Engage Health Group

Tag: international employee benefits

  • How to provide Medical Evacuation Insurance to employees

    How to provide Medical Evacuation Insurance to employees

    There’s never a good time to experience a serious illness or injury, but there are some parts of the world where it would be particularly concerning.

    While cutting edge innovations like robot-assisted surgery and AI-assisted diagnostics are starting to be seen in the UK and elsewhere around the world; some countries struggle to offer even the most basic medical support.

    Medical Evacuation Insurance is designed to help your employees working or travelling abroad get the medical care they need when local hospitals can’t provide it. They are typically purchased as part of an International Group Health Insurance plan.

    In this article, we explain how Medical Evacuation plans work and the kind of features you can expect to see included.

    Engage Health Group can help you find International Health Insurance policy for your business and advise on the medical evacuation services they include. Arrange a free consultation and no-obligation quotation by contacting enquiries@engagehealthgroup.co.uk or 01273 974419.

     

    How does Medical Evacuation Insurance work?

    Medical Evacuation Insurance comes into effect when local hospitals are ill-equipped to handle an employee’s urgent needs. The policy provides logistical and financial support to transport the affected person to a facility capable of delivering the required treatment.

    In some cases, it also covers repatriation, bringing the affected person back home for further treatment.

    Arranging emergency transport, especially across borders, would ordinarily be extremely expensive. Medical Evacuation Insurance covers these costs, making sure employees get the care they need without the financial burden falling on them or their employer.

    Under a medical evacuation plan, the insurer will:

    • Assess local healthcare options
    • Provide language translation services to ensure patients and their families understand the process
    • Organise transport via ambulance, commercial flight, or air ambulance.
    • Provide support and medical supervision during travel.
    • Bring the employee home if necessary through its repatriation benefit.

    The cost of an air ambulance can be incredibly expensive. For example, AXA has previously arranged a short evacuation from Nice to Paris for a staggering €12,000! The company has also paid €228,000 for a long-distance transfer from North America to Asia.

    Without insurance, the financial responsibility falls on either the employee or the employer, which could be unaffordable for both.

     

    Why invest in a medical evacuation policy?

    There are many reasons why you might buy Medical Evacuation Insurance for your employees:

    • Peace of mind: Nobody will want to work in a location that lacks access to reliable medical support. Having Medical Evacuation Insurance reassures staff they have the necessary support and won’t be left stranded in an emergency.
    • Avoid huge medical bills: Medical evacuations aren’t cheap. As we saw in our example with AXA, medical evacuations can be incredibly expensive. A short medical transfer across Europe costs thousands of euros and can run into hundreds of thousands on long-haul evacuations. Without insurance, these costs could be financially crippling.
    • Receive 24/7 phone support: This is for both the affected person and their family which, in turn, alleviates the stress that would otherwise fall on HR or a company director.
    • High-risk locations and remote areas: Medical evacuation insurance is very important for employees working in areas with limited medical facilities. It ensures they can access proper treatment, prevent complications, and even save lives.

    Are you seeking improved ways to protect your global employees? Contact our award-winning international team via enquiries@engagehealthgroup.co.uk or 01273 974419. We promise impartial expert advice given in your best interests. 

     

    How can businesses find the right policy?

    Many international health insurance plans include medical evacuation and repatriation coverage. Examples of providers include: AXA Global Healthcare, Bupa Global and Cigna Global.

    It’s worth liaising with an international consultancy, like Engage Health Group, to ensure you’re on the most suitable and cost-effective plan. We’ve previously collaborated with employers and insurance companies to develop a medical evacuation strategy for staff working in high-risk locations like Lebanon and rural areas like Ghana.

    We collectively scrutinise potential situations and other obstacles that may arise in a medical emergency abroad. The solution is then developed, so emergencies are acted upon immediately should they occur.

    Once the medical evacuation insurance is in place, you and your employees can be assured that emergency evacuations are covered across multiple time zones and regions. This will prepare your business and its employees for all types of medical emergency.

     

    Seeking impartial advice

    Medical Evacuation Insurance is a safety net for companies with employees who travel or work internationally. The policy ensures employees can get proper medical care, saves businesses from huge unexpected financial costs, and makes handling emergencies less stressful.

    As you can see, there are different providers offering medical evacuation services, but it’s worth seeking impartial advice from our team as we can compare plans and advise on what insurer offers the best support in specific territories.

    Arrange a free obligation-free consultation by contacting our international experts on  enquiries@engagehealthgroup.co.uk or 01273 974419.

  • Global employee benefits fragmenting? Here’s the fix…

    Global employee benefits fragmenting? Here’s the fix…

    The problem of disjointed international benefits is laid bare in the recently published Global State of Benefits Report 2025 by Ben.

    The report reveals that many companies still use a fragmented approach, allowing local offices to handle benefits independently. This results in unnecessary duplication of work, inefficiencies, and missed opportunities to save money.

    If your company is operating in this way, then now is the time to evaluate how your global benefits are managed. Here’s how you can simplify the process and get better results.

    Need expert help in pulling together international health and protection policies? Set up a free consultation with one of our global specialists by contacting enquiries@engagehealthgroup.co.uk or 01273 974419.

     

     

    The challenge of managing global benefits

    Ben’s report highlights the challenges of managing benefits on a global scale. About 70% of companies don’t have a unified strategy, and 23% let their regional offices take full control. This disjointed setup often leads to:

    • Lack of communication between headquarters and local teams
    • Overworked HR staff managing unnecessary procedures
    • Missed opportunities to negotiate better terms or keep expenses low

    At the same time, the cost of essential benefits like health and life insurance keeps climbing. Spending on medical care increased by an incredible 115% in 2024, making it difficult for many companies to keep track of their budgets.

     

     

    How to fix your global benefits plan

    Do you find it difficult managing your benefits plan? The solutions below can help make things that little bit simpler, while giving you a clearer view of costs.

    Consolidate policies

    A smart way to reduce inefficiencies is to consolidate your benefits policies. Instead of managing separate plans in every country, consider covering employees across multiple countries under a single international policy. This type of plan provides consistent coverage globally while meeting local requirements.

    For example, if you have employee health insurance arrange country-by-country, you could pull them together under a single International Health Insurance plan.

    It’s important to note that a one-size-fits-all policy isn’t always the answer, as it can be more expensive. Our consultants can give you can impartial verdict and even pull together a complimentary quotation to see if it would be worthwhile in your case.

    Include a variety of policies

    When updating your benefits strategy, consider including key policies that support and protect employees everywhere. Examples include:

    You’ll be aware that health and wellbeing is a holistic pursuit. Therefore, it’s important that the key areas of wellbeing are covered in your benefits: physical, mental and financial wellbeing.

    Improve communication and oversight

    Technology has an important role to play here. HR systems and employee benefits platforms should be able to work seamlessly across borders. This dramatically improves your ability to track costs, review employee experiences and communicate seamlessly. If this isn’t yet the case, the sooner you’re able to fix the problem the better – otherwise the problem will be ever more convoluted as the company grows.

     

     

    How an expert broker can help

    Managing global benefits can be difficult, but working with an expert broker like Engage Health Group can make it easier. Here’s how brokers can help:

    • Industry insights: Brokers provide you with tools and access to market data that helps keep your benefits competitive.
    • Regulatory knowledge: They guide you through local laws and compliance requirements.
    • Cost savings: Brokers with strong connections can get better rates and customised solutions.
    • Simplified processes: Brokers streamline benefits, saving you time and reducing mistakes.

     

     

    Taking the next step

    The Global State of Benefits Report 2025 shows that many companies need to rethink how they provide employee benefits to global teams. With the right strategies in place, you can simplify the process, save costs, and provide better support for your employees across the globe.

    Ready to take the next step? Engage Health Group can create a benefits program that truly works for your business and your people.

    Contacting enquiries@engagehealthgroup.co.uk or 01273 974419 to arrange a no-obligation consultation.

  • Engage wins Best International Group Advice Firm 2024!

    Engage wins Best International Group Advice Firm 2024!

    Engage Health Group won Best International Group Advice Firm at the Health & Protection Awards 2024.

    The prestigious event celebrates the very best work from advisers and insurers in the employee benefits industry.

    It’s the second consecutive year we’ve won the award, and is testament to the hard work and expertise of our international team, led by Ian Abbott and Penny Pemberton.

    In this blog post, we explore the award win in more detail and outline how we help UK companies with global reach look after their employees through their health and protection policies.

     

    Why the Health & Protection Awards matter

    photo of penny pemberton receiving the award for Best International Group Advice Firm from comedian Kevin Bridges

    More than 700 advisers, insurers and other representatives attended the Health & Protection Awards ceremony at London Hilton Park Lane to celebrate high achievement within the industry.

    Penny Pemberton, Head of International Benefits, received the Best International Group Advice Firm from comedian Kevin Bridges on behalf of our international team.

    “I’m thrilled and proud that the team has been recognised for all their hard work. It’s great recognition for our amazing team.

    “Engage International has built a team of expert consultants with a vast array of experience in the world of international benefits. We genuinely care about our clients and enjoy working to find the best solutions to fit their benefit needs around the world.”

    Do you need international expertise for your business? Email enquiries@engagehealthgroup.co.uk or call 01273 974419 to arrange a meeting with one of our experts.

     

    How we achieved £250k savings for a global client

    Engage Health Group won this award due to the way we are able to leverage our expertise in the international employee benefits market and streamline our clients’ international benefits programmes.

    Ultimately, the goal is always to improve efficiency, reduce costs and improve employee support. Achieving this across different countries can be very challenging and many HR teams struggle to achieve global oversight on their benefits and achieve consistency in different territories.

    One client we worked with had rapidly grown to 40 separate entities operating across 19 countries. Each entity had separate benefits policies in each country with different insurers, leading to a splintered patchwork of policies to manage.

    The client’s policies included: International and domestic Private Medical Insurance, Life and Disability Insurance and a variety of Employee Assistance Programmes.

    Engage Health Group worked with the client to benchmark current benefits against best practice in each country and identify gaps. Where there were multiple benefit plans in one country, we looked to harmonise benefits with one insurer. Where possible, we brought benefits together under a single global plan while ensuring compliance with local regulations and leveraging economies of scale, which resulted in substantial savings.

    We achieved more than £250K in global savings for the client, with a 25% reduction in their International Medical Insurance premiums alone.

    Our work went beyond traditional consultancy by integrating directly with the client’s platforms, running webinars to educate employees, and acting as a concierge service for all member queries.

    The end result is that the client’s international employee benefits are more cost-efficient, easier to manage, and better aligned with their business growth strategy.

     

    Do you need help with your employee benefits policies?

    Engage Health Group provides free advice and policy reviews across a range of employee benefits both within the UK and around the world.

    If you’re seeking expert advice and support on your health and protection schemes, then please do get in touch for a no-obligation consultation.

    Email enquiries@engagehealthgroup.co.uk or call 01273 974419.

  • Crisis response: How to support employees in times of global emergencies

    Crisis response: How to support employees in times of global emergencies

    The growing trend in employing global remote workers means that employer duty of care is increasingly a worldwide exercise for businesses of all sizes.

    In a volatile world, the issue is even more pressing to address and increasingly challenging to navigate.

    In recent years we’ve had wars in Yemen, Ukraine and the Middle East; a global pandemic; natural disasters; global inflation and energy shortages.

    So it’s hardly surprising that we’ve experienced an increase in queries related to the issue of global emergencies and specifically Employee Assistance Programmes and how they can help in such scenarios.

    In this blog post we cover:

    • How global emergencies and crises impact business and employees
    • Key strategies and employee benefits that will make a difference to staff
    • How Engage helped a client during the Covid-19 pandemic

    To help explore this subject, our International Senior Manager, James Carrick provides his perspective drawing on knowledge and expertise gained from working with global clients and account management over the last 16 years.

    Need help supporting your global workforce? Get FREE expert advice from our consultants on 01273 974419 or email enquiries@engagehealthgroup.co.uk.

     

     

    How global incidents impact business and employees

    “With companies employing global workforces, there are more possibilities for staff to be caught up in natural or man-made disasters. Staff need the right support to be able to do their job effectively. Essentially, they need to have something in place to not only reassure employees but also to offer action if needed.”

    James Carrick, International Senior Manager, Engage Health Group

    With more people switching to remote working, businesses have had to adapt their approach to employee wellbeing. This can also include establishing strategies for guiding employees through global emergencies should they occur.

    “With more people working remotely, there are added complexities in managing a team living in different time zones, who are legally entitled to different or additional benefits and have varying needs based on where they are living and working,” said James. “The management and HR functions must be on top of what ‘good’ looks like across the globe, especially in those locations with staff.”

    There will always be different factors to consider when operating in different global locations. It’s vital to keep as up-to-date as possible with what’s going on in different countries and how events could impact your staff.

    This encompasses everything from extreme weather events to political volatility. There should be a plan-of-action in place that takes into account the different scenarios that could occur, and the kind of support employees would need should they come to pass.

     

     

    Why companies must provide support for global teams

    International traumas, emergencies and crises can impact all staff member’s health and wellbeing whether they have a personal connection to an incident or not.

    “Generally there does seem to be an increase in companies looking to support a global workforce,” said James. “Whether that’s in a proactive way – by ensuring provisions are in place if something was to happen – or for those that have needed to implement policies to support their team if something has recently happened.

    “Business leaders know they have a duty of care to their employees. They want to make sure that if the unthinkable happens, then they are set up and prepared to support their most important asset – their staff.”

    But are businesses asking about any particular employee benefits?

    “Employers are wanting a whole suite of benefits to help support their globally dispersed workforce. Compliant health insurance is important to have for general day-to-day living and working remotely. For those travelling for work, a comprehensive business travel insurance is needed and some employees even offer a short-term International Health Insurance policy for employees travelling.

    “An International EAP is also a very cost-effective, yet helpful employee benefit too. This gives a level of support to the employee immediately when they need it. If they find themselves suddenly thrust into a concerning situation in the place they are working, the EAP would have the provisions to offer help.”

     

     

    How International Employee Assistance Programmes (iEAPs) can help

    International Employee Assistance Programmes provide a suite of employee support services via a single platform. They are designed to help employees in multiple locations around the world deal with work-related problems or personal issues negatively impacting their physical or mental wellbeing, and their performance at work.

    International EAPs can help tackle a wide range of mental health issues that employees face, offering counselling sessions, referrals, grief support, managerial support and other external services.

    #1 How can iEAPs help global employees manage emergencies and crises?

    “EAP providers have the facility to provide support in the event of a traumatic event. They aim to reduce and manage the impact of traumatic events by providing a range of interventions specifically tailored to provide early support, encourage self-care and re-establish normal routines for those affected by such events.

    “They can provide professional on-site support to organisations and their people following a traumatic event including immediate response straight after, continued support services further down the line, and one-on-one counselling to organisations and their people following a traumatic event.

    “EAPs also offer a catalogue of training events for both employees and management to develop skills to provide any ongoing support to the people in their team.”

    #2 How can training events help staff? And how does this come into employee support and EAPs?

    There is a large host of training events available to global businesses, which can be broken down into different sections to address different situations. For example:

    Training for the workplace: Embracing change – Giving and receiving feedback – Responding to bullying/harassment – Making the most of international assignments.

    Personal training: Balance v burnout – Overcoming imposter syndrome – Compassion fatigue.

    Mental health: Create a resilient mindset – Stress management – Healthy mind toolkit – Facing grief, trauma and survivor guilt – Eco-anxiety coping strategies

    Physical health: Coping with illness – Healthy eating – Men’s health matters – Menopause.

    Relationships: Ageing parents – Supporting colleagues through difficult times – Supporting child’s mental health.

    Leadership: Disability awareness – Conflict – Leading hybrid teams – Leading through crisis – Sustaining resilience through trauma.

    #3 Do International EAPs provide enough support to offer staff?

    “Traumatic events can impact the entire workplace. And they way people process varies, such as some with shock, or anger, confusion, grief, exhaustion, or an increase in presenteeism and absence. And everyone responds differently to different support and services. An EAP’s services can cover a lot for staff, but it’s always best to build a holistic employee benefits strategy including varied benefits and policies.”

    “An EAP really comes into its own to help support employees in the event of something happening. There are additional support functions (like critical incident support) that can be added on to the EAP if a situation becomes severe and further intervention is needed.”

    #4 Is there an increased interest in iEAPs?

    “We have definitely seen companies wanting to implement EAPs to provide the assurance of having something in place so staff have somewhere to turn to if they need support.”

    “With companies employing a more nomadic workforce, this can mean some staff may be working or living in places that are no strangers to conflict, natural disasters, or a whole manner of situations impacting their lives. An international EAP ensures a consistent level of services – vital element for employees to feel valued no matter where they are living and working. For business, having one global contract encompassing all locations will help with contracting, invoicing, and client management.”

    “We’ve seen some incredible charities contact us wanting to offer an international EAP to their staff actively going into parts of the world that need their expertise. An EAP can go a long way in supporting those charity staff as they help others affected by war or natural disasters.”

    #5 Has there been an uptake in other international employee benefits and insurance schemes?

    “We’ve seen businesses enquiring about a whole range of employee benefits including Group Health Insurance, Life Insurance, Travel Insurance and International Employee Assistance Programmes. A good benefits package helps retain the staff working within the business and helps attract the best talent.”

    In addition, an International Group Health Insurance scheme will often include emergency medical repatriation, should an employee find themselves in a country lacking the appropriate medical facilities.

     

     

    CASE STUDY: Crisis response in a pandemic

    Engage previously worked with Timber Trading Agency International, a company with a global employee footprint covering India, UK, Lebanon and Ghana. In early 2020, it was identified that there was a requirement to implement a comprehensive employee support program aimed at protecting their international employees in the case of a medical emergency. This was particularly relevant due to the growing pressure of the Covid-19 outbreak, both in terms of the risk of infection and the increased pressure on local healthcare systems.

    Thanks to Engage’s guidance, the client was able to quickly communicate coverage changes, roll out enhanced benefits, and support new technology to overcome emerging issues.

    Furthermore, a Covid-19 emergency evacuation plan was implemented across an employee base spanning 4,700 miles, four time zones and some of the lowest quality healthcare in the world, to support a particularly vulnerable employee based in rural Ghana.

    Read more: Managing expat risk with a medical evacuation plan. 

     

     

    What employers can do to help

    Employers hiring in different areas of the world must be prepared to encounter any and all situations, whether that’s staff struggling with the day-to-day, or when an emergency hits.

    Below we have included key pointers to refer to when establishing an employee wellbeing strategy.

    #1 Establish an emergency response plan

    • Outline roles, responsibilities and procedures appropriate for different emergencies
    • A disaster management plan should also include details of resources, care facilities, and potential evacuation procedures
    • Post-emergency assistance should also be in place, including emotional and physical rehabilitation
    • Clearly signpost health and safety measures for all staff

    #2 Always communicate

    • Set up communication channels, both internally for staff and management, but also externally for any services and expertise you may need to draw on
    • Keep staff informed on current events that may impact them, and update them on procedures in the process
    • Signpost support and information clearly too all staff and management
    • Hold regular one-to-one’s and ensure open lines of communication for staff to raise concerns, provide feedback and/or receive updates
    • Provide updated information on employee benefits, insurance schemes and support services to help during emergencies and after

    #3 Make employee wellbeing a priority

    • Develop and implement a health and wellbeing plan which covers physical, mental and financial support
    • Invest in ongoing initiatives and resources to support staff beyond a crisis
    • Ask employees what they need from employee benefits via surveys, focus groups, polls and one-to-ones
    • Establish a holistic employee benefits strategy catering for different ages, economic circumstances, geographical locations, job roles, and personal circumstances (such as family or care responsibilities)

    #4 Establish a clear line of management and a place to turn to

    • Create a response team composed of representatives from different departments e.g., HR, operations, health and safety, line managers, and staff with special training
    • Offer training sessions to managers and employees e.g., Tactical Emergency Management/Emergency Response Training
    • Educate managers and leaders in employee benefits and services to pass correct information to employees

     

     

    Finding support to protect a global workforce

    Employer duty of care is never more apparent than when your workforce are struggling with external global events. But developing a robust wellness plan, clear communication pathways, and establishing a crisis response strategy will protect business and staff.

    Finding the right support to help with this can make all the difference when fulfilling your duty of care to a global workforce. At Engage Health Group, we have a wide global broker network spanning more than 70 countries, enabling us to provide the best guidance no matter where your employees are based.

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

  • Here’s how an International Health Insurance broker can help…

    Here’s how an International Health Insurance broker can help…

    A good International Health Insurance broker provides impartial advice to any individual or business looking to offer health coverage to its global employees. 

    Brokers can be the make or break factor in the success or otherwise of a global health plan.

    However, all brokers have their own ways of operating – some offering their services for free, others charging, and all with varying levels of expertise across different countries.

    In this blog post you will learn:

    • The role of an International Health Insurance broker
    • How the business model works
    • The benefits of employing an expert broker
    • Real-life examples of how a broker can help

    Need help creating the perfect blend of international employee benefits and health insurance for your global staff? Contact our expert international insurance brokers on 01273 974419 or click on the chat box on the right. 

     

     

    What does a Global Health Insurance broker do?

    A health insurance broker should be dedicated to the needs of its clients – rather than the interests of an insurance provider. A broker’s mission is to find you the best policy at the right price point by using their connections with numerous providers and their knowledge of the industry. 

    For example, there are several elements to the service at Engage Health Group:

    • Initial discussion and fact-finding: Businesses come to us with various questions related to the global health insurance market. It usually centres around how such policies work and how much it costs. We provide all our answers in plain English.
    • Advice and guidance: We advise clients about the best route forward after we’ve learnt about the business’s needs and scope of coverage required. 
    • Delivering quotes: We gather policy price-points from across the whole market, tailored to the needs of a business.
    • Claims assistance: We assist with claims, should any disputes arise or any further guidance be required.
    • Review policies: We review global healthcare policies to ensure they are providing value for money by comparing against other policies on the market. We will highlight any better, more cost-effective, alternatives.

    Launching or reviewing a global health insurance scheme is a daunting and time-consuming process for HR departments. But a broker can ensure the process runs more smoothly.  

    Insider tip: Brokers are usually paid a commission by the insurance providers meaning their services can be provided free of charge to the business. Look out for any brokers that come with their own fees – these are ones to avoid! Also check if they are members of the AMII as this shows they are dedicated to providing impartial advice and are not tied to an insurer.

     

     

    Why turn to an International Health Insurance broker?

    The International Health Insurance market is full of insurers competing for your attention, all claiming to have the ideal policy for your business. International Healthcare is a considerable investment and that only puts more pressure on HR teams to achieve return-on-investment.

    A reputable Global Health Insurance broker can:

    • Increase you chances of finding the optimal global healthcare policy
    • Reduce the time and stress involved in searching for and managing policies
    • Ensure you budget is spent wisely

    Below we have listed a few issues that can be encountered when looking into International Health Insurance for your staff: 

    • Location-specific requirements: Different countries can pose specific challenges that need to be addressed. For example, in the UAE it is essential to have health insurance in order to obtain a work visa. Meanwhile, in the US, health insurance is mandatory for many employers
    • The range and breadth of global insurance providers: There are a huge number of global health insurers, each with different policies and expertise in different territories.
    • Vast number of products and options: There are potentially thousands of product combinations, exclusions/inclusions and price points to consider.
    • Choosing between domestic and international policies: In some cases, opting for separate domestic policies could be better than investing in a global scheme. Brokers will balance up cost factors, compliance requirements and how best to simplify its administration.

    International Health Insurance brokers will essentially take on the heavy lifting to remove as much stress as possible from the process. 

    Further insights: How to gather the best International Health Insurance quotes. 

    Would you like to speak with an international insurance broker right now? Give our award-winning team a call on 01273 974419 for FREE no-obligation advice and support.

     

     

    What are the benefits of using an Global Health Insurance broker?

    The surge in companies employing talent from around the world has led to increasingly complex demands on HR teams. And this trend is set to continue. So, how do employers ensure that all employees are equally supported wherever they are in the world? 

    Here are some of the key benefits of employing an International Health Insurance broker:

    • Global market-wide quotes: An independent broker is constantly reviewing policies available in the global healthcare market, providing the pick of the bunch to you. 
    • Free expert knowledge: Receive expert knowledge on each insurance company’s terms and conditions – all relayed clearly to you, entirely free of charge.
    • Country-specific knowledge: Gain detailed knowledge on how different health systems operate, what the statutory requirements are and more.
    • Personalised approach: Brokers take the time to fully understand the unique requirements of your business, leading to a plan that fits your specific needs.
    • Broader employee benefits advice: A broker like Engage can also advise on other areas of workplace benefits, including protections schemes, EAPs, corporate wellness, cultural training and more – and explain how they all fit together.
    • Policy implementation: Some brokers also help implement schemes – providing educational materials to employees and generally help onboard employees to ensure they are fully aware of the benefits they have and how to use them.
    • Claims assistance: If there are any disputes with an insurer, a broker can take it up on your behalf.
    • Independent expertise: Assuming they are an impartial broker, you can be assured they are working in your best interests – and not on behalf of the insurance industry!

     

     

    Examples of a global health insurance broker in action

    The Engage International team work with a wide range of clients across various sectors, offering expert advice and industry experience. To share more insight into what we do, we’ve provided a few revealing testimonials from our client-base.

    Remote:

    Global hiring specialist and Employer of Record, Remote, has worked with Engage on its global medical plans. 

    “They helped us establish a comprehensive medical plan that covers our employees globally, with competitive and flat rates. Additionally, they act as advisors, providing us with valuable guidance on best practices in countries where we lack local knowledge.

    “Engage Health’s expertise and network of brokers have been instrumental in navigating the complex world of global benefits. They match us with brokers who share our values and goals, ensuring that we have the right coverage and support for our employees worldwide.

    “We highly recommend Engage Health for their exceptional service and expertise. We are grateful for their partnership and look forward to continuing to work with them in the future.”

    Joana, Senior Expert, Global Benefits Strategy and Design, Remote

    Timber Trading Agency (International):

    Helping to establish a detailed benefit scheme for employees working in medium-high risk countries. 

    “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 of Timber Trading.

    Global IT Company:

    Covering 60 employees in Europe/New Zealand/Australia.  

    In this instance, this organisation had been quickly scaling their international tech pool, hiring remote global employees working in various parts of the world from the get-go. 

    “They went out of their way to provide us with the best quote and negotiated with our current provider, they managed to increase our level of cover and drop the cost. They provided support during the change over to the new policy and came to our office to do an all company presentation explaining how to get the best out of our cover.”

     

    BCB Group:

    Europe’s leading payment service provider.

    “James at Engage was super helpful with explaining all our potential options, he understood the requirement for ensuring the level of cover was appropriate whilst also balancing financial impact.

    “Throughout the process, from market review through to cover in place, there was regular and quick communication, keeping us in the loop with any developments.

    “I would have absolutely no hesitation in coming to James and the team again for any future support required.”

    Take a look at more testimonials here.

     

    Reach out to Engage Health Group!

    The international health insurance and employee benefits market can be difficult and confusing to navigate through. 

    At Engage Health Group, we have a global reach spanning more than 70 countries, enabling us to help international clients streamline their global benefits. We offer genuine expertise and the most competitive quotes in the market. 

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

  • Is 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.

  • Managing a global workforce the smart way in 2023

    Managing a global workforce the smart way in 2023

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

    So, how do you best manage a global workforce?

    In this blog post, we explore:

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

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

     

    Overcoming the 7 challenges of managing a global workforce 

    1. Cultural differences

    The challenge

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

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

    The solution

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

    2. Language barriers

    The challenge

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

    The solution

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

    3. Time zone variations

    The challenge

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

    The solution

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

    4. Team dynamics

    The challenge 

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

    The solution

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

    5. Employment regulations 

    The challenge

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

    The solution

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

    6. Employee needs

    The challenge

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

    The solution

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

    There are a number of ways to do this:

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

    7. Administering employee benefits

    The challenge

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

    The solution 

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

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

    8 global employee benefits which support your workforce

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

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

    1. International Health Insurance

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

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

    2. International Life Insurance

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

    3. International Employee Assistance Programmes 

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

    4. International Income Protection

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

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

    5. International Critical Illness Cover

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

    6. Pre-assignment Screening 

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

    7. Cultural Training 

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

    8. Group Travel Insurance 

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

    Need help managing a global workforce?

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

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

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

  • 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.

     

  • ISO 31030 Travel Risk Management is Now Released – Your Complete Guide

    ISO 31030 Travel Risk Management is Now Released – Your Complete Guide

    Engage Health Group International Director Ian Abbott has recently explained and discussed the September release of the new ISO 31030 Travel Risk Management, detailing how it can provide the best support for internationally travelling workers. We at Engage wanted to further outline a guide on the ins and outs of the new ISO standard, setting the benchmark for the best practices in corporate travel.
    World Travel Protection hosted a webinar this June by Alex Twiggs (WTP Director), which incorporated insights on the new ISO 31030 Travel Risk management standard. In this guide, we will touch on the key takeaways from the announcement and what the new ISO 31030 means for international organisations.
    The ISO 31030 means international businesses go from a lack of understanding and unpreparedness for risk situations to having a well-thought-out critical travel risk management strategy. So, here is how the new ISO standard is changing the face of travel risk management and assessments.
     

    What is the ISO 31030 Travel Risk Management standard? 

    Originating from the ISO 31000 (2018) Risk Management, the 31030 standard is bringing risk assessment and management further into the travel industry. The new standard will provide organisations with a global Travel Risk framework, where all companies will need to align their existing management strategies to, developing the best safety procedures for their employees.
    The aim of the ISO 31030 is to promote a global culture with international businesses by making travel-related risks a more serious matter. The new standard focuses on the travellers and the risks they will face, providing guidance and tools for managing risks under a common language and principle.
    The ISO 31030 will cover all aspects of business travel: authorisations, planning, policy, traveller assessment, transportation, destination, accommodation – to name a few!
     

    Why is ISO 31030 needed for international business with corporate travel? 

    For many businesses working internationally, corporate travel is unavoidable and needed to expand into new markets and clients. With the world becoming more globalised and connected, the number of countries workers are travelling to is growing, consequently raising the number of risks that will be encountered.
    With international companies working globally, not having a local base can lead to complexities in protecting employees compared to those in domestic locations. Therefore, the more focussed approach outlined in the ISO 31030 standard is needed.
    The emergence of the ISO 31030, following the pandemic, has meant that international businesses can explore what has been going wrong in their travel management plans. The pandemic has brought forward a different set of issues and safety risks that weren’t apparent before, and this developed ISO standard provides a space for travelling employees to state what is needed for their health and safety from their organisations.
    Providing detailed support for these internationally mobile workers gives travellers the confidence they need to feel safe when working elsewhere in the world.
     
    (Which Businesses Should be Considering Kidnapping and Ransom Insurance?)
     

    Where to start with Risk Management?

    A good starting point for approaching your organisation’s risk management plan is by identifying everyone that is affected and involved. This can be done through feedback forums and mechanisms.
    Keeping up-to-date information on employees and business travel locations is also a good place to start, where this travel risk information should be incorporated into the overall basics of a risk management strategy.
    There are also external tools that are available to companies to help with getting started with risk management. For example, the Check My Travel Risk website which allows organisations to check their existing travel risk programmes against the new ISO 31030, guiding how to implement the best management for their travelling employees.
     

    Rules and responsibilities

    Businesses have a Duty of Care to their employees no matter where in the world they are. Duty of Care is a businesses’ moral and legal obligation to care for its employees. Regarding travel, this means ensuring the safety and security of travelling employees as an organisation’s responsibility doesn’t stop when employees arrive in a different location.
    Employees also have a Duty of Care to their companies as they need to communicate effectively on incidents and risks that occur when working abroad through feedback forums. Organisations can then learn from issues and implement change.
    Once understood, this loop of accountability between staff and employers will help travel risk managers to develop a streamlined process to ensure safety, developed from open discussion and critical collected data.
     

    Travel risk and accommodation

    Accommodation is a vital part of managing travel risk – to the point that the hotel industry was deeply involved in the creation of the ISO 31030. The hotel industry was the expert travel industry group, outlining issues of hygiene, fire safety, and general travel safety.
    The hotel industry helps to ensure that accommodation is fit for business purposes, meaning they are constantly aware of risk avoidance, reduction, and risk-sharing.
     

    Does the ISO 31030 provide a Risk Management template?

    The ISO 31030 uses the same terminology, principles, and framework as the previous ISO 31000, referring to the same risk profile template on how to build risk tolerance and dealing with general risk. The new ISO provides a more structured approach to the development, implementation, and evaluation of strategies. However, there is still room for variety where organisations can adapt to the risk management templates to fit with their company.
     

    Which businesses does the ISO 31030 target? 

    The ISO 31030 travel risk standard is available for all organisations and industries, where the size of your business doesn’t matter. From commercial, charities, education, non-government organisations, non-profit, HR, health and safety, procurement, sales, marketing, to security – it applies to all!
    The only industries that the new standard won’t apply to are tourism and leisure organisations.
     

    Summary 

    The safety concerns of travelling employees have always been a priority for organisations, but with the world still dealing with the fallout from the pandemic, the Duty of Care is higher than it ever has been before. The development and release of the ISO 31030 couldn’t have come at a better time, especially as a return to travelling across the globe is in full swing.
    Providing clarity and support for organisations, international businesses must also develop a shift in their risk management strategies to fall in line with the upcoming changes emerging from this Autumn. Look here to learn more about international employee benefits and safety issues.
     
     
    Contact us at Engage Health Group where we give free no-obligation advice and support, simplifying any international needs and enquiries.