Engage Health Group

Author: Mel Dixon

  • AXA Global Healthcare: is it the right option for your business?

    AXA Global Healthcare: is it the right option for your business?

    AXA Global Healthcare is an International Health Insurance product available to both UK individuals and businesses. Essentially, it’s a single policy which can be used to provide health coverage in multiple countries.

    But what do our expert brokers think?

    Engage Health Group’s International Director, Ian Abbott, and Senior International Manager, James Carrick, provide their expert insight into AXA’s international health insurance products and the level of service customers can expect.

    Contents:

    • An overview of AXA Global Healthcare
    • The AXA Global product range:

    – Personal
    – Small business
    – Medium-sized business
    – Large corporate business
    – NGOs and IGOs

    • The broker’s verdict: Key strengths & issues to consider
    • Summary: Is AXA Global Healthcare right for you?

     

    Would you rather speak one-to-one with an AMII-accredited independent expert? We’ll advise on the various health insurance options available for your global business. Call 01273 974419 or email enquiries@engagehealthgroup.co.uk

     

    AXA Global: a brief overview

    AXA Global Health Insurance logo

    AXA Global Healthcare is one of the leading providers of International Health Insurance, with a particularly strong reputation across Europe. Its core international products consist of the following plans:

    • Personal: for individuals and families
    • Small business: covering businesses with 1-74 employees
    • Medium-sized business: covering 75-149 employees
    • Large corporate: covering 150-plus employees
    • NGO/IGOs

    Many international insurers are tied to a particular customer type, such as large corporates. But AXA Global offers something for anyone seeking out a health insurance policy which works around the world.

    It’s worth noting that all International Health Insurance schemes, whoever the provider, will cover what you’d expect in a typical domestic health insurance plan. This includes in-patient, day-patient and out-patient services. However, international schemes offer a greater range of services which typically includes:

    • A wider range of cancer treatments
    • Emergency evacuation and repatriation
    • Unlimited virtual consultations
    • Second medical opinions
    • A personal account manager to answer all your queries

     

    The AXA Global product range

    > Personal plans

    AXA provides personal plans for individuals and families covering a range of circumstances, including:

    • Expats
    • People living or working in one other country
    • People living or working in more than one country

     

    Coverage can be provided on a short-term or long-term basis.

    Short-term is designed for those:

    • Living or working abroad for less than a year
    • Unsure whether they will need coverage beyond a year
    • Needing cover while in the process of applying to a local healthcare system

    Long-term coverage is designed for those who require coverage for longer than a year.

     

    > Small business plans: 1-74 employees

    A global AXA small business policy provides five different levels of cover which cater for varying budgets and business needs. As with AXA’s other international schemes, customers get their own account manager, virtual doctor, mind health access and emergency medical evacuation services where claims made don’t impact allowances or excesses – plus everything you would get in a regular business health insurance scheme in the UK.

    Other features included in all five tiers of coverage include:

    • Ambulance transport
    • Accidental damage to teeth
    • Medical issues arising from pregnancy
    • Surgery
    • Parental accommodation (should a child be hospitalised)
    • Access to a Healthcare Hub and online account, providing information on how to make the most of the services available.

    It’s worth noting that this plan is very much a “set menu” which means there is little room for tailoring these plans to the distinct needs of a business. On the plus side, customers can benefit from the simplicity of knowing that what they see is what they get. If you like what you see on the shelf, the process of buying the scheme is relatively straightforward.

     

    > Medium-sized businesses: 75-149 employees

    Medium-sized businesses can get a more flexible plan compared to what’s available on AXA’s small business scheme. Expect all the services mentioned above, plus a few extra features.

    There are four core products to choose from, with the main variable being the maximum insurance payout amount allowed in any given year. I.e. the higher the maximum, the higher the premium.

    Added extras include the following ‘cost control’ features:

    • A guarantee that premiums won’t increase at first renewal, if your claims stay under a set amount.
    • A range of excess options designed to help you cut your costs
    • Different ways of covering existing medical conditions (underwriting options)
    • A profit share arrangement – you’ll get money back if claims add up to less than 75% of the premium (minus tax)
    • A £35,000 cap on high value claims – meaning any amount claimed above that will not be added to your renewal premium.
    • A variable treatment allowance which you can set differently for different groups of employees (higher risk/lower risk)

     

    You’ll also receive support from a dedicated account manager along with performance dashboard helping you to manage your scheme.

    > Large corporate plan: 150+ employees

    The large corporate plan is entirely bespoke rather than a tiered plan. Under this plan, AXA will work with you to design a scheme according to your exacting needs.

    Expect all the features which have been outlined in the plans for small and medium-sized businesses, plus regular detailed reports which monitor the performance of your plan, plus extra support for cancer diagnosis via a dedicated case manager.

    Broadly speaking, whatever features you desire in your international health insurance policy, AXA Global Healthcare can deliver.

    Whether you’re an SME or a large corporation, the independent experts at Engage Health Group are here to help you make the wisest decision. Simply call us on 01273 974419 or use the contact form on the right for objective analysis and individually tailored advice.

     

    The broker’s verdict on AXA Global Healthcare

    Key strengths

    Strong reputation across Europe

    “Their European heritage makes them a very strong brand across Europe,” says Ian Abbott, International Director at Engage Health Group. “It means that when you turn up to a hospital, you don’t have to put your hand in your pocket and pay the bill yourself before later getting it back from the insurer.

    “Instead, you can simply show your AXA card and the hospital will immediately know what to do and the insurer will directly settle most in-patient and day-patient cases themselves.

    “Conversely, if you were with a smaller provider or one with a weaker reputation, the response might be ‘who are they?’ and ‘are we going to get paid?’ and so more checks will be required in order to get the payment settled.

    “In this sense, the AXA brand holds a tangible value because it enables a smooth process, which is exactly what you need when you’re ill. AXA is very trusted on the continent – more so than a UK brand like Bupa.”

    Excellent customer service

    “AXA’s customer service is excellent,” says James Carrick, Senior International Manager at Engage. “Their claims turnaround time is very quick compared to the rest of the industry, with online claims usually paid within 24 to 48 hours.”

    “They provide twenty-four seven support, so they’re very supportive to HR teams. They’ve also received a stellar rating for customer service from their customers.”

    Ian concurs: “When we surveyed one client’s employees, the feedback was all very positive. The main comments centred around fast turnaround of claims, and ease with which they could always get hold of someone for support.”

    “We’ve never had a client with AXA Global who’ve had a problem with their service or wanted to leave because of it. The feedback we get is always positive. They’re definitely one of the better insurers in terms of the experience the employees get by being a member with them.”

    Simplicity of scheme

    “It’s a simple product to understand because it has a tiered structure for SMEs,” says Ian. “Yes, it has less flexibility compared to some plans, but for companies who are buying for the first time it’s easier to put in place and ticks a lot of boxes in one go.”

    Clearly, this simplicity can be both a strength and a weakness. However, for medium-sized businesses of over 75 employees, or large corporates with more than 150 employees, schemes can be individually tailored.

    Low price rises at renewal

    Some insurers hit their customers with a major hike at renewal, but AXA Global Healthcare has been performing well in this respect.

    “They offer sustainable premiums, most likely owing to their big footprint in Europe which essentially means they probably get the best discounted rates,” says James. “This means that customers pay less over a longer period of time. For example, one of our clients had a two percent increase with AXA Global this year but in the wider industry you’re typically looking at ten percent year-on-year in medical inflation. So for AXA to offer such low increases year-on-year is testament to how they manage their claims.”

    Indeed, this is reflected by AXA’s own data which shows an average annual increase of just over 6% over three years which is below the industry average.

     

    Issues to consider

    Lack of flexibility for SMEs

    While the simplicity of AXA Global Healthcare’s SME products is often a selling point, it also means the policy is somewhat rigid in nature for some businesses.

    “They are quite inflexible in certain areas which is something they are addressing,” admits James. “A lot of other insurance providers have become more modular, so you can add and remove features. A lot of companies would want that flexibility. AXA’s global offering is still very much an off-the-shelf package for SMEs, though there are certain optional upgrades such as dental and rotine pregnancy cover.  They’ve tried to change that, but it’s not as modular as Allianz, Aetna or Cigna.

    “However, it’s more flexible for bigger businesses because for anything over 74 employees there is more room for customisation and for over 150 employees you can pretty much have whatever you want. You can add or remove benefits and include anything ranging from infertility to gender dysphoria treatments.”

    Limited coverage for local nationals

    Many businesses employ local nationals in different parts of the world. It’s often a key reason why they seek out health insurance with global coverage. However, while AXA Global Healthcare has strong coverage in Europe, in other parts of the world there have been limitations.

    “Historically, AXA have been unable to quote for a number of locations in which other insurers have done so,” says James. “However, they have started to relax their stance. Whether they can provide a quote largely depends on the company, the makeup of the census, percentage of locals on the plan and where payment is being received from.”

    If you’re a company looking to provide health insurance to employees living in different parts of the world, it’s worth arranging a FREE call with our international brokers. We’ll provide the latest advice and guidance, and gather personalised quotes from across the whole market.

    Provides health insurance only

    Other international health insurers may also provide other international policies such as Life Insurance, Global Income Protection and Global Critical Illness Cover. AXA Global Healthcare provides these policies, but only for companies based outside of the UK, due to Brexit. This means UK-headquartered companies can only access AXA’s International Health Insurance products. On the plus side, you can be assured that they have a dedicated team who know this market very well.

     

    Summary: Is AXA Global Healthcare right for you?

    The answer to this question really depends on the precise needs of your business. It may be that a simple-to-administer global health insurance policy, which works particularly well across Europe, is just what you need. However, the lack of customisation for SMEs may make those businesses question whether it will provide true value for money.

    As ever, with the complex topic of health insurance, we recommend speaking to an independent broker like Engage Health Group. We provide expert help and guidance on all the complex issues facing international businesses. We will also deliver a range of FREE quotes according to your exacting requirements.

    And our assistance doesn’t end there. We’ll also help you implement a new scheme, introduce any new employee benefits to your global teams and help with the claims process.

    Call us 01273 974419 or use the chatbox in the bottom right to start the conversation.

     

    Title image by Laurent Grassin – CC

     

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

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

    Every employer wants a workplace full of happy and healthy people driving the business forward. So it’s no surprise that the corporate wellness market is thriving. According to Allied Market Research, the market is expected to be valued at $66.2 billion by 2027.

    And yet, despite businesses making significant investments, many are failing to provide the return-on-investment hoped for. So why is this?

    In this special blog post, we’ve compiled insights from leaders across the corporate wellness field to provide an authoritative round-up of the key reasons why corporate wellness programmes fail.

    For business-specific, one-to-one advice you can arrange a FREE call with one of our independent consultants using the contact form on the right.

    1. Overburdening a team member with responsibility 

    Dr. Aldana, CEO of Wellsteps warns against asking a full-time employee to take on the duty of running the programme. They already have enough to do!:

    “It may start off well, but eventually the lack of time and expertise to manage and administer a comprehensive wellness program becomes apparent. These programs usually fail because of neglect.”

    This clearly points towards the importance of app-based solutions which allow employees to largely manage things for themselves. Even so, there will always be an important element of human oversight – and there will need to be a team of advocates who will be on-hand to help.

    Action: Consider whether you’d be better off setting up a team of advocates as opposed to giving all the responsibility to one person. Alternatively, you can also consider outsourcing to an external consultant.

     

    2. Lack of leadership and goals

    It’s perhaps obvious but still worth emphasising. Any successful corporate wellbeing policy must be led from the top. This is a point made by J. Michael McNamara at Impact Health:

    “Wellness programs require strong leadership, clearly defined goals, and engagement-oriented communication designed to produce action and positive behavior change.”

    It’s worth reiterating the importance of goal-setting. There should be a tangible benefit that the programme is designed to achieve, related to:

    • Absentee rates
    • Employee satisfaction levels (tracked via surveys taken before the programmes implementation, after its implementation and regularly thereafter)
    • Employee retention
    • Perception of the business
    • Mental health – tracked via anonymously collected surveys

     

    Whatever result you wish to achieve, you need to seriously consider how it will be recorded. Results must be verifiable to ensure that value is being delivered.

    Action: Consider who will be leading the programme and be sure to set targets from the outset.

     

    3. Failure to update the programme

    A tendency to “launch it and leave it” is a common reason why corporate wellness programmes fail. David Sherman, Head of Wellbeing and Engagement at YuLife urged the importance of tracking performance and evolving the programme over time:

    “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.”

    This clearly ties into the importance of setting goals and tracking them, but it’s also about working out where improvements can be made. A key reason why corporate wellness programmes fail is simply a consequence of failing to evolve it over time in response to feedback and data.

    Action: Track performance regularly (every six months minimum) and address areas requiring improvement.

     

    4. Lack of incentives

    Wellbeing challenges are often a fun way of increasing participation in corporate wellness programmes. Earlier this year we arranged a step-count challenge against fellow employee benefits brokers, Hooray Health & Protection. When done well, they can be great fun – and add an extra element of camaraderie within a team. They can also inspire longer-term positive health changes.

    But they can go wrong if the incentives simply aren’t good enough. This point is taken up by the people at WellRight:

    “Say you have great sign-up numbers for wellness challenges, but employees continuously drop out before the challenges are complete. Or you can’t get enough participation in challenges to justify doing them. In either case, your program will ultimately lose support from senior leaders, and that’s the ballgame.”

    Action point: when setting a challenge, make sure the reward inspires participation. And if you can make it enjoyable, even better.

    Need help piecing together a corporate wellness programme that works? Contact our team of experts for a FREE consultation. Tel: +44(0)1273 20974419 or use the contact form on the right.

    5. Ignoring ‘social health’

    Shaon Shahnewaz, Head of Marketing at CircleCare raises the importance of cultivating “social health”. After all, we’re all social animals and therefore healthy social connections can have a major role to play in our mental wellbeing and, by extension, physical health too. In fact, even the WHO identified social health as important way back in 1948.

    “No matter which industry you work in or the background they are from social health is essential to ensure employee wellbeing, and yet only the “physical and mental well-being” aspect is covered by most corporate wellness programs.”

    In many ways this highlights how important simple activities such as post-Friday drink gatherings or team lunches can make to overall health.

    Action point: Could you improve morale across the business by strengthening a healthy social dynamic?

     

    6. Relying too much on incentives

    Incentives have long been used in corporate wellness programmes as a way of motivating people to take part. But the team at Sonic Boom Wellness have warned of the dangers of relying too heavily on them.

    “Incentives may draw some into a program and encourage those who would participate anyway to continue to engage. But incentives alone don’t typically create behavior improvement; people are engaging for all the wrong reasons.”

    The answer lies in ensuring employees fully understand the deeper benefits of adopting new habits or participating in challenges. Many wellbeing apps are very good at combining healthy activities with useful explainers.

    Action point: If you’re setting a wellbeing challenge, make sure you explain the health benefits it provides.

     

    7. Failure to address all areas of health and wellbeing

    We talk a lot about the three pillars of wellbeing: physical, mental and financial. Each is interconnected. Any wellbeing or employee benefits programme should ideally address each pillar. So often, the reason why corporate wellness programmes fail is because they focus too much on one area of wellbeing – usually physical.

    The team at Wellness 360 outline the problem as it exists today:

    “Despite the different wellness dimensions vital for holistic employee wellness, most of the time only physical health is emphasized upon. The recent COVID-19 pandemic has shifted the spotlight on many other employee wellness dimensions, and mental wellness is now prioritized equally as physical health.”

    It’s interesting to note how they’ve expanded the definition of wellbeing into other areas such as: social, occupational and cultural health.

    Action point: Ensure you wellness programme covers the three core pillars of wellbeing.

     

    8. A lack of convenience

    So often, convenience is king. The same is true with wellness programmes, as Zara Martirosyan from inKin Social Fitness explains:

    “In today’s busy, fast-paced society, convenience is the key to staying healthy. As part of your corporate wellness program, do you naturally make it easier for your employees to engage in health and wellness? For example, you might have an exercise room on the premises where your employees can get in their workout for the day during their lunch break.”

    Action point: It’s worth going over each element of your corporate wellness programme and considering whether it’s easy to access and action for employees.

     

    9. Not getting feedback

    Yes, it’s obvious but it still gets overlooked. Have you asked your staff what they want before you invest in the scheme? Have you been getting their feedback since its launch? Kaye Kennedy from MBS Wellness takes up the point:

    “Make sure you have a real time understanding of the needs of your employees. Employees are dynamic and ever-changing and your wellness program must also be… A survey is a good way to get valuable data and feedback. Furthermore, employees want very much to be heard. Let them tell you what matters most to them, what health issues they are facing and what they would like to learn more about.”

    Surveying employees is perhaps the most thing any company can do to ensure a corporate wellness plan is successful.

    Action point: Make sure you’re gathering feedback from employees – whether via surveys or one-to-one feedback.

     

    10. Lack of flexibility

    Closely related to the issue of convenience, another common reason why corporate wellness programmes fail is that they are simply too rigid. This encompasses different issues: ease-of-access, range of wellness activities on offer and adaptability to different employee preferences.

    Does it offer something for everyone? ClassPass addresses this very issue:

    “Health and wellness initiatives are extremely personal in nature and therefore, require flexibility to meet varying schedules, abilities and needs. While you can’t provide the perfect solution for every person, providing options and flexibility within the programs you do offer is possible and needed for maximum engagement.”

    Action point: Consider whether there is more you can do to make it flexible to the needs of each individual.

     

    11. Mismatch between wellness and organisational culture

    Does the programme preach one value while the organisation has a culture that runs contrary to it? Is there a mismatch? The people at BetterYou made this important point on their blog:

    “If an organization’s culture doesn’t match the employee wellness program goals, results are fleeting. Companies that offer wellness programs but continue to bring donuts to meetings, expect long work hours, or lack senior leadership buy-in should expect diminishing returns. Without shifting the organization to a culture that visibly and vigorously supports employee wellness, programs will fail.”

    Action point: While we wouldn’t want to discourage the occasional offer of donuts and pastries, it’s important that workplace culture supports the goals of the wellness programme.

     

    12. Alienation of employees

    What if your well-meaning health and wellbeing programme actually discriminated against certain employees? Rohma Abbas at Workable makes this very important point:

    “On the surface, these programs seem like win-wins, but crafting a workplace health and wellness program means defining health and wellness. When companies do that, they open the door to discriminatory health judgments. (For example, a tobacco cessation program will target smokers, and a FitBit competition can alienate non-walkers). These decisions can negatively affect employee engagement.”

    In many ways it’s inevitable that people will feel excluded by certain initiatives, which again highlights the importance of providing choice and flexibility within your wellbeing programme.

    Action point: Be aware of how an initiative has the potential to exclude certain team members or make them feel targeted in some way. That doesn’t necessarily mean cancelling the initiative. It may just mean making sure people are not feeling discriminated against.

     

    Making corporate wellness work

    There’s a continuing debate about the success or otherwise of corporate wellbeing programmes – with commentators making blanket claims one way or the other. But ultimately it depends on how well they are planned and executed. Get it right, and you can achieve tangible results including lower staff sickness rates, improved satisfaction levels and greater team morale – and this all impacts on productivity.

    If you want advice on how to set-up or improve your wellness programme, speak to our team of independent advisors. Engage Health Group has expertise covering the whole corporate wellness and employee benefits market – we will advise you on strategy and deliver FREE quotes.

    Contact us at Engage Health Group Ltd or call +44 (0)1273 974419 for FREE no-obligation advice and support.

  • Is it possible to find health insurance that covers HRT?

    Is it possible to find health insurance that covers HRT?

    At Engage Health Group we get more and more enquiries about HRT and whether it can be covered in a business health insurance policy.

    The good news is that, yes, it can but only in certain policies – and we’ll explain which ones in this blog post.

    Why the menopause matters

    There are approximately 3.5 million women over the age of 50 in the UK workforce. A failure to provide necessary support for those going through the menopause will clearly have a major impact on businesses around the country.

    Just a quick glance at the different symptoms experienced by women at this phase of their life reveals how challenging it can be for them, both personally but also in the workplace.

    Potential symptoms of the menopause include:

    • Hot flashes
    • Tiredness
    • Inability to sleep
    • Heart palpitations
    • Itchy skin
    • Low sex drive
    • Brain fog
    • Poor memory
    • Night sweats
    • Joint pain
    • Mood alterations
    • Anxiety
    • Trouble concentrating

     

    For many it can feel like they’re being bombarded by a variety of physical and psychological symptoms. Anything that a company can do to cater for their needs at this time – in a sensitive way – can make a major difference.

    There are a number of different estimates as to the amount of women that stop working due to the menopause, but the latest report by the Fawcett Society calculated that 330,000 women between 45-55 have quit work because of it. And many have cited a lack of workplace support as a key reason.

    It’s no wonder then that many businesses are seeking out health insurance that covers HRT.

    Engage Health Group is a health insurance broker with expert knowledge covering the whole employee benefits marketplace. We pride ourselves on alleviating the strain on HR teams by being their single point of contact for all issues related to employee benefits and health insurance policies. Contact our team for a FREE consultation.

    What can workplaces do?

    Apart from investing in health insurance that covers HRT and other support mechanisms, there are simple adjustments that workplaces can make to cater for those going through the menopause.

    For example, offering remote/flexible working options or adjusting the workplace environment where appropriate – could you provide easier access to washrooms? Or provide fans for people affected?

    Most importantly, employers and HR need to have an open ear and provide a space for people to discuss these issues in the knowledge that they’ll be listened and understood.

    All of the above is vital. However, there’s even more that companies can do to support their staff via health insurance policies that cover HRT free-of-charge.

    How to find health insurance that covers HRT

    There’s good news and bad news.

    The bad news is that a standard Group Health Insurance policy does not include Hormone Replacement Therapy (HRT). On the plus side, an International Health Insurance plan will usually provide cover.

    Global Health Insurance comes at a significantly higher price than a standard Health Insurance scheme – because of its global coverage and the greater features included within it.

    So, if you’re a company with a global footprint, it’s important that if you have a health insurance policy – or are looking to invest in one – that you choose a single international scheme and not a patchwork of separate health policies drawn up in different countries. This will be more cost-effective while giving you access to a far wider array of treatments (which includes HRT) and other health-related services.

    As a health insurance broker with specialist expertise in the international market we can advise you on the different international policies available, including price points and inclusions/exclusions.

    Among the UK insurers providing international plans, are:

    • Bupa Global
    • AXA Global Health
    • April International
    • Freedom Worldwide
    • Integra Global
    • Cigna Global

     

    And many more.

    If you’d like FREE one-to-one advice from our team of international insurance brokers, simply use the contact form on the right. Alternatively, Tel: +44 (0)1273 20974419. We’ll be happy to take all your questions.

    Other ways of providing HRT and menopause support

    Even if it’s not possible to find health insurance that covers HRT, there are other ways to provide support. For example, Bupa provides a standalone ‘Menopause Plan’ which provides one-to-one consultations with a GP, access to tests/scans and further support thereafter. They may also prescribe HRT if it’s deemed necessary and safe by its specialists.

    But it’s worth noting how Business Health Insurance policies can provide extra support beyond HRT coverage too.

    For example, most health insurance policies – including UK and international plans – come packaged with an Employee Assistance Programme (EAP). EAPs are designed to provide support and guidance on general wellbeing, with tools designed to tackle various psychological and emotional issues experienced by employees whether it’s related to family, finances, health, or any other issue. EAPs can include one-to-one counselling sessions/talking therapies and are made available on a digital portal to team members.

    An International Employee Assistance Programme provides much the same service, except it makes it available globally and across different languages – and ensures a link-up with health specialists in the appropriate part of the world.

    Another option to consider is a Health Cash Plan. This form of insurance covers routine health needs but also includes consultations with specialists, access to counselling sessions, diagnostics and a 24/7 helpline – all of which can be of use for women experiencing the menopause.

    Summary: HRT coverage can help, but listening is key

    As you can see, there is a way of investing in health insurance that covers HRT. While this is incredibly helpful (it costs an average of more than £100/year for those living in England), there are other ways of providing support with wider symptoms experienced during the menopause.

    Helping employees requires a range of approaches and therefore should be an important consideration within a company’s corporate wellness strategy.

    And don’t forget: listening to the needs of those experiencing menopause symptoms and providing help where it’s needed most is perhaps the most important thing a company can do.

    Need help with your corporate wellness strategy? Engage Health Group provides advice incorporating the whole health and wellbeing landscape. Contact us using the form on the right.

     

    Further reading: Understanding the impacts of menopause in the workplace

  • Looking for the right international insurance policy? Here are 9 to consider

    Looking for the right international insurance policy? Here are 9 to consider

    If you’re a company with employees spread across different countries, you might be wondering which international insurance policy or related benefits you should provide. Whether you have global offices, expat workers or a team of far-flung remote employees; it’s far easier to support them centrally rather than via separate policies and points of contact.

    The net benefit of implementing everything within one policy is less paperwork and reduced admin processes for HR teams – plus, a more cohesive offering for employees. Surveys show that over a third of businesses are increasing the number of international remote workers unaffiliated to a local office.

    In this context, offering attractive and easy-to-administer benefits will be key to winning the battle for talent.

    This blog post reveals:

    • The top 9 international insurance policies & related services
    • International Health Insurance trends and price ranges
    • 4 key benefits of investing in a single international scheme vs separate local schemes

    If you’d like one-to-one expert assistance call +44 (0)1273 974149 or use the chatbox on the right.

     

    9 international insurance policies and services to consider

    1. International Business Health Insurance:

    What does it do?

    Gives your employees access to private healthcare, wherever they are in the world. A specific short-term policy also exists for employees working abroad for between one and 12 months.

    Why provide it?

    Fulfils your duty of care to employees all over the world, gives them the medical support they need when they need it, reduces the chances of a failed expat assignment, and can also help diagnose problems before they occur thereby reducing absenteeism.

    Learn more about International Business Health Insurance

    2. International Group Life Insurance

    What does it do?

    Provides financial support to a team member’s loved-ones in the event of their death – wherever they are in the world.

    Why provide it?

    Reassures employees that their family is looked after should the worst happen. It’s also a relatively low-cost international insurance policy.

    Learn more about International Group Life Insurance

    3. International Group Income Protection

    What does it do?

    It provides financial support to an employee should they fall ill, wherever they are in the world. Essentially, it’s a form of sick pay.

    Why offer it?

    Rather than the business having to foot the bill for staff absence, the insurance policy covers it – avoiding a potential financial hit. For the staff member, it provides essential financial support. Income Protection is currently ranking as the most desired benefit in the post-pandemic era.

    Learn more about International Group Income Protection

    Looking for independent and impartial advice on international insurance policies and other benefits? Our team of expert advisors will be happy to answer all your questions. Call us on +44 (0)1273 974149 or use the chatbox on the right.

    4. International Group Critical Illness

    What does it do?

    Provides financial support to your international workforce in the event of a serious illness or, in some policies, if they suffer a disability.

    Why offer it?

    A serious debilitating illness is a major life event and many would struggle to support themselves or their families in the absence of a regular income. This international insurance policy comes to the rescue by providing support when it’s needed most.

    Learn more about International Group Critical Illness

    5. International Employee Assistance Programmes

    What does it do?

    While it’s not strictly an international insurance policy, it’s an important related service often included with a policy. An IEAP is a digital platform which provides practical health and wellbeing support to employees, either via a mobile or desktop app. Counselling services, financial advice, and stress support are among the services offered.

    Why offer it?

    Multi-lingual support means it’s easy to provide everyday wellbeing support to your global teams. In essence, it helps them help themselves, empowering them with the tools required to be happier, healthier and more at ease with whatever life and work throws at them. They are much vaunted for their ability to reduce staff sickness absence rates.

    Learn more about International Employee Assistance Programmes

    6. Group Travel Insurance

    What does it do?

    Provides insurance coverage for groups of employees travelling abroad, covering them for things such as: accidents, illnesses, lost possessions and travel cancellations.

    Why offer it?

    Particularly useful if you have teams travelling abroad for business trips. A comprehensive policy can massively reduce the burden on HR if employees’ get into difficulty, providing rapid support and guidance for all the issues covered within the policy. You might also be able to get travel insurance with Covid cover.

    Learn more Group Travel Insurance

    7. Pre-Assignment Screening

    What does it do?

    Provides a series of checks designed to assess an employee’s suitability for working overseas. Health screening, personal evaluation, pre-trip preparation and family support is often included.

    Why offer it?

    The failure rate of expat assignments can be quite high if not managed appropriately. Pre-assignment screening maximises the chances of a successful assignment by checking the psychological and physical wellbeing of the employee before they leave, and ensure that every potential challenge is considered or negated in advance.

    Learn more about Pre-Assignment Screening

    8. Kidnap & Ransom Insurance

    What does it do?

    It supports a business in the event of an employee’s kidnap or hostage. It covers consultancy costs (hostage negotiators, for example), care expenses (physical & mental), legal costs and/or employee replacement costs.

    Why offer it?

    If your business operates in a part of the world prone to such incidents, or you have high net worth individuals, then Kidnap & Ransom Insurance may be advisable. It helps protect both employee and business alike, both during and after the incident. This international insurance policy is often overlooked by businesses.

    Learn more about Kidnap & Ransom Insurance

    9. Cultural training

    What does it do?

    It’s a specific form of workplace training which essentially equips people (expats, multi-national workplaces and/or global leadership teams), with the knowledge and skills to communicate effectively across different countries and cultures, free of misunderstanding or cultural faux pas.

    Why offer it?

    Ultimately, improved communication leads to improved team dynamics – driving productivity and bolstering team morale.

    Learn more about Cultural Training

     

    International Health Insurance trends and price ranges

    Global health insurance provider, APRIL International, were happy to share with us some of the current trends they are witnessing. With over 30 years of experience and operations globally covering more than 150,000 insured members in 180 countries around the world, this is a market they know well.

        • Average International Business Health Insurance premiums: An employer can expect to pay on average £1,500 – £2,500 annual premium per employee but of course this can vary depending on the age, location and level of benefit required. For a basic Inpatient only policy with APRIL International we can expect an annual premium of around £1,200.
        • Average age range: The average age of an employee we typically see for an SME group is 35-40 years.
        • Percentage of ‘new to market’ business: 20-30% of group enquiries are businesses which have not purchased a policy previously. 70-80% are existing clients looking for an alternate offer to their renewal.
        • Mental health provisions are in demand: Over the last 5 years in general there has been a real emphasis on mental health awareness and therefore almost all brokers and customers query the cover in relation to this aspect.

     

    In a post Covid world, health insurance for global employees is likely to become ever more important. Global insurance providers such as APRIL International offer a route through the complexities of accommodating this risk.

     

    4 practical benefits of investing in single international insurance policies

    A single international employee benefits scheme provides several advantages over domestic, single country schemes:

    1. Consistency:

    International benefit schemes provide a consistent range of benefits and support for all staff across multiple countries creating simplicity and ease of administration.

    Even if an employee moves from one country to another, the scheme can be designed to move with them. This saves the trouble (and cost) of removing an employee from a pre-existing policy and enrolling them onto a new one.

    1. Generous terms

    When you have multiple employees under one policy, you can gain improved terms and conditions. This is the typical ‘bulk buy’ effect. For example, it’s possible to get Medical History Disregarded underwriting on an International Health Insurance plan – this means an individual’s previous medical conditions are overlooked in the pricing and/or terms of the policy. A single national policy is unlikely to offer such generous terms.

    1. Centralised and simplified

    Hundreds of HR hours can be saved by bringing together a range of insurance schemes and perks in one place. Different languages, renewal dates, currencies and points of contact can be brought into a centrally managed system.

    “Having one central point of contact to administer a group’s international healthcare cover across time zones and languages is costly, so if this burden can be borne by the insurer, the client will save valuable resource,” said Adam Vogt, Sales Director from APRIL International. “Equally, having clearly defined procedures and benefits centrally on a company intranet can ensure all have access and the rules and policy operation are made easier.”

    1. Superior quality

    Many international insurance policies will provide more extensive levels of cover than domestic policies. This is particularly true of global health insurance, where individuals may have access to extra services such as: maternity care, private GP visits, preventative health screening, dental, optical, wellbeing and medical evacuation.

    Would you like to outsource the workload?

    Many companies choose to utilise an insurance broker when seeking out an international insurance policy. A good broker can alleviate the strain on HR by doing all the legwork involved in sourcing and implemeting a scheme.

    Engage Health Group is a broker fully independent of any insurance provider. That means we can offer impartial advice free of charge and obligation.

    Tel: +44 (0)1273 974419 or use the chatbox on the right.

     

  • Global benefits, fixed! 6 common HR problems and how to solve them

    Global benefits, fixed! 6 common HR problems and how to solve them

    UK companies are increasingly drawing on international talent – whether that’s because they have offices around the globe, are utilising remote talent overseas or have expat employees.

    HR are entrusted with making sure each global employee is supported from a health and wellbeing perspective. And it’s no easy task. As an insurance broker with specialist expertise in the international employee benefits market, we see a lot of companies making the same mistakes.

    In this blog post we identify the six most common mistakes and how to fix them.

    1. Lopsided benefits > Balanced benefits

    Employee benefits can be divided into three broad categories:

    i. Insurance: health-related insurance policies such as Private Health Insurance, Life Insurance and Critical Illness Cover.

    ii. Everyday wellness: proactive approaches to wellbeing, such as gym discounts, Employee Assistance Programmes, BMI tracking, mental health toolkits and much more.

    iii. Rewards: perks to be enjoyed such as retail discounts, extra holiday days and bonus schemes.

    Achieving the right balance between these three is an important part of fulfilling the needs of your team. Yet, businesses often make the mistake of leaning too heavily on one category. For example, an insurance-heavy approach will neglect benefits which bolster staff wellbeing and those which provide positive motivation. On the other hand, too much emphasis on rewards could leave your staff’s health needs underserved.

    The solution is to take a blended approach which supports the health, wellbeing and happiness of your team. This increases a company’s allure to the global talent pool, while improving the health and productivity of their teams.

    Employee benefits – like wellbeing – should be considered a holistic pursuit.

    If you’d like FREE professional advice on how to best support your international teams, contact the industry experts at Engage Health Group +44 (0)1273 974419. We’re happy to answer all your queries and help guide you in the right direction.

    2. Location-blind schemes > Location-savvy schemes

    Employers with a global workforce need to be aware of the different standards and requirements each country has. For example, in the US a company is legally required to provide health insurance to their staff if they have over 50 employees, although it’s a very common benefit for teams of all sizes. The UAE, Saudi Arabia, The Netherlands, Switzerland, Singapore, Vietnam and Hong Kong all have specific requirements for company health insurance and navigating the rules can be tricky! It is also prudent to mention this list of countries is expanding due to the tightening of legislation within the healthcare market.

    Cultures also vary greatly which adds a layer of complexity to the goal of fulfilling the needs and expectations of staff wherever they are in the world. Consequently, it’s important to speak to your international team members and gain a clear understanding of which benefits are desired most.

    As an international insurance broker, we have a thorough understanding of the global market for employee benefits. We are on-hand to provide one-to-one advice to companies with a global footprint – or those who are looking to expand their company or talent search to different locations around the world.

    3. Unprepared expats > Primed and ready expats

    It’s worth considering the specific issue of expat employees – those employees or key personnel who are sent to work abroad on assignment. Expat failure rates are relatively high, anywhere between 10% and 50% according to research by INSEAD. The two most common reasons for failure, according to a study by Cornwell University, are:

    i.  Culture shock: an inability to adapt to the new location

    ii. Family issues: children or spouse may struggle to settle in to the new environment, thereby putting the family unit under strain.

    An investment in appropriate support (including employee benefits) will help increase the chances of the employee completing the expat assignment. Remember, the cost of investing in support needs to be weighed against cost of a failed assignment. Once more, different locations pose different challenges and present varying levels of failure risk.

    It might be worth undertaking ‘Pre-Assignment Screening’ to help gauge the risk associated with a sending a particular employee on a placement abroad.

    > Learn more about Pre-Assignment Screening

    4. Oblivious team members > Enlightened employees

    Once you’ve invested into a benefits scheme which supports business and employees alike, it’s easy to think: “job done”. But that’s not quite true.

    A key part of implementing a benefits scheme is the process of communicating it to your team. Your employees need to know it’s there, and how to use them.

    An insurance broker or consultant can assist with this. Engage Health Group is a specialist within this field and often holds presentations – in person and online – to educate company employees about the different benefits they have available. Engage also provides supporting documents to fully prepare both HR teams and employees.

    Without guidance and education, even the most carefully considered package of perks can go underused and unloved. Make sure the investment pays off!

    5. Separate national policies > One international policy

    The most common error made by businesses with an international footprint is that they provide employee benefits in separate polices for each country.

    There are usually two reasons:

    1. They are unaware that international benefits can be provided under one policy.
    2. Different insurance schemes are managed by different departments

     

    Let’s expand on the latter. Insurance mechanisms may be managed by different departments. For example, perhaps the finance department manages International Medical Insurance and Group Income Protection while the HR team manages Employee Assistance Programmes and other wellness perks.

    As you might imagine, a siloed approach to International Employee Benefits is more complex and admin-heavy, compared to an integrated one. By bringing together separate managed policies into one, Engage helps businesses harmonise and centralise their employee perks, as well as securing enhanced  underwriting terms, and an improvement on benefits.

    An international benefits broker can provide a single point of contact for multiple policies – centralising its management and simplifying the process. In essence, this means a business can still have policies with different providers (in order to negotiate the best deals across the whole market), but a broker like Engage presents them to the business under the same scheme. This provides the perfect balance between ease-of-use, cost efficiency and value for money.

    International benefits are best managed from one department (HR or finance – not both) and via a single service provider (in this case a specialist international benefits consultant).

    6. Assume success > Track success

    Once the benefit scheme has been put in place, it’s important to review it thereafter.

    • Is it providing value for money?
    • Are people using it?
    • Have regulations changed?
    • Are we paying too much?
    • Is it achieving our objective?
    • Are employee/business needs the same or have they changed?

    We recommend a yearly review which addresses the above questions. This ensures the benefits remain relevant to the team and continue to provide value for money to the business. All companies want to ensure optimal return on investment, an annual review achieves just that.

    Don’t forget to consider mental health support

    We recently gathered the views of Adam Vogt, Sales Director at APRIL International, providers of global health insurance policies. He was keen to stress the importance of protecting and strengthening the mental wellbeing of workers wherever they are in the world.

    “The number one trend for employee benefits programmes is the demand for mental health benefits. The aftermath of COVID-19 will impact upon international health insurance planning, in particular with the provision of mental health support facilities.

    “According to a study into working from home during the pandemic, carried out by FEnews in 2021, 52% stated that their mental health had been impacted by a combination of isolation at home and a sub-optimal working environment. If working from home becomes a growing trend, increased demand for mental health support could easily follow.

    “Our group health insurance offerings have the option to include Inpatient and Outpatient mental health benefits for their employees.”

    Are you ready to establish or review your global benefits?

    We’re certain these tips will help you better navigate the world of international employee benefits. But if you need one-to-one expert assistance free of charge, then contact our team at Engage. We can advise on all the issues surrounding global benefits schemes and bring the most competitive quotes right to you, and even help implement and manage the scheme.

    Here’s what one happy customer had to say:

    “Engage Health Group have been very helpful with our members, many of whom are based in third world countries. They have solved the problems raised regarding the COVID pandemic especially relating to evacuation if needed.”

    Eva Maguire, General Manager, Timber Trading

    Call us on +44 (0)1273 974419 or use the chatbox to the right.