you to occupy a hospital bed. Outpatient care is often excluded within healthcare policies, but they can be added onto a policy – though this will of course raise the premium.

    If included, limits can be applied so it’s important to check through the details of your plan to understand which outpatient treatments are covered and to what degree. 

    Outpatient services can include: 

    • Consultations with specialists 
    • Diagnostic tests e.g., blood tests, X-rays 
    • Diagnostic scans e.g., MRI, PET, CT
    • Radiotherapy / chemotherapy 
    • Physiotherapy 
    • Chiropractic 
    • Psychiatric / mental health services 
    • Annual check-ups  

    What about day-patients?

    Some treatments may require patients to occupy a hospital bed for a few hours, rather than overnight. These cases are often included as an inpatient treatment, as the form of treatment undertaken is typically covered under inpatient services. Often a doctor will make a judgement on the day as to whether a patient is required to stay overnight or not – and so it would be rather unfair if this judgement affected the insurance payout!

    Is outpatient care covered by health insurance?

    Most standard policies only cover inpatient care and treatments, but outpatient services can also be included at an additional cost. However, some insurers might already include outpatient care in their offerings but with a set of parameters and limits involved, only letting your staff to be covered up to a particular cost amount. For example, if the outpatient cost care exceeds the specified amount, costs will incur outside of the policy either to end up using the NHS services going into your own pockets. 

    Inpatient vs outpatient care: what’s the difference? 

    Inpatient care is when a patient must stay in hospital overnight for treatment. Outpatient care, on the other hand, is when a patient receives treatments and services without requiring hospitalisation… wait, is it as simple as this? 

    In short, the answer is it can be that simple! But it’s important to consider the differences in those two types of care and the difference in pricing.  

    Inpatient care:

    • Patient admitted to hospital for at least 24 hours for treatment 
    • Complex/major surgeries 
    • Treatment of traumatic injuries 
    • Specialist treatment and observation 
    • Expensive costs – includes facility-based charges and medical fees, administrative costs etc 

    Outpatient care: 

    • Patient not required to stay in hospital for treatment 
    • Minor surgeries 
    • Same day emergency service 
    • Specialist consultations, bloodwork, diagnostic tests 
    • Cheaper costs – involved only the cost of tests, staff fees, potentially medication costs too

    Need free advice and support from a health insurance broker? Contact our award-winning team on 01273 974419 or click on the right chat box. We’re happy to answer all queries to deliver the perfect insurance schemes for your staff. 

    Is there anything not included in inpatient/outpatient cover? 

    As for any health insurance plan, there are certain procedures and treatments that are not included in either inpatient or outpatient cover. 

    • Chronic conditions 
    • Routine pregnancy 
    • Congenital conditions 
    • Accident and emergencies 
    • Planned overseas treatments 
    • IVF and infertility treatments 
    • Cosmetic treatments 

    However, some specialist health insurance policies may assist in some of these areas. For example, International Health Insurance policies (a single policy designed to cover multiple countries) typically includes more health services than a regular UK health insurance policy.

    Should I invest in inpatient cover AND outpatient cover? 

    While inpatient care comes as standard, outpatient services are an added-extra certainly worth serious consideration. Outpatient care is very useful for everyday health needs and can ensure that you access medical help at speed. On the other hand, if you have relatively straightforward access to NHS services, then the extra investment in your private healthcare package might be a needless expense. 

    For businesses, it’s worth noting that the demand for outpatient cover is growing due to lengthening NHS waiting lists in many areas and rising living costs and higher demand for mental health support.

    Is a Health Cash Plan a worthwhile alternative?

    It certainly is for individuals and businesses who want to prioritise support for everyday healthcare needs. A Health Cash Plan excludes the more ‘dramatic’ health interventions provided by a regular health insurance policy and instead covers only routine health support such as: 

    • Eyecare
    • Dental check-ups & treatment
    • Health assessments/screenings
    • Physiotherapy
    • Osteopathy
    • Acupuncture
    • Chiropractor
    • Hearing aids
    • Prescriptions
    • Counselling 
    • Homeopathy

    Because Health Cash Plans only focus on routine health support, they cost less than a regular private health plan.

    Importance of seeking advice 

    Now that you understand the difference between inpatient and outpatient care you’ll have a better idea of what’s included in a policy. If you’re a business in need of extra help, then why not employee the services of an independent and award-winning broker?

    Engage Health Group will talk you through your options and  gather a variety of quotes from across the market and ensure you have the perfect combination of health coverage and employee benefits – all supplied within budget. 

    Our services come at no extra cost to your businesses. This means you get FREE specialist support in negotiating with insurance companies and ongoing access to independent advice you can trust. 

    Contact us at enquiries@engagehealthgroup.co.uk or call +44 (0)1273 974419 for FREE no-obligation advice and support.

  • How to develop a successful global employee benefits plan

    How to develop a successful global employee benefits plan

    Any company which employs people in different parts of the world faces the challenge of looking after them with an affordable and effective benefit scheme. We’re talking about the kind of benefits which protect the health, happiness, and wellbeing of global staff.

    But how do you do it?

    A huge range of global employee benefits and insurance products are available which can be used to strike the perfect balance between proactive and reactive health support, lifestyle rewards and financial support.

    This straightforward guide will take you through the key building blocks of a successful global benefits plan, as well as giving a comprehensive list of the international benefits you can select from.

    Get FREE one-to-one advice and support from our team of international insurance brokers on 01273 974419 or click on the chat box to the right. We’re here to answer all your questions and deliver the best quotes available in the market today. 

     

    Get started with these 5 top tips

    When it comes to creating an employee benefits plan that meets the needs of your global teams, knowing where to begin can be difficult. However, as brokers with international expertise we have a few tips to help you simplify the whole process and kickstart your global benefits plan.

    #1 Assess staff needs:

    The key to a successful global employee benefits plan is to provide your staff with the protection and benefits that they need. You need to know they really want and need from a health, wellbeing and lifestyle perspective.

    Ask your employees what benefits are most important to them. You can do this by providing them with a thorough list of benefits to choose from and asking them to rank in order of preference. It’s also worth leaving space for them to input their own suggestions.

    Other means of gathering staff needs, include:

    • Arranging one-to-one meetings
    • Arranging team meetings
    • Tracking HR data and demographic trends
    • Tracking usage of current benefits, if already in place
    • Assessing absence levels, alongside productivity, quality/quantity of work being produced
    • Opening up convenient systems of communication – online portals, emails, WhatsApp

    Performing a comprehensive assessment is the foundation to any successful global employee benefit plan.

    #2 Track the success of your benefits

    The same principal applies to tracking the success of your global employee benefits after they have been implemented. It’s important to review how well your chosen benefits are actually working, and if your staff are using them.

    • Are my staff using the benefits on offer?
    • Have any country-specific regulations changed?
    • Is the global benefits plan achieving your overall business objectives? Think staff turnover rates, staff satisfaction levels, absence rates and more.
    • Have employee needs changed at all? It’s important to provide a yearly review with staff for this reason.
    • Can I squeeze more value from the scheme? For example, if you have employee health insurance – is there a better deal elsewhere?

    An international benefits consultant like Engage can help on all these issues.

    #3 Strike the right balance:

    Taking a ‘blended’ holistic approach is the best way to deliver employee benefits and health insurance. That means tackling each area of wellbeing: mental, physical and financial. This should be approached in both a proactive and reactive way. Ideally, you want to be able to stop ill-health occurring in the first place, but at the same time be able to provide a safety net to help staff out when they do become ill or injured.

    Here are some ideas:

    Proactive health support: Private Healthcare schemes (often includes added extras which offer proactive support), Cash Plan schemes (for everyday health needs) and wellness tools (digital platforms, apps and Employee Assistance Programmes).

    Reactive health support: Private Healthcare, Cash Plans, Critical Illness Cover.

    Financial support: Income Protection, Life Insurance, bonus schemes, travel cost reimbursement, retail discount schemes and more.

    Lifestyle perks: flexi-working and remote working arrangements.

    Fun perks: staff socials

    Striking the right balance will ensure all your staff get something out of your benefit scheme.

    #4 Get to know your locations:

    You must be knowledgeable about the different international locations your staff are working from – or at least ensure you’re working with a broker who is!

    It’s vital to be aware of the different standards and requirements countries have in place. For example, in the US, UAE and Saudi Arabia companies must have health insurance for their employees.

    Each country will also vary massively in terms of their culture, so getting to grips with local etiquette will go a long way.

    #5 Prepare your employees for overseas placements

    The most common reason that expat assignments fail is due to culture shock and disrupted family relations, with failure rates sat between 10% to 50%. Preparation is key which is why pre-assignment screening and cultural training is so important.

    Pre-assignment screening provides a risk assessment for any staff member who is being considered for an overseas placement, while cultural training helps bridge the gap between different cultures within an organisation – with specific modules available for expat employees.

    But of course, open lines of communications must be maintained during a placement so that if any problems arise, help is on hand.

    Need FREE one-to-one assistance from an international benefits consultant? Contact our award-winning brokers on 01273 974419 or click on the right chat box. We’ll be happy to answer all your questions and help you deliver the perfect benefit scheme for your global workforce.

     

    Global employee benefits and health insurance

    International Health Insurance:

    Global Health Insurance gives staff access to private healthcare anywhere around the world. It gives staff the medical support they need, wherever and whenever they need it. It fulfils employer duty of care, reduces failure rates of expat assignments, and reduces absenteeism by diagnosing problems often even before they occur.

    International Group Life Insurance:

    International Group Life provides financial support to a team member’s loved-ones in the event of their passing away. It reassures your staff that their family/loved-ones are looked after if the worst-case scenario occurs. It’s also a relatively low-cost global insurance plan.

    International Group Income Protection:

    Essentially a form of sick pay, International Group Income Protection provides financial support to employees in the event of them falling ill, anywhere in the world. Usually, businesses will foot the bill for staff absence, but this covers the costs, helping businesses avoid a potentially huge financial hit whilst giving staff the financial support they need.

    International Group Critical Illness:

    Similar to Group Income, International Group Critical Illness provides financial support to staff suffering from a serious illness or, often in some policies, a disability. Employees are provided with the financial means to support themselves and their families in the absence of a regular and guaranteed income.

    International Employee Assistance Programmes (IEAPs):

    IEAPs are often included within an insurance policy, providing staff with the tools to help themselves deal with emotional and psychological stresses. Ultimately, it’s helping them become happier, healthier, and more at ease with whatever life and work throws at them. A digital platform is included with the IEAP, allowing access to practical health and wellbeing support via a mobile or desktop app. International services offer multi-lingual support including: counselling, financial advice and stress support.

    Group Travel Insurance:

    Group Travel Insurance provides cover for staff travelling abroad. Accidents, illnesses, lost possessions, travel cancellations and more can be included with a group policy. This is a great insurance policy for teams often travelling on business trips as it reduces the burden on HR if staff encounter any issues while away. Group Travel gives fast support and guidance for all issues highlighted under the policy, and some now can even include Covid cover.

    Pre-Assignment Screening:

    These include a series of checks to assess if an employee is suitable/a good match for working overseas or expat assignments. Pre-Assignment Screening can include health screenings, personal evaluations, pre-trip preparation/training, and family support.

    This benefit is only going to maximise the chances of a successful assignment where the checks target the psychological and physical wellbeing of your teams before setting off. This ensures there are no potential challenges that have been missed.

    Kidnap and Ransom Insurance:

    Kidnap and Ransom provides support to businesses if an employee is kidnapped or held hostage. The policy covers consultancy costs (hostage negotiators), care expenses for physical and mental needs, legal costs, and employee replacement costs. This insurance policy can be vital for businesses that operate in areas of the world prone to incidents and dangerous circumstances, or if companies have high net-worth individuals. It helps to protect both staff and business, during and after incidents, ensuring everyone involved is covered and supported.

    Cultural Training:

    Cross-cultural training equips staff with the knowledge and skills to improve their communication across different cultures and countries, and to avoid any misunderstandings or cause offense. Cultural training can be offered for any type of team, from expats, to multi-national workforces, to global leadership teams, and multi-cultural teams. Team dynamics, productivity, morale, and mutual respect can be improved with a well-designed programme.

    Click here for a wider in-depth look at what international benefits are on offer. Or check out some additional global employee benefits that can be included in your plan.

     

    Get free help from an independent broker

    Understanding and navigating the global employee benefits and international health insurance market can be incredibly confusing without a little guidance. Reaching out to an independent international benefits broker and expert helps alleviate any burden and stress from the process of setting up your benefits plan.

    At Engage Health Group, we have a large and wide reach of global partnerships spanning 50+ countries and territories, enabling us to give the best advice and source the most competitive quotes in the market. Our aim is to ensure there are no nasty surprises encountered in the whole process, working for your organisation and needs to create the ideal global employee benefits and international insurance plan to suit your business.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

     

  • Group Dental Insurance is underrated. Here’s why…

    Group Dental Insurance is underrated. Here’s why…

    Almost two in five (39%) of UK adults don’t see a dentist regularly and, over the last year, around six million have experienced long-lasting pain (more than two weeks) caused by toothache, according to National Smile Month. 

    This is why we feel dental health is an underrated element of a company’s healthcare plan. It encourages staff to have regular check-ups, thereby preventing future problems from developing.

    It also has the bonus of being a low-cost benefit to provide.

    Group Dental Insurance enables your staff to claim back the cost of any dental treatments and procedures – whether it’s on the NHS or via a private dentist. It has become one of the fastest growing benefits in the UK, partly because the whole workforce can benefit. 

    This article details the benefits of offering dental coverage, lists some of the services offered and provides example costings.

    Need a FREE chat with an award-winning broker to help find the perfect blend of health insurance policies for your staff? Contact our independent advisers on +44 (0)1273 974419 or click on the bottom right chat box. 

    Prevention: Don’t wait for the dreaded toothache!

    Prevention is always better than cure when it comes to health and wellbeing. The same applies to dental care. Regular check-ups will highlight any areas you need to be working on, whether it’s brushing or flossing your teeth more often or tackling a penchant for sugary drinks. 

    A dentist will also pick up on any potential issues before they become a major problem and may divert you to a hygienist who will give your teeth a deep clean – you might be surprised by just how much better they feel! 

    Too many people take oral health for granted, and only arrange to see a dentist when the damage is done. By offering dental coverage as an employee benefit, workers will be prompted to book an appointment and start to take a proactive approach to their oral health. This will decrease the likelihood of them needing to take days off due to an excruciating toothache. 

    Remember, even the NHS charges a small amount, so a dental plan will be highly valued by those who would otherwise struggle to afford it. and may reduce absenteeism. 

    Insight: Your mouth reveals more than you think

    Regular check-ups pick up on more sinister warning signs of poor health. Picture your mouth and teeth as a window into the overall health of your body and mental wellbeing – often very early symptoms will appear in your mouth before anywhere else. Nearly 9 in 10 diseases cause symptoms in your mouth, making a dentist vital in spotting potential health conditions. 

    Potential symptoms to look out for include: 

    • Gum, tooth, and jaw pain 
    • Bleeding gums 
    • Loose or lost teeth 
    • Recurring bad breath 
    • Sores, irregular patches, lumps in the mouth

     The causes of these symptoms can be: 

    • Stress
    • Other heart attack symptoms 
    • Gum disease
    • Diabetes
    • Osteoporosis 
    • Sinus infections 
    • Chronic lung infection 
    • Liver/Kidney disease 
    • Oral cancer 
    • Gastrointestinal issues 

    Having dental insurance at your staff’s disposal helps them recognise if there are any serious issues with their health.  

    Price points: Covering the cost of NHS and private dental care 

    Unlike GPs, NHS dentists charge for check-ups and treatments. While it’s cheaper than private schemes, it’s still not super cheap! The NHS have divided dental care into three price bands: 

    Band 1: 

    • £23.80
    • Examinations, diagnosis, advice inc. X-rays, scale and polish, planning for further treatments

    Band 2: 

    • £65.20
    • All treatments in Band 1
    • Additional treatments e.g., fillings, root canal, tooth extractions 

    Band 3: 

    • £282.80 
    • All treatments in Band 1 & Band 2
    • Complex procedures, e.g. crowns, dentures and bridges 

    Investing in dental insurance is relatively cheap for businesses and will provide peace of mind for your staff financially when it comes to dental emergencies. Staff have help covering the costs, have access to more services, and can avoid lengthy waiting lists. 

    Here are some examples of dental cover pricings: 

    NHS cover: 

    From £5.60 per employee per month 

    NHS cover & basic private cover:

    £9.20 – £11.10 per employee per month 

    NHS cover & mid-range private: 

    £18.25 – £24.70 per employee per month

    NHS cover & comprehensive private: 

    £28.60 – £35 per employee per month 

    Dentistry offers more services than you think

    Company Dental includes a huge range of procedures, covering many aspects of health and wellbeing, as well as offering the option to include partners and dependents into the plan. But do keep in mind, the services included in each policy will vary. Here are some of the services that can be offered within a dental plan: 

    • Check-ups
    • Orthodontic treatments
    • Crowns 
    • Mouth cancer 
    • Scale, polish, hygienist
    • Bridges
    • Implants
    • X-rays 
    • Veneers
    • Dental accident/injury 
    • Fillings
    • Dentures
    • Root canal 

    Different ways to buy Group Dental Insurance

    Group Dental Insurance can be purchased in a variety of ways. Firstly, as a standalone product which can be tailored to fit your business needs. Or it can be accessed as an add-on within a wider Business Health Insurance plan or within a Health Cash plan. As part of a Group Health policy, the dental services aren’t usually as comprehensive as a standalone product, typically operating as a low level cash back – but it can still offer meaningful support to your staff!

    There are many insurance providers offering dental cover. Below we have listed some of the main players:

    However, just as it is with general Business Health Insurance, the process can be tricky to navigate and easy to get lost in what feels like endless terms and conditions. Seeking out some extra advice and support from an independent insurance broker is the recommended route forward. 

    At Engage Health Group, we help you get the perfect employee benefits and health insurance policies for your staff and business, working on your behalf to ensure you avoid any nasty surprises along the way. We specialise in negotiating with insurance companies and find the best quotes possible for your business, completely FREE of charge. 

    Contact us at enquiries@engagehealthgroup.co.uk or call +44 (0)1273 974419 for FREE no-obligation advice and support. 

  • How to gather the best International Health Insurance quotes

    How to gather the best International Health Insurance quotes

    International Health Insurance is one of the most expensive types of insurance available, not just due to its global reach, but also due to the superior depth of coverage it offers compared to a typical health plan. 

    The international health market is also notoriously difficult to navigate due to its sheer complexity. This is why enlisting the help of a broker is always recommended (and often necessary) before making any financial commitment.

    This article reveals how you can access the most competitive International Health Insurance quotes and decipher their value in this confusing global space. 

    Looking for the most competitive quotes on International Health Insurance? Our award-winning team will work across the whole market to deliver FREE quotes and support – with no contractual obligations. Call +44 (0)1273 974419 or click on the bottom right chat box. 

     

    2 Methods for finding International Health Insurance quotes 

    Finding the best quotes for International Group Health Insurance policies can be tricky due to the wide range of services on offer. There are so many features to consider and, often, so many tiers of coverage available from each provider.

    However, there are only two main ways of finding quotes. The first option is to go direct to an insurer and liaise with them directly. The other option is to enlist a broker. 

    Let’s look at the pros and cons of each method.

    Method 1: Go direct to the insurer: 

    You can choose to go direct to the insurer and gather quotes from them yourself. But it’s vital to cast your net as wide as possible rather than be persuaded by the first sales pitch you encounter. 

    Instead, you should gather a wide range of quotes and wrap your head around the inclusions and exclusions stipulated in each one, before drawing any conclusions. Yes, it’s a hefty research project!

    There’s a huge array of international insurance providers to pick from, with market leaders including: 

    • Aetna International 
    • ALC Health
    • Allianz Worldwide Care 
    • April International 
    • AXA Global Health
    • Bupa Global 
    • Cigna Global 
    • Freedom Worldwide 

    To only name a few!

    Each insurer offers a range of international private medical insurance products, extra add-ons, and specialised services for you to peruse. Some insurers have a strong reputation in Europe, others might have greater clout in the Middle East, so it’s important to understand each one’s key strengths and weaknesses as this affects the service your employees will receive. 

    With these huge capabilities comes confusion especially when international products need to be specifically designed for different territory requirements e.g., the Middle East, the USA, and parts of Asia. 

    So, if taking this route, take your time and fully understand what it is you are looking for in your International Health Insurance quote before diving in. 

    Method 2: Enlist an independent broker

    The easiest, and most strongly recommended, course of action is to seek out independent expert advice. An independent broker like Engage will be able to gather quotes from across the market on your behalf without charging a penny. Just be sure that your broker is genuinely independent and not simply working as a sales funnel for one or two providers. Check that they have AMII membership!

    At Engage, we begin by having conversations with clients, asking them about their business and their specific needs. What is the nature of their global operation? How many employees do they have? Across how many countries? 

    Often, businesses – usually their HR teams – will have plenty of questions for us too.

    Once the initial mutual fact-finding mission is over, we get to work on gathering quotes on policies which match their requirements, while the client gets to… Well get back to their day job.

    Further reading: How international insurance brokers operate and how they can help your business. 

     

    Why the lowest price isn’t necessarily the best value 

    Often businesses are persuaded by the lure of lower price points. There are two key things you need to think about. Firstly, is it going to match the needs of your business and your people? Secondly, are there any nasty surprises in store further on down the line?

    Does it match the needs of your business?

    Let’s consider the first point. Businesses invest in health insurance policies for a reason. But if the features of the policy are stripped back too much, it will fail to deliver the value you hoped for. For example, if an employee requires medical attention but struggles to access any healthcare facilities nearby, then the policy is clearly failing to deliver on its purpose.

    Alternatively, they may lower the maximum payout amount. Which means that if you make claims above a certain amount, the insurance won’t cover it.

    Taking the time to assess the needs and requirements of staff and your business is vital before committing to an international health insurance policy, as what is excluded might be exactly what you are looking for. 

    The options are vast, but useful add-ons can include: 

    • Private doctor visits 
    • Accident / emergency admissions 
    • Emergency evacuation / repatriation 
    • 24/7 multi-lingual medical helpline 
    • Maternity benefits 
    • Wellness benefits and health screening 
    • Optional dental / optical benefits 

    Is the lower premium lining up higher costs down the line?

    There are many ways that a health insurance premium can be lowered. A couple of such ways is to increase the excess or apply a co-pay. The excess is the amount you agree to pay towards a claim before the insurance kicks in to cover the rest. This means businesses must balance the financial benefits of a lower premium (initial policy cost) with a higher excess or vice versa. As a broker we’re able to advise on how best to address this balance. A co-pay works in a similar fashion but is applied each time a member receives treatment and is typically a percentage paid by the member and the insurer will pay the rest.    

    Looking to create an international employee benefits plan for your global teams? Contact our team of AMII-accredited experts for FREE quotes and advice. Call +44 (0)1273 974419 or click on the bottom right chat box. 

     

    8 factors affecting the price of your quotes 

    No international insurance policy is going to be the same as the next; all quotes are based on specific details of each business’s unique makeup. Below, we have listed eight factors impacting your international health insurance quotes. 

    1. Level of coverage selected – inclusions/exclusions
    2. Countries included in the plan (the US often increases the cost considerably)
    3. Cost control features – such as maximum payout amounts and excess
    4. Number of employees covered 
    5. Demographics and risk profile of your employees
    6. The scope of hospital choice
    7. Nature of your business and industry (some have higher risk profiles than others)
    8. The pricing scheme – either ‘Community-Rated Pricing’ (premium renewal calculated based on the claims history of a pool of businesses) or ‘Claims-Rated Pricing (premium calculated on your own claims history – not available for every company).

     

    The expertise of Engage International 

    Navigating the international employee benefits market can be stressful process if you’re not in the know. Reaching out to an independent international benefits broker can help alleviate the strain and ensure HR budget is spent wisely. 

    At Engage Health Group, we help to ensure there are no nasty surprises encountered along the way, working on your behalf to create the perfect blend of employee benefits and international insurance policies to suit your specific business needs. We have a large reach of global partnerships spanning 50+ countries and territories, enabling us to deliver the best advice and source the most competitive quotes available on the market. 

    Contact us on +44 (0)1273 974419 or click the contact form on the right for a FREE consultation. We’ll help plan and deliver the best international scheme for your business at no extra cost. 

  • 5 essential insights from our most-read posts of 2022

    5 essential insights from our most-read posts of 2022

    The end of the year is quickly approaching, and what a year it’s been! From shifting work trends, to dealing with the rising costs of living – and doing business, it’s been a challenging and transformative year. 

    Now’s an opportune moment to pause and reflect. That’s why we’ve compiled our top five most-read blog posts from the year, pulling out the key lessons to be learnt from each one. 

    Engage Health Group is an award-winning brokerage offering FREE one-to-one advice about employee benefits and health plans. Call us on 01273 222805 or click on the bottom right chat box.

     

    1. A beginner’s guide to financial and non-financial rewards 

    Our number one most-read blog this year was about financial and non-financial rewards and how businesses can help their staff during difficult times. 

    Financial rewards aim to motivate and inspire staff to perform well and focus on reducing money-related stress, and boosting employees’ confidence with finances. These can include performance bonuses, discount schemes, health insurance schemes and much more.

    Non-financial rewards are a means of showing appreciation and recognition by addressing an employee’s personal and lifestyle needs. They can include flexible working arrangements, career development schemes and more.

    Key lesson: 

    The best way to create a supportive work environment is to combine both reward systems. Everyone is driven by different needs and motivations, a one-size-fits all approach just isn’t going to cut it. So find out what your employees want most!

    Why read? 

    This blog offers many different examples of financial and non-financial rewards, providing inspiration for the various ways your business can reward staff. 

    Read in full: A beginner’s guide to financial and non-financial rewards 

    2. Gen-Z are pushing for a greener approach to business: employers take note!

    Next up on the list is our article on Gen Z – the youngest generation in the workforce. There’s been much talk recently about Gen Z shifting the dynamics in the workplace, bringing many different demands and priorities with them. This article focuses on one particular issue that Gen Z are passionate about – business sustainability.  

    Business sustainability refers to a forward-thinking approach to employee wellbeing, community wellbeing, environmental standards and a company’s wider societal impact.  

    Key lesson:

    If you want to remain a highly sought-after employer, then adapting to the expectations and priorities of Gen Z is key. Practicing business sustainability is one way a business can make themselves an attractive proposition.

    Why read? 

    This article offers insight into how business priorities can adapt to the new generations entering the workforce. It also provides statistics on sustainability and Gen Z’s priorities as they enter the working world. 

    Read in full: Gen-Z are pushing for a greener approach to work and business sustainability: employers take note!

    3. 12 reasons why corporate wellness programmes fail, according to industry insiders 

    Third on our list, this popular article is a compilation of insights from 12 experts in the corporate wellness field, providing an authoritative round-up of the reasons why corporate wellness programmes fail. The blog questions why, despite businesses making significant investments, many are still failing to provide a return-on-investment. 

    To recap: corporate wellness programmes are there to support the overall health and wellbeing of a company’s employees. It aims to help employees feel healthier, energised, and less likely to become ill. 

    Key lesson: 

    As David Sherman, Head of Wellbeing and Engagement at YuLife says: “Regular assessment is key. You need to assess how your people are responding to your wellbeing programme. Are they aware of it? Are they utilising it? If you’re offering any benefits, look at take-up. Ask for reports. Seek out engagement stats.”

    Too often, businesses launch it, leave it and then wonder why it’s not delivering.

    Why read? 

    The article offers direct insights from experts in the industry, broken down into common problems, but also includes our own insightful suggested action points.

    Read in full: 12 reasons why corporate wellness programmes fail, according to industry insiders 

    4. Is it possible to find health insurance that covers HRT? 

    A topic that has gained much attention in 2022 (and rightly so!) is how employers and businesses can better support staff going through the menopause. So it’s no surprise that number four on our list is a blog addressing the many enquiries we have received about access to Hormone Replacement Therapy through Business Health Insurance. We broke down the details of how you can access this in your policy and provide different ways of supporting your staff. 

    Key lesson: 

    The workplace has a huge role to play when it comes to looking after their female staff and protecting their health – 3.5 million women over the age of 50 make up the UK workforce!

    Employers can help by offering: 

    • Remote/flexible working 
    • Adjustments to the workplace environment e.g., access to bathrooms, fans on desks 
    • An open and communicative space for understanding 
    • EAPs which include a wide variety of health and emotional support tools
    • Health Cash Plans – which assist with everyday health needs
    • Specialised designed products such as Bupa’s ‘Menopause Plan’ 
    • Feature rich insurance products such as International Health Insurance

    Why read? 

    This blog reveals why it’s so important to support staff going through the menopause and offers a range of ways that employers can help. 

    Read in full: Is it possible to find health insurance that covers HRT? 

    5. Top 4 borderless benefits for your international teams 

    Our final most-read article discusses four benefits that can be offered to your global employees: 

    1. International Group Life Insurance 
    2. Cultural Training programmes 
    3. International Employee Assistance Programmes 
    4. International Group Income Protection 

    This blog also explores the growing trend of UK businesses employing overseas workers and how this brings with it a complex mix of benefits and challenges.

    UK organisations usually employee international staff in one, or more, of the following ways:

    • Remote working expatriate staff 
    • Remote working local nationals
    • Satellite offices in different countries
    • Leadership teams/employees with global mobility 

    Key lesson: 

    International benefits are usually a sizeable investment, so it’s vitally important that you get access to independent expert advice before taking the plunge. As an employee benefits consultant with international expertise, the advisors at Engage will ensure that you make a wise investment and gain maximum ROI – and we won’t charge you anything for our services.

    Why read? 

    This blog can be a great starting point for any business looking into international employee benefits. It details four specific benefits, providing clear explanations and reasons why you might invest in each. 

    Read in full: Top 4 borderless benefits for your international teams 

     

    Getting help from the experts 

    This time of year marks a fantastic opportunity to review your existing employee benefits and health insurance plans. For first time buyers it’s an ideal time to start planning how you will best reward your staff – and ensure they remain happy, healthy and committed to giving their best. 

    Enlisting the help of an employee benefits and healthcare broker will make this process much easier! 

    At Engage Health Group, we ensure there are no nasty surprises within the details or your policies and work on your behalf to get you the best arrangement possible to protect your staff and business. 

    Contact us at enquiries@engagehealthgroup.co.uk or call +44 (0)1273 974419 for FREE no-obligation advice and support.