Category: Knowledge Hub

Global recruitment is expanding at a rapid pace as more and more companies cast their net across the widest possible talent pool.

We’ve previously discussed the pros and cons of hiring global remote workers, but in this article we look at some of the trends that are driving this change, plus offer a few simple tips on how to attract and retain the best people from the global recruitment pool.

Looking for advice on how to support your growing global workforce? Get FREE one-to-one advice from our expert international brokers on 01273 974419 or click on the right chat box. 

Drivers of the global recruitment trend

There are four main ways that a company could be growing its global workforce:

1. Via expatriate workers (employees working overseas on assignment)
2. Via international remote workers (remote staff working in different parts of the world)
3. Via staff with a high degree of global travel 
4. Via different divisions/branches/satellite offices around the world

But the number one driving factor today is the growth in hiring remote employees.

HSBC’s Future of Work study revealed that more than one-third (36%) of businesses are increasing the number of international remote workers outside of the local office, whilst over the next 3 years, 40% of companies are supporting increased flexibility over the office or country where their employees work. 

Companies are increasingly tapping into the global talent pool for a number of reasons. The main ones include:

• Taking advantage of technological progress: enabling more fluid communication between teams and managers whilst opening up more opportunities for different duties that can be performed remotely. 
• Adjusting to pandemic pressures: companies were forced to accelerate their plans to develop more remote-centric business models, and many have experienced benefits form the switch.
• The growth of the digital sector: the capacity for digital innovation is endless and it’s this industry which is driving the global remote working boom.
• Ease of global travel: we have seen a rise in digital nomads who are keen to travel the world and work all at the same time.
• Responding to skills shortages: companies are struggling to find the ideal candidate with the appropriate set of skills, but looking further afield increases their chances of finding the perfect candidate. 

Waging the war for talent

There are a few key things you need to get right to attract – and retain – the best people:

• Offer staff opportunities for personal and professional development.
• Maintain communication links and technology to keep remote teams connected and maintain a positive work culture.
• Constantly assess your staff’s needs by tracking HR data and hosting regular one-to-ones.
• Research the locations you are hiring from, both for cultural familiarity and legal requirements
• Have the right training and support in place to prepare staff and bridge any cultural differences. 
• Provide the right combination of employee perks

For more detailed insight: Managing a global workforce the smart way in 2023. 

Getting your global benefits package right

A guaranteed solution to successfully attracting the best talent across the world is to establish the right approach to your international employee benefits offerings. 

Here are some key global benefit schemes can be offered to employees wherever they are in the world: 

International 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. 

International Employee Assistance Programmes

IEAP’s are often included within an insurance policy, providing staff with tools to help manage wellbeing. But they can also be purchases separately. They are digital platforms which advice and services designed to support employee wellbeing e.g., one-to-one counselling, healthy eating guidance, virtual GP and more. 

Pre-Assignment Screening

Provides a series of checks to assess the suitable of an employee for working overseas or on expat assignments to boost success of expat and overseas assignments. 

Cultural Training 

Equips staff with knowledge and skills to improve communication across different cultures and countries, lowering the risk of offending others and avoiding misunderstandings. Staff can understand one another better and it helps bridge any gaps between different cultures within an organisation.

Group Travel Insurance 

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

International Life Insurance

Once again, a single policy can cover multiple workers in several countries. International Life Insurance reassurance employees that their loved one’s have financial support should the worst happen.

Global Income Protection

A Global Income Protection scheme works alongside a country’s statutory sick pay rules, providing extra financial support when an employee falls ill. Regulations will vary from country-to-country and this product is designed to adapt accordingly. 

Going global the right way

If you’re a global business – or a business soon to embark on global recruitment – it’s important to ensure every employee, wherever they are in the world, feels valued and part of the team.

The international employee benefits and insurance market can involve significant expenditure, so it’s important to make the right choices. An independent global benefits broker can help ensure that your budget is spent in such a way that it provides meaningful support to employees and maximises ROI for the company itself.

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.

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. 

‘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.

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:

• Westfield Health 
• Unum 
• AXA
• MetLife 
• Bupa 
• Cigna 
• Simplyhealth 
• Canada Life
• Aviva 
• Legal & General 
• Zurich 
• Denplan (via Simplyhealth)

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. 

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. 

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.