Engage Health Group

Tag: international health insurance

  • How to develop a successful global employee benefits plan

    How to develop a successful global employee benefits plan

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

    But how do you do it?

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

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

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

     

    Get started with these 5 top tips

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

    #1 Assess staff needs:

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

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

    Other means of gathering staff needs, include:

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

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

    #2 Track the success of your benefits

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

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

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

    #3 Strike the right balance:

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

    Here are some ideas:

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

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

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

    Lifestyle perks: flexi-working and remote working arrangements.

    Fun perks: staff socials

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

    #4 Get to know your locations:

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

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

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

    #5 Prepare your employees for overseas placements

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

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

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

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

     

    Global employee benefits and health insurance

    International Health Insurance:

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

    International Group Life Insurance:

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

    International Group Income Protection:

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

    International Group Critical Illness:

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

    International Employee Assistance Programmes (IEAPs):

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

    Group Travel Insurance:

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

    Pre-Assignment Screening:

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

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

    Kidnap and Ransom Insurance:

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

    Cultural Training:

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

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

     

    Get free help from an independent broker

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

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

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

     

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

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

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

    But what do our expert brokers think?

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

    Contents:

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

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

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

     

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

     

    AXA Global: a brief overview

    AXA Global Health Insurance logo

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

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

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

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

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

     

    The AXA Global product range

    > Personal plans

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

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

     

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

    Short-term is designed for those:

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

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

     

    > Small business plans: 1-74 employees

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

    Other features included in all five tiers of coverage include:

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

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

     

    > Medium-sized businesses: 75-149 employees

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

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

    Added extras include the following ‘cost control’ features:

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

     

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

    > Large corporate plan: 150+ employees

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

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

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

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

     

    The broker’s verdict on AXA Global Healthcare

    Key strengths

    Strong reputation across Europe

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

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

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

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

    Excellent customer service

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

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

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

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

    Simplicity of scheme

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

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

    Low price rises at renewal

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

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

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

     

    Issues to consider

    Lack of flexibility for SMEs

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

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

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

    Limited coverage for local nationals

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

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

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

    Provides health insurance only

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

     

    Summary: Is AXA Global Healthcare right for you?

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

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

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

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

     

    Title image by Laurent Grassin – CC

     

  • Which is the best International Health Insurance company?

    Which is the best International Health Insurance company?

    Every International Health Insurance provider offers a range of plans and price points which target different types of business customers. Whether you’re an SME looking to protect your growing workforce of global employees, or a large corporation looking to protect high-net-worth individuals around the world; there’s a policy designed for you.

    But is there one provider which we’d recommend above the rest?

    To be honest, it’s not that simple. The best solution for you will depend on the exact requirements of your business, the scale of your international workforce and the spending power you have at your disposal.

    In this blog post, we’ve listed nine of the best International Health Insurance companies operating in the market today. It’s designed to provide you with a valuable overview of the different providers to help you understand what’s available today.

    Need one-to-one advice from an independent broker? Contact our team of AMII-affiliated experts for FREE quotes and guidance. Call +44 (0)1273 974419 or click on the bottom right chat box.

    Top 9 Global Health Insurance Companies

    1. April International

    April International has been in the market for over 40 years now with over 150,000 insured members across 180 countries, 260 global employees, 20,000 distribution partners, and 12 offices worldwide. Their support for both SMEs and larger corporates are three-fold: long-term health insurance, short-term health insurance, and student health insurance.

    Products/services include:

    • Medical expenses
    • Repatriation assistance
    • Private civil liability
    • Death and disability
    • Security
    • Retirement
    • International health insurance for SMEs and large corporates
    • Specific regional solutions
    • Case management

    2. Allianz Worldwide Care

    With more than 130 years of service for international organisations under its belt, Allianz Worldwide Care is a vastly experienced outfit. They are based across Europe, the Middle East, Australia, Asia, the Americas, and Africa with a network of 1.3 million providers and partners.

    Products/services include:

    • Digital access to care resources/platforms
    • Global telehealth services
    • 24/7 multilingual helpline
    • 3 different health insurance coverage plans – Essential, Classic, Premier

    3. AXA Global Healthcare

    Headquartered in France, AXA Global Healthcare is one of the top life and health insurance companies today. AXA Global now has over 1.4 million medical facilities worldwide, a medical network spread across nearly 150 countries, and 88% of its claims are paid in just 3 days.

    They offer three options of cover for different-sized companies, simplifying the process of finding an appropriate level of cover:

    • Cover for 1-74 employees
    • Cover for 75-149 employees
    • Cover for over 150 employees

    > Further reading: A broker’s review of AXA Global Healthcare <

    4. Bupa Global

    Bupa Global is a UK organisation, with bases now spread across Australia, Europe, Latin America, the Middle East, and Asia. They were established in 1971 and have grown to work with over 1.2 million medical providers, helping over 38 million customers.

    Bupa Global provide customers with products and services to access the international healthcare they require anytime, anywhere in the world, advising through their global team of experts. Now partnered with GeoBlue, these two organisations also offer health insurance coverage to US citizens travelling abroad or any person moving to the US.

    Bupa Global’s “Ultimate Health Plan”, has long been considered the most extensive in the market which makes it well-suited to high net-worth individuals.

    5. Cigna Global

    Spanning across over 200 countries and territories with a global network of 1.5 million healthcare providers, Cigna Global is another huge successful option for international healthcare and support. They have more than 60 years of experience in the market, constantly designing and managing International Group Health Insurance and employee benefits plans for their over 180 million global customers.

    Products/services include:

    • EssentialCare – simple and flexible international health cover
    • ExecutiveCare – comprehensive international health cover offering enhanced core cover
    • EliteCare – premium international health cover
    • Offers modular and flexible options to personalise any plan

    Are you looking for FREE quotes on International Health Insurance tailored to your business? Click the ‘Get Quotes’ button at the top of the page or call 01273 974419 for impartial expert assistance.

    6. Now Health International

    Now Health International is a provider based in Hong Kong with regional service centres in Hong Kong, Shanghai, Dubai, Singapore, Jakarta, Malta, and the UK. In 2015, they acquired Best Doctors Insurance (a major medical insurance provider) with distribution throughout Latin America, Canada, and the Caribbean. The combination of both providers created one of the largest independent IPMI providers worldwide with 125,000 members, more than 370 staff members, and over 5,000 distribution partners.

    Products/services include:

    • Micro group health option (3-9 employees)
    • Mini-group health option (10-24 employees)
    • Small group health option (25-49 employees)
    • Medium group health option (50-99 employees)
    • WorldCare – members have access to the best healthcare both at home and overseas
    • SimpleCare – offers vital health protection and access to world-class medical facilities at an affordable price

    7. William Russell

    Entering the market in 1992 as part of the AWP Health & Life SA (Allianz Group), William Russell is growing at a successful rate now with a network of 40,000 hospitals worldwide, 75 employees, and members in over 160 countries. William Russell’s cover options and health insurance plans are available to any expats wanting to live and work anywhere in the world, aside from USA and Switzerland.

    Products/services include:

    • Bronze health insurance plan
    • SilverLite health insurance plan
    • Silver health insurance plan
    • Gold health insurance plan
    • Cover for up-to-date cancer care and treatments, including providing wigs, counselling, dietitian consultations and more

    8. UnitedHealthcare Global

    Emerging from UnitedHealth Group in 2014, UnitedHealthcare Global aims to support globally mobile groups through a range of solutions targeting long and short-term assignments, individual travel, assistance and security services, and medical services. In the US, UnitedHealthcare Global is contracted with over 1.2 million physicians/care professionals and 6,500 hospitals/care facilities.

    Products/services include:

    • Domestic and international benefits plans
    • Customisable assistance, security, and intelligence services to meet specific needs of global businesses
    • Remote medical services for extreme/challenging locations – on-site staffing, supplies, and virtual health support

    9. Global Benefits Group

    Global Benefits Group has over 40 years in the market distributing and underwriting international health, life, disability, educational, and travel insurance on a global level. They have offices in Serbia, California, India, South Africa, England, the Philippines, Florida, New Jersey, and China.

    Products/services include:

    • Ability to tailor benefits to create your ideal plans e.g., low deductibles, robust benefits or increased deductibles, reduced benefits – according to budget and business need
    • Partner with local insurance companies, meeting with specific country regulations

    How do I find the best health insurance policy?

    There is no one right answer as to who is the best International Health Insurance company. As we’ve already mentioned, it really depends on the precise nature of your business, the different territories you’re operating within and the budgetary power you’re able to wield.

    We strongly advise that you speak to an independent broker with expertise in the international employee benefits market. Engage Group Health is just such a broker.

    If you contact a member of our team, we’ll give you the chance to ask all the questions you’ve ever wanted to ask about International Health Insurance and other related topics – cutting the time you would otherwise spend researching online. We’ll then advise on the best policies currently available on the market and deliver a range of quotes FREE of charge.

    Engage is fully independent of any one insurance provider, meaning we can give you completely impartial advice in your best interest.

    To kickstart your search, contact us at +44 (0)1273 974419 or use the contact form on the right.

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

    Is it possible to find health insurance that covers HRT?

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

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

    Why the menopause matters

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

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

    Potential symptoms of the menopause include:

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

     

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

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

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

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

    What can workplaces do?

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

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

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

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

    How to find health insurance that covers HRT

    There’s good news and bad news.

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

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

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

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

    Among the UK insurers providing international plans, are:

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

     

    And many more.

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

    Other ways of providing HRT and menopause support

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

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

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

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

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

    Summary: HRT coverage can help, but listening is key

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

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

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

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

     

    Further reading: Understanding the impacts of menopause in the workplace

  • 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.

     

  • Expat Health Insurance France: Public or Private Cover?

    Expat Health Insurance France: Public or Private Cover?

    One of the leading influences on the demand for moving to France is the impressive healthcare system, ranking 8th out of 89 countries, only behind Austria, Denmark, and Spain, in Europe (Health Care Index 2019). France’s public healthcare system offers universal coverage for all citizens regardless of age or economic situation, funded by government agencies.

    Even with this impressive public healthcare, choosing the right health insurance policy is still a top priority for expats moving to France. Although 96% of France’s population uses the country’s public healthcare, an estimated 40 million French citizens own a private health insurance policy (2018).

    Need help understanding the international health insurance market? Our friendly team of experts can help. Contact us at +44 (0)1273 20974419 for one-to-one advice.

     

    Top questions on ex-pat health insurance France

    When moving for work or long-term travel anywhere in the world, it is important to learn about a country’s healthcare system  – what additional policies are offered or what is already covered by the state – and which are the best policies companies can offer their employees moving or working in France?

    So, what are the best French health insurance options for expats living or moving to France? What needs to be considered when looking at France’s healthcare as a whole?

    What is the French Public Healthcare System? 

    France’s public healthcare system is one of the best in the world. In 2016, French healthcare was overhauled to create the Protection Maladie Universelle (PUMA), unlimited healthcare as a right for all French residents. This is regardless of age or previous medical history.

    The government implementation of PUMA was impactful for expats living in France, where previously several conditions had to be met. The 2016 changes guaranteed that any resident living or working in France for longer than 3 months consecutively would have access to public healthcare and reimbursements.

    PUMA reimbursements refer to state-fixed tariffs, such as a standard charge for doctor consultations. You can expect to receive a minimum reimbursement of 70% of a medical bill, with long-term illnesses having 100% of the costs covered.

    PUMA guarantees that legal residents keep their health insurance despite any changes in circumstances.

    What does French public health insurance cover? 

    PUMA provides state-funded cover for a wide range of treatments and procedures, with French residents having to pay upfront fees that are reimbursed by government-funded agencies. What is covered under France’s public healthcare?

    • Doctors: usually pay a flat fee of €25 – insurance providers partially reimburse these costs
    • Emergency Care: A&E services under state healthcare
    • Specialist Care:  may charge higher fees than general doctors – for reimbursement need to have been referred by GP
    • Medication: most are covered by state
    • Dental Care: covered the same way as Specialist Care, covers general visits
    • Maternity Care: majority covered – 70% of first 2 scans are covered, cost of next 6 months fully covered

     

    How expats can register for healthcare: 

    The first step to registering for health insurance in France is to either join the social security system to register for PUMA or visit a local CPAM, the local department of national health (Caisse Primaire d’Assurance Maladie). Expats drawing from a UK State Pension can apply for a UK S1 form to signify a change in address.

    Most employers will register their employees with social security, arranging the healthcare formalities.

    Once becoming an expat working or living in France for more than 3 months, your staff can then apply to be covered by PUMA, registering for public healthcare.

    Employees will need:

    • Passport / valid ID
    • Proof of French residence
    • Proof of address
    • Marriage/birth certificates (to include family under cover)
    • Evidence of income

     

    Who has access to French public health insurance? 

    Anyone who pays into the French social security system, or have lived consecutively for 3 months in France, is entitled to state health insurance. These social contributions average out to around 8% of net income above a minimum threshold set by the state.

    So, can all expats and citizens have access to state healthcare?

    • Residents: regular residency in France for 3 consecutive months per year – must intend to live there for at least 6 months a year
    • Employees: social security contributions
    • Self-employed / business owners: have access to medical insurance through Regime Social des Independants system (2006)
    • Children: automatically eligible regardless of nationality
    • Students: not typically recognised as residents (most get Student’s Social Security covering health expenses) – exceptions available for EU/EEA students with EHIC cards, scholarship students, students studying for less than 3 months
    • EU, EEA, Swiss citizens: use EHIC cards if staying temporarily
    • Unemployed / Low income:eligible for health insurance, can also get subsidies

     

    What are the different options for private expat health insurance France? 

    Although the quality of French public health care is incredibly high, residents also often opt for private French health insurance to ensure full coverage of payments and procedures. Below are the different options available for expats when deciding on French health insurance.

    Health Card – Carte Vitale:  don’t have to make upfront payments, contains administrative information needed by medical professionals

    Mutuelle: a policy that reimburses medical costs not covered by Social Security – are offered by insurers as different packages which are catered specifically to your needs, can be offered as part of a benefits package – basic Mutuelle’s focus on hospital care and medicine, and may include limited dental coverage

    European Health Insurance Card: healthcare at the same cost as locals

    For local health insurance cover, there are many providers that offer cover for expats moving to France. A few of the largest include, April, AXA, and Allianz – all of which we at Engage work with and support.

    (Look here to discover what can be included in International Private Medical Insurance)
     

    Why is expat health insurance France needed?

    Even with France’s top public healthcare in place, being an expat in France still has many difficulties. French expats must face a range of issues when navigating and understanding what is on offer to them regarding healthcare.

    Listed below are some reasons why French expats top up their cover with private international health insurance:

    • Dentistry and private hospital care are usually only available to those with private health insurance
    • Expats may be liable to pay a percentage of most treatments – PMI can bridge this gap
    • International private health insurance is global and will cover expats anywhere in the world
    • Provides a more comprehensive plan that can be suited to specific circumstances and needs
    • Provides access to a wider range of French healthcare facilities and doctors
    • Language barriers and French social rules can prove challenging to overcome
    • A good option for those with chronic illnesses – state/public will not cover chiropractors, osteopaths, psychologist consultations
    • Covers any possible scenarios – a medical security blanket!
    • Access to private hospitals and eye care
    • Covers the first 3 months of living and working in France, before having access to the public scheme

     

    (The topmost Spanish health insurance options for expats in Spain: An inside look at Spain’s health care system)

    International Private Health insurance for expats in France ensures ease and comfort during an already tumultuous move to a different country. Where the public health care system already provides protection and care, understanding a new country’s policies and methods can be confusing and hard to navigate. Having an international private health insurance plan means that staff are completely covered for any circumstance and get any extra support they might need.

    Learn more about how expats can access international health insurance and some of the key questions to ask.

    Contact us through Engage Health Group where we give free no-obligation advice and support and discover more on International Private Health Insurance.

  • Health Insurance for expats in Spain: An inside look at Spain’s healthcare system

    Health Insurance for expats in Spain: An inside look at Spain’s healthcare system

    Around 5.5 million residents in Spain are expats. Life in Spain is extremely sought after. Its varying geography and climate, the Mediterranean lifestyle, and low cost of living are brought together with the cultural focus of living life just for life. One leading influence for this quality of life is Spain’s impressive health care system, ranking 7th out of 89 countries (2019 Health Care Index)!

    Even with Spain’s impressive healthcare, choosing the right Spanish health insurance plan is a top priority. When moving for work or long-term travel anywhere in the world, it is important to learn about a country’s healthcare system and how your health insurance falls into it.

    So, which are the best Spanish health insurance for expats living or moving to Spain? What options need to be considered when looking at Spain’s healthcare as a whole?

    What are the Spanish healthcare policies? 

    Spain’s health care system is one of the best in the world. The system includes a public health service called the Spanish National Health System (SNS) funded by social security payments. All Spanish citizens have free access to this health service, with regions taking separate responsibility for budgets allocated by the government. What makes the healthcare system so appealing to expats is that they can have access to the SNS, on the condition of also paying into social security!

    To gain access to Spain’s public healthcare, expats must have a social security number. Expats can retrieve this by registering on the municipal register, which can then be shown to a local surgery to receive a medical card (TSI health card).

    The SNS, used by 99% of the Spanish population, covers the basics:

    • Doctors
    • Hospitalisation
    • Medication / Prescriptions – heavily subsidized but not free, dependant on taxable income

     

    Although appearing minimal, the Spanish government spends around 9.2% of its GDP on this healthcare system, meaning that everyone can have access to healthcare that actually benefits the people! For example, the SNS is ranked 6th in the EU for the number of doctors available – in other words, that’s averaging at 4 doctors per 1000 people.

    Nearly 99% of Spain’s population has some form of health insurance, with 90% using the public health care system and 19% with private health insurance. Even the Spanish private health insurance is reasonably priced, providing people with the freedom of choice when it comes to their health.

    Who has access to Spanish public health insurance? 

    Once registered and obtained a TSI card, you can then register with an individual local doctor and receive free treatment at hospitals, as it provides proof of citizenship and employment.
    So, can all types of expatriates have access to Spain’s public health insurance?

    • Employees: all employees must make social security contributions, meaning they automatically get health cover
    • Self-employed / freelancers / digital nomads / business owners: as not working for an employer, self-employed expats can still make social security payments themselves, gaining access to health cover
    • Spouses & children: if they live in Spain as well, they are also entitled to public health cover
    • EU / EEA / Swiss nationals: if received retirement in their home country, they are entitled to public health cover
    • Non-EU nationals: may be asked to provide proof of private health insurance to obtain a Spanish VISA
    • Students: EU nationals studying in Spain are covered by EHIC (European Health Insurance Card), whilst non-EU students may be asked for proof of private medical insurance

     

    Expats need to investigate, before travelling to Spain, into their personal needs and circumstances, and to assess what type of Spanish health insurance suits them best and what they are entitled to.

    What are the different options of Spanish health insurance for expats? 

    Although the quality of Spanish public health care is incredibly high, residents and expats can also opt for private Spanish health insurance to ensure a more secure and comprehensive cover. Below are the different options expats living in Spain can choose for their health cover:

    1. Covered only by the Spanish public health system: a quality cover that is easily accessible for most residents and expats, doesn’t include dental cover
    2. Pay-in Scheme – Convenio Especial: for those with issues accessing benefits of the public health system, low-cost insurance scheme, cover in exchange for a low monthly payment
    3. Covered by the SNS and Local Spanish Private Medical Insurance: for people living in Spain permanently and do not plan to travel around Europe for longer than 3 months, basic policy from any of Spain’s insurers, will generally cover: hospital care, surgery, dental, consultation fees, cancer treatment, can be personalised
    4. International Health Care policy: providing you with a comprehensive broader plan, ensuring secure cover

     

    (Find out what can be included in International Private Health Insurance.)

    The most popular option is often International Health Insurance for expats, rather than following a Local Insurance plan. It ensures a wider range of insurance, enabling expats to be covered in Spain as well as other countries, including their country of nationality, and provides more options for choice regarding specific doctors and hospitals

    On the other hand, some expats also choose the combination of public and private health insurance. This means that they would still have to enrol in the public system and then add on their own personalised private coverage. Combining the two can be appealing for expats, one reason being that they become more immersed in the community and culture, following the norm of Spanish residents.

    Why do expats need a Spanish health insurance plan?  

    Even with a high-end public health system in place, being an expat in Spain, or any country, still has its difficulties! Spanish expats still must face a range of issues when navigating their health insurance plans in Spain.

    Listed below are some reasons why Spanish expats decide to purchase international and private health insurance:

    • Language barriers – more options for multilingual doctors, nurses, surgeons
    • “Spanish Hours” – many pharmacies close for the afternoon, re-opening after siesta into the evening
    • Waiting times for specialists and surgical procedures – less waiting time for non-emergency treatments
    • Understanding a different government system
    • Unable to access the public system e.g., retired early or not paying into social security
    • Better care in hospitals
    • Ensures comfortable private treatment facilities
    • Can include dental coverage
    • If you anticipate seeing multiple specialists, can save time and frustration

    Obtaining International Private Health insurance as an expat in Spain ensures ease and comfort during a potentially tumultuous move to a different country. Of course, every decision around healthcare comes down to the individual in relation to affordability and specific health requirements. You can learn how to personalise your health cover in this blog post.

    Better still, contact the expert team at Engage Health Group for free no-obligation advice and support.

  • William Russell release data showing overseas healthcare bills can hit over $390,000

    William Russell release data showing overseas healthcare bills can hit over $390,000

    Overseas International Health Insurance Claims 2019-2020

    We have been given an insight into the stark reality of global healthcare costs as William Russell, a leading International Medical Insurance provider, shares their analysis of overseas international health insurance claims, made between 2019 and 2020.

    The William Russell data reveals that the highest value healthcare claims paid during this period, generally relate to cancer treatment, with 25 claims hitting over $100,000 with five surpassing $300,000. The highest single claim landed in at over $390,000.

    However, the data it also sheds a light on the high cost of treatments in different parts of the world which are equally as eyewatering. Several maternity claims topped $40,000, with Hong Kong coming out as the most expensive country to have a baby. The most expensive medical evacuation during this period was $31,125 – although in extreme cases, complex medical evacuations costs can reach into the hundreds of thousands.

    Even routine treatments in some parts of the world can land you with a medical (healthcare) bill that could keep you awake at night. The highest claim for diabetes came in at $6,806 (Thailand) with the highest dental claim at $8,336. It isn’t just the older age ranges driving the higher costs of treatment either. In several cases expats and families living abroad were charged over $800 for childhood vaccinations.

    This new data is based on claims now up to two years old. With the cost of healthcare globally rising year on year due to new, cutting edge drugs and treatments being available as well as standard inflationary pressures, it’s likely that these figures have already been surpassed in 2020-2021.

    This is another timely reminder of the importance of having the right international health insurance in place for expatriate employees and a considered approach to international employee benefits for overseas staff.

    Commenting on the analysis, Inez Cooper, Managing Director and Co-founder of William Russell, stated:

    “The data shows the huge financial risk for families living and working abroad who seek medical care without cover from international health insurance.

    “While we at William Russell were more than happy to cover these costs on behalf of our global health insurance clients, we dread to think of any expatriate families who may need to pay these fees out of their own pockets.

    “Some of the sums revealed in our data could cause serious, long-term financial difficulty for families, which would add to the stress of illness.”

    Financial Wellbeing

    In addition to the practical considerations of protecting your family or employees at a time when they are ill. We know that Financial wellbeing is increasingly being recognised as a core pillar of mental health, as has been recently documented in the Mental Health Index released by leading Global Employee Assistance Programme provider, Lifeworks / Morneau Shepell, which you can read more about here.

    William Russell are a leading provider of International Health Insurance, which provides comprehensive cover for healthcare treatment anywhere in the world. These products are commonly used by expatriates to protect themselves and their families, and by businesses who want to protect their expatriate employees, or to provide a consistent and harmonised level of health insurance benefit, across multiple international locations.

    Further reading:

  • The AXA Global Healthcare 2021: The latest trends & cutting-edge solutions

    The AXA Global Healthcare 2021: The latest trends & cutting-edge solutions

    Healthcare insight and trends by AXA Global

    AXA launched its interactive Global Healthcare Virtual Conference this March. It incorporated discussions and insights from AXA’s leaders and representatives across the world on the recent trends they’ve noticed and their thoughts on how best to navigate the future terrain.

    Essentially, it was a debrief on the extraordinary last 12 months the industry has had to adapt to.

    As well as taking the opportunity to showcase their upcoming International Health Insurance plans, the conference mostly centred around: “The World of Work” – their latest annual report to have been commissioned. Its aim: to discover what international working looks like today and how this information can help HR decision makers better meet the needs of their assignees and prevent overseas assignments from failing.

    Over the course of a couple of days AXA explored a range of subjects surrounding the challenges the future may bring and how they expect the role of healthcare providers to change.

    They also raised questions like:

    “What complexities has the pandemic created?”

    “Are placements still viable for global businesses?”

    “Do employees still want to go on placement?”

    Engage Health Group is an employee benefits broker with particular expertise in helping international businesses. We deliver FREE quotes and impartial advice designed to achieve maximum value and lighten the burden on HR. Fill out the form on the right or tel:+44(0)1273 974419.

    Covid-19 impact on businesses

    The head of AXA’s Global reinsurance partnerships in Singapore; Laurent Pochat‑Cottilloux, shared his insights on the impact Covid-19 has had on the business which were particularly interesting.

    Impact #1:

    From his viewpoint, policy retention remained stable throughout the outbreak although new business took a hit as assignments were cancelled or brought to an end earlier than planned.

    Impact #2:

    All in all, people have been much less inclined to look at new policies or think about switching providers. To back up this point he added that sadly, one in five ex-pats left Singapore in 2020. He thinks it unlikely those numbers will return, predicting at least five years before they see similar numbers in Singapore again. 

    Impact #3:

    Of course, with social distancing a new must, the way we sell has changed. Face-to-face selling has not been an option and consequently, an up-tick in telesales has been noted.  

    Impact #4:

    In terms of claims costs, he described a significant drop, in comparison to those seen in 2019, as people have been avoiding medical centres, either by choice or government order.

    Elective, non-emergency and wellbeing claims have dramatically reduced and though the cost of severe Covid-19 cases can be high, these costs are usually funded by local healthcare systems. Furthermore, in the worst hit areas, private beds were requisitioned by governments for public use, so they have not seen the costs of hospital treatment filter through in claims as much as one might have expected.

    You can see further research from competing International Medical Insurance provider Cigna Global on the impact of Covid-19.

    So, what does this mean for 2021 according to AXA?

    AXA do expect to see a marked increase in claim submissions as we move toward the end of 2021 and medical services become safer to access and more widely available. Healthcare providers may need to hike their premiums up this year to cover the losses incurred from 2020.

    Yet, despite the impact this will have on claim costs, insurers are increasingly being asked to freeze their premiums. Therefore, to manage growing claims costs against static premiums, underwriters may increasingly have to ask for Covid-19 to be declared at enrolment. After all, we are still at the beginning of our Covid journey in many ways – only time will tell what the long-term effects of Covid-19 will really be on society.

    How will technology start to play a larger role in healthcare? 

    Accelerating trends

    We know very well that the technology we use to communicate with now was exactly the same technology we had available to us a year ago, we’ve just been forced us to become more adept and accustomed to using it.

    The pandemic has massively accelerated our use of technology in healthcare as people have increasingly felt inclined to make use of virtual GP apps and International Employee Assistance Programs. Mental health issues have been widely talked about since the pandemic began and it’s estimated that one in five employees experience mental health problems during international work placements, so it’s no surprise that intermediaries have reported seeing their clients more willing to actively seek out virtual mental health support such as therapy and counselling.

    New normals

    Communicating with medical professionals virtually, appears to have become another one of our “new normals” and along with it, has come a greater realisation of the benefits of accessing our healthcare this way. In fact, AXA are reporting that 69% of people globally now say they would consider or even prefer virtual consultations – this really opens up the potential for these types of mental health provisions to start expanding rapidly across the world.

    It’s no surprise then, that AXA think technology will become an essential part of international assignments in the future. They responded to this same demand themselves by launching their MIND health service mid-pandemic and including a virtual doctor and second medical opinion service across all their individual and SME plans – you can read more about this here.

    Tech to the rescue?

    We know that we will never have enough healthcare professionals to meet the demands in our communities – we have a growing and ageing population, more chronic disease is to be expected. Additionally, we are seeing an increasing frequency of pandemics and environmental challenges. Therefore, we will need technology to bridge the gap if we are ever going to manage our health needs successfully as a society. Face-to-face medical treatment can never be fully replaced by technology, but it can certainly be used to enhance and streamline our medical services, and we will have to figure out the perfect balance between digital tools and human intervention in terms of accessing and delivering healthcare as time goes on.

    For a long time now, people have been using apps to monitor their health and lifestyle, and more commonly we are seeing virtual technologies such as virtual assistants (or chat robots) in customer support settings with varying degrees of uptake and success, but naturally we expect this type of technology to progress.

    One theory shared toward the end of conference was that perhaps one day we will reach a point where we are able to integrate the information from all the different platforms we use, both public and private, into one single, medical database – where the information gathered by symptom checkers, unit calculators and lifestyle apps can be shared safely with doctors working in traditional healthcare settings to actually assist them in their diagnoses of patients, or even to spot trends and predict potential health crises (like pandemics) in the wider community.

    So, what does the future hold?

    In light of everything discussed over the course of the conference, the general consensus seemed to be that short-term assignments will probably become more common and in terms of health insurance premiums, affordability is likely to become a major customer pain point – medical inflation in the last five years has far surpassed GDP, therefore, efficiency and quality will have to improve. Online healthcare services will become more popular as people become more accustomed to using them, and Virtual GP apps will consequently become more respected.

    Overall, the closing message from the conference was positive: although there have been many challenges this last year, with change comes opportunity and most of the intermediaries participating remarked that they feel positive about the future. In Laurent’s words: “At least the world will be readier for the next pandemic. Hopefully”.

    You can read the findings of the 2020 World of Work report here.

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  • Cigna Global to end use of physical membership cards

    Cigna Global to end use of physical membership cards

    Cigna Global Health Insurance Provider replacing physical cards with digital ones

    Leading International Health Insurance provider, Cigna Global, has today announced that they have made the decision to no longer issue physical cards to members purchasing their International Medical Insurance products. Instead, Cigna Global will be providing their digital ID card as standard, which can be accessed via a members secure online Customer Area.

    For the last six months Cigna Global have been unable to issues customers with physical cards due to the ongoing COVID-19 pandemic as their teams continue to work from home. They state that this change has been well received by existing customers on their Worldwide Health Insurance plans and has led them to review whether this should be made a permanent change.

    Cigna Global state the benefits of this move include; better serving the evolving needs of their clients as they pivot to a digital preference, the reduction in environmental impact, and the benefit of no longer having to worry about losing their card.

    This means that moving forward new sales and renewals where a customer has made relevant changes to their policy, Cigna ID cards will only be issued digitally as standard across all of their International Health Insurance plans. Customers can continue using their physical cards unless they advise that the content included on the card has been updated and is no longer valid. The only exception to this will be Cigna Global Health Indonesia customer who will continue to use physical cards in al instances.

    Cigna Global Digital ID Cards

    Cigna Global state that their digital Cigna ID cards work in the same way. Members with a digital card can;

    • Allow a hospital to set up direct payment with Cigna Global so they can pay for the medical bill
    • Use their personal reference number to access all of their online information and services
    • Get in touch with Cigna Global. The digital cards features all the contract details required to reach the Cigna Global teams, anytime, anywhere.

    The additional advantages of their digital card include;

    • It is available from day one of the international Health Insurance uk plan
    • Provides a secure way to source plan information
    • Information is always accurate and up to date
    • Less plastic production and carbon production in delivery is better for the environment

    Digital cards are available on Cigna Global’s secure online Customer Area. To access this customers can visit www.cignaglobal.com then:

    • Click on the ‘Customer Login’ button at the top right of the page
    • Enter the email address provided on application with and then their password

    IMPORTANT NOTE: The policyholder, if applicable, must login to their secure online Customer Area and access beneficiaries cards on their behalf.

    While this is now Cigna Global’s standard stance across their range of International Medical Insurance uk plans. If members have a strong preference to keep receiving a physical card, this can be accommodated, once the Cigna Global teams return to the office. Members just need to inform their intermediary who can arrange this on their behalf.

    For more information on this announcement, or to discuss Cigna Global’s range of International Health Insurance products, please get in touch.