Engage Health Group

Tag: International employee assistance programmes

  • 5 borderless benefits designed for international workforces

    5 borderless benefits designed for international workforces

    Is your workforce scattered around the world? If so, you’ll need to rise to the challenge of providing a consistent level of employee benefit.

    Group Health Insurance, Income Protection and Life Insurance are a few of the typical policies that businesses provide to employees. They might be relatively simple to arrange for a single country, but how do you implement them for a global workforce?

    One common solution is to invest in a single multi-country scheme, as opposed to buying separate national policies.

    So, in this blog post we look at five employee benefits which are designed to extend beyond borders.

    Need one-to-one professional advice and support to find the best international benefits package for your global teams? Contact us at Engage Health Group Ltd on +44 (0)1273 97449. We’re here to answer any queries and offer FREE expert advice.

     

    1. International Group Health Insurance

    UK businesses employ over 5 million people overseas.

    Source: ONS

    Health insurance is consistently amongst the most in-demand working benefits. But it becomes a whole lot more complicated when you’re trying to serve a global workforce. However, a single International Group Health Insurance policy can cover employees in several countries all at the same time.

    This means just one policy to manage and just one person to contact for all your policy queries. This makes it a lot simpler to navigate and less of a headache for HR teams.

    International health schemes are also more comprehensive than single country ones. You’ll typically get a higher level of maternity support, emergency evacuation, travel vaccinations, private doctor visits and access to top healthcare facilities around the world.

    As with any healthcare policy, what’s included will vary.

     

    2. International Group Life insurance

    International Group Life insurance provides a lump sum to covered employees’ families or beneficiaries in the event of that employee passing away.

    International Group Life covers multiple employees across a range of countries, all under one centrally managed plan. This provides your staff with a consistent level of benefit, efficient administration, and all done through a single contract.

    The policy payout can be calculated as either a fixed amount or based on a percentage of an employee’s salary. This provides businesses with an element of cost control, which is always welcome.

    Need help finding an international solution designed to the needs of your business? Engage helps businesses better understand the global benefits marketplace and find ‘perfect fit’ policies. Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

     

    3. International Group Income Protection

    Global Group Income Protection ensures employees have financial support if they fall ill or become seriously injured, leaving them unable to work. Coverage is offered on the simple basis that an employee is no longer able to carry out the functions of their job – encompassing many ailments under one cover.

    International Group Income protects your international staff by paying a chosen percentage of their salary (most policies set a maximum limit of 80% of the employee’s wage).

    Expect to receive a host of rehabilitation support included with the package – these are designed to help the employee return to full health faster.

    This borderless benefit acts as a form of international sick pay insurance, supporting your employees all over the world and ensuring guaranteed financial security.

     

    4. Cross-cultural training

    Cross-cultural training programmes help staff learn how to handle cultural differences amongst colleagues or in destination countries. The training programme is accessible for all levels of employees – multicultural teams, business travellers, expatriates, HR teams, short-term international assignees and remote workers.

    Businesses have a range of training programmes to pick from, each targeting specific needs and job roles. These programmes set the foundation for a cohesive workplace, where differences are celebrated, and problems can be managed, providing staff with the tools to navigate people’s difference.

    A successful business with international and borderless teams must embrace cultural differences but also understand differences and how to manage them. Offering cultural training helps international teams stay productive and acclimatise well with different cultures.

     

    5. International Employee Assistance Programmes

    40% of companies are supporting increased flexibility over the country or office employees work from over the next three years.

    Source: HSBC

    International Employee Assistance Programmes (iEAPs) provide a range of employee support services offered under a single platform, addressing the health and wellbeing of your international teams. IEAPs are designed to help each employee, wherever they are in the world, to deal with work-related stresses and personal challenges.

    What’s included in this borderless benefit?

    • Confidential support services 24 hours-a-day
    • Face-to-face counselling
    • Digital tools supporting health & wellbeing
    • Practical employee support for specific issues e.g., legal, childcare, financial, elderly care, work-life balance, relationships, stress, anxiety & depression, life transitions, emotional support (grief, trauma, loss)
    • Employer support for critical/traumatic workplace incidents
    • Multilingual
    • Global access

    The capacity for resilience is important for anyone making their way in the world – and an iEAP is designed to help develop it.

    Investing in iEAPs reflects the growing recognition that a top priority for employers is to support and protect the mental and physical health of their workforce wherever they are in the world.

     

    Which international benefits are right for your company?

    Choosing the right international employee benefits can be challenging, and knowing where to even begin is often half the challenge. As international benefits and health insurance consultants, we understand how important it is to take the time required to ensure that a benefits scheme is precision-engineered to match business and employee needs.

    The award-winning team at Engage Health Group have a wide reach of global partnerships spanning 61 countries and territories meaning we can give you the best advice and the most competitive quotes on the market. By consulting with an experienced international benefits broker you can ensure you’re getting the best cover at the most competitive price point.

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

     

    Further reading: Why utilising an insurance broker is important for finding the right International Private Medical Insurance policy.

  • Is it worth investing in a global Employee Assistance Programme?

    Is it worth investing in a global Employee Assistance Programme?

    How do you look after the mental and emotional wellbeing of employees working from different countries? It can be a tough ask when your employees are scattered here, there and everywhere!

    International Employee Assistance Programmes (iEAPs) have been designed to meet this very challenge. 

    And they are increasingly popular: the number of UK employees seeking support from their Employee Assistance Programmes leapt by nearly 350,000 between 2020 and 2021.

    In this article, we provide a jargon-free guide to iEAPs which explains:

    • How an iEAP works
    • The process of buying an iEAP
    • How much it will cost
    • The benefits it can bring to your business and employees

    Need help finding the perfect international benefits for your global staff? Give our award-winning team a call on 01273 974419 or email us at enquiries@engagehealthgroup.co.uk. 

    What is an International Employee Assistance Programme? 

    An International Employee Assistance Programme (iEAP) is designed to provide global staff with the tools they need to tackle work-related problems, personal issues, and general everyday health and wellbeing needs. 

    iEAPs can be accessed from just about anywhere in the world, using a mobile or desktop app. This toolbox of health and wellbeing services enables staff to take control of their own health and prepares them for anything they might encounter which impacts their physical and mental wellbeing. 

    What’s typically included? 

    The services usually offered with iEAPs vary from provider to provider, but most will offer the following tools and services: 

    • 24/7 confidential support services 
    • Legal support
    • Financial advice 
    • Childcare support 
    • Work-life balance management tools 
    • Stress support
    • Relationship support 
    • Alcohol/drug abuse support
    • Anxiety and depression services 
    • Life transition tools
    • Grief, bereavement, trauma, loss services 
    • Multi-lingual capabilities
    • Counselling services e.g., CBT, face-to-face sessions, virtual sessions 
    • Data confidentiality 
    • Employer support to help with critical incidents/traumatic workplace incidents 
    • Access to staff engagement stats to measure what’s being most useful 

     

    How do you buy a Global EAP? 

    Global Employee Assistance Programmes can either be bought as a standalone product from iEAP providers, or as an additional service included in an International Business Health Insurance plan. 

    If opting for the standalone option, your selected iEAP provider will set everything up for you and  your staff as quickly as possible. This also includes all the necessary documentation, guidance and contact information for staff. 

    If you’ve purchased an iEAP as part of an International Health Insurance policy, it’s important to promote it to your staff – so they know that it exists and how to use it. We are surprised by how often this is forgotten (but as a broker, we always help our clients with this step!). 

    For an iEAP to be a good investment, it’s important that staff know it’s there and how to use it!

    Would you like one-to-one advice about Global Employee Assistance Programmes and the practicalities of investing on one? Engage Health Group is an expert brokerage and consultancy which offers its advice for FREE. Contact our award-winning team on 01273 974419 or email us at enquiries@engagehealthgroup.co.uk.

    How much does an iEAP cost? 

    There is no set menu of price ranges for iEAPs. However, according to the UK Employee Assistance Professionals Association, the rough estimation for an EAP lies between £5 and £15 per person. Price points are influenced by a range of factors, each based on the specific and unique needs of your business:

    • Number of employees: products are designed for different workforce sizes, the more employees the bigger the per person discount
    • Location of employees: it’s more expensive to provide in different areas of the world due to the varying costs for professional services attached to the product, such as counselling support 
    • Features included: there is often some choice on which features to include, for example an employer can set an upper limit on access to consultations
    • Purchase method: it can be bought as a standalone service or bolted on to a global health insurance policy

    What benefits will an iEAP deliver?

    Investing in an iEAP can deliver a range of benefits, including:

    • Provides a broad range of wellbeing services that anyone can benefit from, all accessible under one platform 
    • Multi-lingual capability and services, making it truly accessible to the whole global team 
    • Supports staff to better handle whatever life and work throws at them
    • Reduces staff absence rates
    • Boosts productivity and wellbeing 
    • Reduces pressure on HR  
    • Low-cost support compared to other global insurance benefits 
    • Highly beneficial to expat staff where the stresses and strains of being away from home can be particularly challenging
    • Support from therapists and psychologists who can assist both on-location employees and HR teams should any major incidents occur such as terrorism, social unrest or natural disaster.
    • Impressive ROI: according to the Employee Assistance Professionals Association (EAPA), every £1 spent on an EAP will return £8

     

    Get FREE one-to-one advice on iEAPs

    Finding the right International EAP service provider that fits with your business needs can be challenging. There are hundreds of providers each vying for attention with a range of price points and services included. Speaking to an independent broker, like the team at Engage Health Group, can help.

    Our friendly and expert international team will talk through your options at your pace and explain in practical terms how it might address the needs of your specific business and at what price point. 

    At Engage Health Group, we have a huge global reach spanning 61 countries and territories. We 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 our award-winning team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • Morneau Shepell; Mental Health Index – Key findings and further information

    Morneau Shepell; Mental Health Index – Key findings and further information

    Morneau Shepell’s Mental Health Index 2021-2212

    It has provided some fascinating insight by tracking the impact of the pandemic on the mental health of the working population. So what are the key takeaway’s?

     

    Perceptions of overall psychological health

    Most concerningly; people’s perceptions of their overall psychological health has declined.

    This measure is indicative of how working Britons categories their mental health and is a very strong indicator of your future mental health.

    • April 2020 -2.1
    • Jan 2021 -5.6

    Not only is this figure negative, but still declining. This represents a risk, but not a destiny. These issues won’t just atomically improve when the pandemic ends, mental health doesn’t work like that. However, given the right wake up call to employers, with the right support, training and focus, this can be avoided.

    Who is most impacted by the covid pandemic?

    Savings, children and earning stability predicted the level of mental health through the pandemic.

    • Those without emergency savings have the lowest mental health scores. This has been consistent month by month, in all regions. This isn’t purely a salary factor either, people with a higher income by low emergency savings have worse mental health scores than people with a low to moderate income.
    • Those with children have lower sores that those in a similar situation who do not.
    • Those with reduced salary / hours had worsening mental health through the year. Trying to keep people on can have unintended consequences which need to be managed. A reduction in salary creates lots of uncertainly and anxiety; a red flag for their future? Can they cope financially over time? Will their salary go back to normal? Would they be better looking for another job.. etc. The data shows that overtime this can have more of a negative mental health impact than losing your job in the first place.
    • Additionally, those who are isolated fare worse in each situation.

    Those who indicate better employer support have better mental health Index scores.

    • Support from employers, being focussed and consistent on mental health, makes a massive difference in the scores.
    • If employees scored their employers support for mental health needs ‘very well’, then their overall mental health score, only had a drop if -1.8. vs the -13 average
    • Employees who rate their employers as ‘very poor’ had an overall decrease of -26.6
    • What employers do matter, and maters more now than ever people

    67% of British manages say working from home is helpful for their own mental health

    • One third say there has been no impact, or it has made their mental health worse.
    • It is helpful for some and others it isn’t – often dependant on specific situations.
    • Having flexibility of both home and office work is best.

    Key Highlights

    • We finally realised that mental health is an issue for all, though some are more vulnerable. Having support, and scalable solutions so they are available to everyone, is very important.
    • We depend on managers and recognise the need to support their mental health specifically. Providing appropriate resources and training is crucial.
    • We saw how critical financial wellbeing is to employee mental health and wellbeing. As you think about your mental health strategy, make sure this is an area being considered, as they go hand in hand.
    • We saw that employers support for mental health truly makes a meaningful difference. This is incredibly clear in the data.

    Despite all the data, it is very important to understand that behind all of these numbers, there is a person and a family. Lots of people have been on very difficult journeys, and there have been and will be some fantastic stories of recovery too.

    More information on Morneau Shepell’s Mental health Index can be found here; https://www.morneaushepell.com/ca-en/mental-health-index

    Morneau Shepell are a leading provider of International Employee Assistance Programmes (EAP). A Global EAP allows a business to provide a consistent level of mental health support to employees across multiple international locations. You can find out more about Global EAP’s here;

    Find more information on the full range of International Employee Benefits here

    Find more information on International Business Health Insurance here

  • Morneau Shepell; Mental Health Index – The Pandemic’s impact on managers

    Morneau Shepell; Mental Health Index – The Pandemic’s impact on managers

    Morneau Shepell Mental Health Index (MHI) on managers at work

    An excellent insight into how managers at work are dealing with the growing pressure of the pandemic. How they need to deal with their staff’s problems, and how it affects their overall happiness in their own job.

    Employee productivity affected by the pandemic

    Managers have had to deal with many new challenges. 1 in 4 managers say employee productively declined since the start of the pandemic, this increases pressure on management.

    • 15% see more productive employees
    • 26% see less productive employees
    • 57% the same

    Both employees and managers indicate concern for the mental health of others at work

    • Everyone is thinking more about mental health, which is positive.
    • 33% of employees are concerned about a co-workers mental health.
    • 30% of managers concerned about the mean health of their team since the stat of the pandemic
    • It is important for colleagues and managers to act on this and check-in, talk, and point people to support, like an IEAP

    Managers dealing with staff mental health issues

    4 in 5 managers have dealt with a specific mental health issue with at least one employee since the start of the pandemic

    • 24% – Yes, and I have provided support or reminded people how to get support
    • 35% – Yes, I have seen concerning behaviour changes, but I am not sure what to do
    • 20% – Yes, an employee(s) have brought it up with me, but I am not sure what to do
    • 21% – No, I have not had any mental health issues come up with an employee.
    • Having no support is extremely stressful for managers
    • Shows how important it is to train manages on what to do.

    Why managers considering leaving their jobs

    More than 4 in 10 managers have thought about leaving their jobs in 2020

    • In a stressed environment, one of the key indicators is people looking to exit the situation
    • Managers are more at risk of turnover than employees
    • 44% of managers considering new jobs vs 28% of non-managers
    • If I the job for 1 year or less, this increases to 52% vs 33% for employees in their job for 10 years or more

    More than half of managers say their role changed since the pandemic, most of those think the change is permanent

    • 58% of manages say their role has changed significantly as a result of the pandemic
    • 67% of those say the change in their role will continue after the pandemic

    Why are managers looking to leave their current roles?

    • 56% Increased mental stress at work
    • 32% Increased mental stress at home
    • 31% Employers response to pandemic
    • 11% My employers response to issues of race and diversity
    • 6% Better pay / advancement – This was the primary driver pre-pandemic

    Separately, 48% of all employees (managers and non-managers) indicated the reason for considering leaving their job is a mental stress factor. This was also the top single reason.

    Need for employee support

    Most common ask of managers is more support for the mental health and wellbeing of employees

    • 41% More support for mental health and welling of my team
    • 38% More training
    • 33% More support for my own mental health and wellbeing
    • 30% Additional policy guidance
    • 17% Nothing

    For more insights, please select one of the following articles;

    Morneau Shepell; MHI – Key findings and further information

    Morneau Shepell; Employers Connect – Virtual Mental Health Summit

    Morneau Shepell; MHI – The Pandemic’s impact on mental health & productivity

    Morneau Shepell; MHI – The importance of Financial Wellbeing

    Morneau Shepell are a leading provider of International Employee Assistance Programmes (EAP). A Global EAP allows a business to provide a consistent level of mental health support to employees across multiple international locations. You can find out more about Global EAP’s here;

    Find more information on the full range of International Employee Benefits here

    Find more information on International Business Health Insurance here

  • Morneau Shepell; MHI – The importance of Financial Wellbeing

    Morneau Shepell; MHI – The importance of Financial Wellbeing

    Morneau Shepell’s Mental Health Index found the following;

    The Pandemic has forced improvement in some areas too. The level of emergency savings increased and remains higher than in April for UK employees.  This has a positive impact on mental health

    • A high level of financial risk increases your mental health risk – these two factors are strongly correlated.
    • By saving and having a contingency fund, it increases the feeling of control and therefore improves mental health.

    Emergency savings is the strongest driver of MHI score, regardless of income

    • Those with no emergency savings -27.99
    • Those with emergency savings -7.9

    More than 1 in 4 working Britons are worse in a worse financial situation due to the pandemic, however there is no consistent experience.

    • 26% worse off financially
    • 17% better off financially
    • Even if your company is doing well and hasn’t been paying people off, employees can still be feeling an impact due to other factors that you can’t always see as an employer, for example an employees partner being laid off, childcare costs are up etc, so financial wellbeing shouldn’t be taken for granted.

    Almost 1 in 4 indicate their financial situation is negatively impacting their work productivity.

    • 23% rated that their work productivity is negatively impacted by their financial situation.
    • Financial wellbeing is as much of a component of a mental health strategy as any other part.

    For more insights, please select one of the following articles;

    Morneau Shepell; MHI – The Pandemic’s impact on Managers

    Morneau Shepell; MHI – Key findings and further information

    Morneau Shepell; Employers Connect – Virtual Mental Health Summit

    Morneau Shepell; MHI – The Pandemic’s impact on mental health & productivity

    Morneau Shepell are a leading provider of International Employee Assistance Programmes (EAP). A Global EAP allows a business to provide a consistent level of mental health support to employees across multiple international locations. You can find out more about Global EAP’s here;

    Find more information on the full range of International Employee Benefits here

    Find more information on International Business Health Insurance here

  • Morneau Shepell; MHI – The Pandemic’s impact on mental health & productivity

    Morneau Shepell; MHI – The Pandemic’s impact on mental health & productivity

    Employee mental health and productivity during the covid pandemic

    Morneau Shepell’s Mental Health Index found the following;

    A significant majority indicate that the pandemic has negatively impacted their mental health;

    74% of workers in the UK were aware that pandemic has negatively impacted their mental health (80% Canada, 81% Australia, 75% US)

    Employee mental health declined during the pandemic

    Mental health of working Britons declined significantly since the pandemic and continues to be strained;

    In this measure, a score of 0 equals the 2019 levels of mental health. A negative score is a decline and a positive score is an improvement. A movement of 1 or 2 % would be something that you would pay attention to.

    • In April 2020, the score for working Britons was -13.8.
    • These numbers have fluctuated between -13.8 and -12 during the year, ending in Jan 2021 with a score of -13.3, showing a sustained pressure.

    These numbers show a mental health crisis. A decline of this magnitude has never been seen in other studies conducts by Morneau Shepell over the years. You would expect to see a recovery over time, but that hasn’t been able to happen due to the protracted nature of the pandemic. Due to this, the situation is likely to be more critical than we think it is, or have seen before.

    Burnout risk for UK employees after covid

    The proportion of the UK working population with Burnout risk tripled in 2020 compared to 2019

    Burnout comes from excessive or prolonged stress without sufficient recovery. The impact means that employees find it hard to work and be productive. Symptoms include;

    • Feeling less accomplishment
    • Emotional exhaustion
    • Decreased motivation / caring

    This is a significant concern for employers, as much as employees, as this is a key driver for low productivity and higher staff turnover.

    UK employee productivity during the pandemic

    Employee work productivity declined in April and remains low

    • People are working more hours now they are working from home.
    • One of the reasons people are working more is that they are feeling less productive per hour of work. There are more distractions – anxiety / stress, so less productive and more hours being worked, being driven by mental health.
    • The extra hours might be masking this decrease in productivity for some employers to a certain extent. However, productivity declining due to mental health issues is an underlying issue which companies need to address as part of recovery.

    For more insights, please select one of the following articles;

    Morneau Shepell; MHI – The importance of Financial Wellbeing

    Morneau Shepell; MHI – The Pandemic’s impact on Managers

    Morneau Shepell; MHI – Key findings and further information

    Morneau Shepell; Employers Connect – Virtual Mental Health Summit

    Morneau Shepell are a leading provider of International Employee Assistance Programmes (EAP). A Global EAP allows a business to provide a consistent level of mental health support to employees across multiple international locations. You can find out more about Global EAP’s here;

    Find more information on the full range of International Employee Benefits here

    Find more information on International Business Health Insurance here

  • Morneau Shepell – Global mental health pandemic being evidenced in data for the first time

    Morneau Shepell – Global mental health pandemic being evidenced in data for the first time

    The first global mental health pandemic data revealed – The Morneau Shepell’s Conference

    We were delighted to attend leading International Employee Assistance Programme provider, Morneau Shepell’s, 10th annual Employers Connect event this week. In the UK, Morneau Shepell also operate as ‘Lifeworks’ a UK brand which they requires a number of years ago.

    This was their first virtual event, held across their key global locations, and they took the opportunity to provide some fascinating insight into research which they have been conducting over the last year, using their Mental Health Index – more on that further down.

    The event was hosted by Stephen Liptrap, President & CEO and Paula Allen, Global Leader, Research and Total Wellbeing.

    Stephen opened the event, commenting;

    “We’re experiencing a global mental health pandemic. In less than one year, mental health has emerged as one of the top business issues around the world…. It’s an opportunity to act on what we have always knows to be true; happy, healthy and engaged people are the key to building a high performing workforce, and resilient organisations”

    “Mental health issues have never been more acute, but we also have more data, a strong will to make a change, and clear evidence that what employers do makes a difference.”

    Morneau Shepell launched their Mental Health Index (MHI) almost a year ago, in April 2020, which is updated monthly to provide a measure of the state of people’s mental health around the world (notably the US, Canada, UK and Australia). We were encouraged to think of the Index akin to the monthly CPI or RPI data we measure our economies on, but for mental health. Paula Allen, then took us through some of the key findings which we will summarise below and in the coming articles;

    2020: a waterhead moment in mental health

    The impact of the pandemic on the mind has been significant. Generally, stress inducing situations present you with a degree of control; moving house, having a baby, your job etc.. However, the pandemic delivers massive change with no control, impacts include;

    • Loss of sense of control / security
    • Uncertainty
    • Increased isolation
    • Heightened vigilance
    • Increased care and concern for others

    Typically, there is a predicable way that people respond to crisis

    1. Shock, denial and confusion
    2. Heroics – quick decision making, massive effort to react quickly – but this is not sustainable
    3. Disillusionment, fatigue, burnout – generally this is where most of us are now
    4. Short term adjustment – if we have the right support we have, or can, move here. However, this Is not guaranteed. If we do not act it can result in a longer term detriment.
    5. Longer term adaption

    Recovery from crisis is not guaranteed:

    Risks include:

    • Temporary coping strategies such as alcohol and food
    • Peoples thinking styles can change – Catastrophizing, unrelenting anxiety
    • Overwhelming anger, feelings of helplessness
    • Lack of action or opportunity for mental recovery
    • Delaying physical / mental health care
    • Isolation and lack of social support

    Morneau Shepell have seen trends in their data which show that people who have anger as their primary reaction, have been struggling more than most and they have been doing worse over time. People whose primary emotion is gratitude, focussing on what they have, what they can do, and recognition and appreciation of others, have experienced mental health which has been improved through this crisis.

    What we do now is going to make a huge difference is how we move forward.

    Mental Health Index (MHI)

    The MHI has been three years in the planning. Benchmark data was collected between 2017 – 2019 with the Index launched in April 2020.

    The Index offers a clear measure of mental health in the working population, over time. It polled a representative national sample in four key countries;

    US: 5,000

    Canada: 3,000

    UK: 2,0000

    Australia: 1,000

    MHI data is collected and published monthly and is the source of the data in the insights which follow. We have broken down the findings into four articles;

    Morneau Shepell; MHI – The Pandemic’s impact on mental health & productivity

    Morneau Shepell; MHI – The importance of Financial Wellbeing

    Morneau Shepell; MHI – The Pandemic’s impact on Managers

    Morneau Shepell; MHI – Key findings and further information

    Morneau Shepell are a leading provider of International Employee Assistance Programmes. These Global EAP’s allow businesses to provide a consistent level of mental health support to employees, across multiple international locations. You can find out more about Global EAP’s here;

    Find more information on the full range of International Employee Benefits here

    Find more information on International Business Health Insurance here

  • Bupa Global Launches New Executive Wellbeing Index

    Bupa Global Launches New Executive Wellbeing Index

    The pandemic has been a nightmare for us all in one way or another, but it has also made us take a step back and reassess how we’ve been living our lives up to now – a lot of us don’t want to go back to exactly how it was before. Perhaps the small silver lining in this crisis is that it has forced us to re-examine our values and goals; What’s really important? And how would we prefer to muddle through this life in the future?

    As we realise that COVID-19, or at least, the effects of it, are here to stay for a good while longer, we’re adapting to a new set of needs and wants. And so, too, are the world’s boardroom executives. These business leaders will be helping to shape businesses, employment, and economies in the Post-COVID world – so how have they felt the impact? How will they respond?

    The New Executive Wellbeing Index

    In light of this, the leading International Health Insurance provider, Bupa Global, has commissioned research across seven key global regions (China, Egypt, France, Hong Kong, UAE, UK and USA), interviewing almost 2,000 high net-worth individuals and senior executives. The result is their recently released: Executive Wellbeing Index – a fascinating insight into how each area reacted to the spread of the virus, both in terms of public health and the economy. The report also comments on how business will be changing in response to the experience of 2020 and indicates how the focus areas within an International Employee Benefits offering may shift. We have outlined some of the key findings below;

    • Seven in 10 experienced poor mental health in this time, rising to eight in 10 for business leaders. For many, this was a new experience and didn’t know how to best handle the situation, with 40% of board-level executives reporting that they delayed seeking help.
    • This experience has led to one in four executives committing to provide better mental health and wellbeing support for colleagues. This is something that Engage Health Group can testify too, with a surge over the last few months, of interest in International Employee Assistance Programmes (iEAP) which deliver low cost, but very high impact mental health support.
    • One in three board-level executive plan to continue working mostly from home on a permanent basis, with over half stating they plan not to return to the same fast pace of life.
    • Other key findings include; a planned cut down of travel, plans to manage down their hours (24%), take more regular exercise (38%), maintain a better diet (32%), make more time for meditation and mindfulness (30%), and an increasing number of executives are looking to opt for early retirement.

    The Wellbeing Index Highlights Mental Health Problems

    It is sad, but perhaps, unsurprising, that mental health and wellbeing was one of the biggest issues identified, with such a large percentage of the interviewees claiming to have experienced mental health issues. The silver lining to this cloud may be a genuine acceleration in embracing the importance of workplace mental and physical wellbeing, and a rebalancing of work/life priorities. These business cultures can often stem from the top down and with such a significant and lasting impact on board level exec’s focus, and crucially budget, being allocated to support the many employees becoming increasingly isolated. A well designed International Employee Benefits strategy is critical in providing employees with a consistent and effective support system, and with a broad range of products and services now available to international businesses, a meaningful International Employee Benefits offering can be provided across a range of budgets and employee host countries.

    Bupa Global’s research also uncovered that 70% of executives now plan to purchase Private Medical Insurance, or International Medical Insurance, with an emphasis on preventative care and mental health, in the next 12 months.

    In anticipation of this demand, Bupa Global has been investing in its mental health services to support employees, individuals and their families by removing annual and monetary limits across their International Medical Insurance plans for in-patient and day-patient mental health treatments. They are now also including cover for various conditions relating to mental health that had previously been excluded from their policies.

    Bupa Global, and the majority of other International Health Insurance providers, now also provides an International EAP incorporated into their company International Private Medical Insurance plans, as standard, to reflect the demand in this space.

    Bupa Global’s full Executive Wellness report can be downloaded here and the accompanying infographic can be downloaded here