Is your company employing American expats?

Is Your Company Aware of the Risks for American Expats?

Is your organization or multinational company employing American expats? Are you aware that most American expatriates will want to seek medical treatment in the USA if possible, especially for serious conditions? If so, are you aware of the significant costs associated with medical care in the USA?

We have sources some excellent risk prediction guidelines for expatriate claims in the USA or for American expats who more often than not wish to obtain medical care back in their home country. These medical costs can easily run into the hundreds of thousands of dollars and if not covered, more often than not the employer will have to cover.

Our firm is extremely experienced in sourcing global medical coverage for firms that employ American expatriates and also covering their dependents who are located with the overseas employee or residing back in the USA – otherwise known as trailing dependents. Unfortunately, we often see extremely inadequate medical plans provided for American employees that will often restrict medical care in the States or not cover the USA at all. Even worse, some expat employers will have group insurance plans that don’t cover pre-existing medical conditions for these American expats.

international health insurance for chronic conditions

Annual Medical Costs in the USA

Our firm has gathered a detailed “Risk Prediction Guideline for Expat Claims in the USA” that we are able to share to corporate clients that employ expatriates in the USA or have American expat employees working overseas. Note that the costs can vary widely depending on the state, city, medical provider and of course the nature and severity of the claim. Here are some sample annual medical costs from the report:

Rheumatoid Arthritis: $40,000 to $60,000

Bone Cancer:  $100,000 to $250,000

Lymphoma: $80,000 to $150,000

Diabetes: $30,000 to $40,000

Valve Replacement: $60,000 or more

Transplants: Over $200,000 in most circumstances

Back Disorders: Over $50,000

Complicated Pregnancy & Birth: Easily over $500,000

So, as you can see from the sample medical costs in US dollars, the annual medical treatment costs in the United States can often run in the hundreds of thousands and for many clients one claim can easily exceed the entire medical premium that they would be paying for a group of American expatriates. Many expats or their family members will often suffer from one of these conditions or may in the future. Many expat employers are not aware of the fine print on their global medical coverage are are being served by domestic focused brokers with limited or no understanding of expatriate medical coverage.

Next Step for Expat Employers

Thus, it makes sense to cover these risks with a global benefit plan that will provide superior coverage for your entire expat population, especially American expats or foreign employees located in the USA. To learn more, contact our firm to discuss your global expatriate insurance needs as it pays to work with a specialist firm. You can also visit our corporate expat insurance page for additional details. If our firm is engaged as your expat insurance broker, we would be pleased to share our valuable risk report.

Future Expat Employee Trends for Expatriate Employers

expat employees

Cigna has recently released a detailed study on expatriate trends for global employers with the National Foreign Trade Council Cigna Global Benefits surveyed employees on how they felt about the benefits offered by expat employees – such as housing, income, taxation, education and of course insurance. This is very valuable for global mobility managers because Cigna set up anonymous feedback from the employees for candid feedback from over 100 countries. We wanted to summarize the findings from an expat insurance specialist perspective and provide our insights and opinions for our expat clients and prospective clients around the world.

Global Mobility Changes

Global mobility has been changing over the past 10 years, including how female expats are being supported by expat employers. Many female expats are not feeling well served by their employers. Cigna also noted how the internet has really changed the communication between expats and employers over the past decade. What’s remained consistent is that the number of US expatriates is going down, probably because American expats are considered expensive employees. They are definitely more expensive to insure as they require global coverage including the United States.

Also, more and more expats being sent abroad to developing and third world destinations and less to well developed markets such as Europe. Asia and Africa are key destinations for expats in 2017. This creates more complexity for expat employers when sending people to third world locations such as Lagos or Cambodia.

What do Expat Value? 

In the study, expats noted that before they took on an expat assignment, what they valued the most was:

  • Relocation Services
  • Settlement Services
  • Medical preparedness

When expatriates were going to a location, expats found that overall assignment preparedness was crucial, especially since the cost of a failed assignment can be up to 4 times their salary.

Expat Communication is Critical

The study also found that expat employees had some insights on communications. Many expats felt that employers did not communicate often enough with them before going overseas. Obviously income was a key part of communications, but also moving arrangements and medical benefits when living abroad. Expats wanted to know more about how to live in new location, restaurants, exercise, safety and of course where they can obtain medical assistance. Providing a list of hospitals that the expat medical plan has a direct relationship is something our firm sees as an easy communication to provide as top flight medical providers such as Cigna have this all online for free.

Added Value for Expats is Important

Another suggestion that we find helpful for expats is cross culture training, language courses and even tax assistance. Our firm has many contacts with providers in all these areas. In fact, we work with some excellent expat tax specialists who can assist your expat population. Mentoring from other expats in the new country location is really important for many expatriates. As an expat employer, you want to make your employees as comfortable and settled in their new location so they can hit the road running.

Medical Care

The study also found several items related to medical care that are quite interesting. This includes

  • Over 70% of expat employees use medical care while living abroad regardless of age
  • More expats are becoming comfortable getting medical care locally if its of a high quality and available.
  • Emergency evacuation is still an important concern
  • Having a large medical network and not having to pay out of pocket is quite important for expatriates. In our dealings with expat and their employers, we find this to be the number one concern of expatriates.
  • Expats in North America reported more access to mental illness services

The above observations and trends are often experienced by our expat group clients. The study did not talk about other insurance benefits that are critical for expat employees and employers – such as global life and accident coverage, dental, employee assistance and long term disability insurance. More often than not employers only address the medical insurance component with these other vital services as an after thought. We also find that medical coverage for their partners and children is also a critical concern for most expats, so this should be a factor for employers. Some firms will only provide coverage for the employees and leave the employee to obtain more expensive coverage for his or her dependents, which we feel is an ineffective expat employment strategy.

Our firm believes that if you want to have a higher chance of a successful expat assignment, you need to have a comprehensive and effective global benefit platform that is sourced by an independent expat specialist firm. Claims issues and complaints from expat employees half way around the world can quickly bog down an HR department and lead to failed assignments.

global medical

Balancing Expat Assignment Costs

Expatriates realize that their HR Managers are very concerned about the costs associated with expat assignments, perhaps 3 or 4 times the annual salary when all benefits are worked in, but companies also have to have a benefit plan and compensation package that will both attract and retain valuable global expat talent. We find that global medical premiums often rise approximately 9 to 15% per year assuming normal claiming patterns to keep up with health inflation trends. At renewal the insurers will often present higher deductible and coinsurance options, but these are very difficult to implement in the expat sector as these employees expect global medical plans that are attractive, easy to use and at little or no cost to their pocket books.

Repatriation

Another concern for expats is repatriation, which generally means moving expats back to their home country, next opportunity or another expat country assignment. Most employers have little or no repatriation program for their employees. Reverse culture shock can even be an issue for many employees coming home from countries with radically different cultures.

If your company has expatriates located abroad and would like a second opinion on your global benefit plan, it pays to work with an expatriate insurance specialist firm such as Expat Financial, which is a division of TFG Global Insurance Solutions Ltd.. Contact us today to discuss your expatriate insurance program, provide a detailed analysis and obtain quotes from the market.

 

The Cigna study can be found Cigna global expat trends study.

TFG Global is a valued broker for both individual and group plans from Cigna and our contacts at the company are both extensive and high level. We have worked with Cigna for many years and know their capabilities and plans inside out. For more information on the corporate Cigna plan we offer expats, click HERE. We also offer their individual global health plan.

You can listen to the interview at:

https://www.cignaglobalhealth.com/resources/podcasts/episode-1-globally-vocal.html?__prclt=5A7VZBzf

Or listen below:

Covering the chronic medical conditions of expat employees

Why should expat employers have a global benefit plan that covers chronic medical conditions? In today’s globalized economy, more and more companies are sending employees overseas to help their companies expand their markets. This includes companies involved in mining, engineering, manufacturing, oil & gas, legal and much more.  These expatriates are a vital asset for multinationals and organizations who want to retain and attract global talent. These expats are a key part of any multinational’s global success. However, many of these expat employees or their dependents may suffer from unseen medical conditions, otherwise known as chronic medical conditions. These “hidden diseases”, otherwise known as chronic conditions, are not something that companies can ask their current or future employees about.

There are many chronic diseases and conditions that an expat employee or his or her dependents may suffer from. A chronic condition is defined as being a disease which last three months or more and can’t be prevented or cured by medication. It has been reported that 88% of Americans over age 65 suffer from a chronic condition and the rates of such conditions increase with age. The rates for expats abroad under age 65 must also be quite high as well. Unfortunately, tobacco, alcohol and poor eating habits can increase your risk of developing a chronic condition. Sometimes its related to genetics or just bad luck. As an expat employer, you often can’t screen out employees with chronic conditions for a variety of reasons, such as legal restrictions. It is key that you get the best global talent possible and our firm have heard of expats who refuse expat postings because their employer doesn’t have a benefit plan that will cover their chronic condition or their dependent’s pre-existing medical condition.

Five well-known chronic conditions are heart disease, arthritis, HIV, diabetes, or depression have minimal symptoms at the very beginning. Below are a list of five significant chronic conditions that expat employers should consider when setting up a global medical plan:

Heart Disease: Otherwise known as cardiovascular disease, is a term describing diseases including the heart and blood vessels, whether the blood vessels are affecting other parts of the body. In many countries, heart disease is the leading cause of death in adults. Heart problems can cause a variety of symptoms such as chest pain, fast and pounding heartbeat and irregular heartbeats, or even shortness of breath. If diagnosed early, heart problems can be managed in many ways. Expats should take diagnostic tests regularly and discuss with doctor about the best treatment options. To prevent and control heart disease, expats should stay away from tobacco. Another good way to maintain healthy is regular exercises.

Arthritis: Is a chronic condition characterized by joint pain, stiffness and swelling. People of all ages can be affected. It has been reported that arthritis and related conditions are the leading cause of disability in the US, with nearly 43 million Americans affected. It has also been discovered by scientists that arthritis has a strong association with major depression, with an estimated risk of 18.1%. Physical activities have been shown to benefit people on preventing arthritis and related conditions.

Depression & Mental Illness: According to a recent research, in the UK, one in four people will suffer from a mental illness at some point in their lives. In the US, 18% of the population suffers from some form of anxiety or depression. Depression may not manifest itself until the stress of working overseas presents itself. These unseen mental conditions can go serious when they come to expat employees, whether they are on a short assignment or are a long-term expat. Unfortunately, many expat benefit plans we examine have mental illness exclusions or limitations.

Diabetes: According to the research of International SOS, failure to manage diabetes can cause a greater risk to an expat than an infectious disease. And The World Health Organization estimated that the number of adults with diabetes is expected to reach 592 million by 2035. Travelling across different time zones can complicate schedules for taking medications. When working and living overseas, expats also need to be careful not to run out of necessary medications. Expat employees should keep in mind that always consult a doctor before finding medication replacements. This can be very dangerous to your health.

expat healthcare if critical

HIV: Known as human immunodeficiency virus, this illness will weaken your body’s immune system and make you very sick. It has been reported by many sources that there are approximately 37 million people around the world who have the HIV virus. It has been widely acknowledged that there is no cure for HIV, but with proper medications and care, most people with HIV can avoid getting AIDS. While HIV used to be a death sentence, it is now seen as a chronic condition. Travelers and expats with HIV need to take proper medical plan when planning travel schedules. Most expat group insurance plans will exclude HIV, but we can source group plans that can fully cover this chronic condition.

The Dangers of Unseen Medical Conditions  

Due to the fact that healthcare providers vary dramatically between countries, expat employees living and working abroad with unseen medical conditions will rely upon medication within the country, and the duration of expat assignment. If expat employees are traveling in a location where the medical facilities are substandard, then the unseen illness can be seriously affected. An untreated chronic condition can quickly lead to a more serious medical claim and a failed expat assignment.

Some expat employers might be tempted to have the expatriate employees covered by a local or government group insurance plan. However, the local medical plan would usually only cover very basic medical conditions with long waiting lists. It is generally much better to have them covered under a global group benefit program with life, AD&D, disability, dental, evacuation and especially international health insurance coverage. A good global benefit plan should fully cover pre-existing medical conditions

How do Health Insurers Work with Chronic Conditions

Because many of your expatriate employees or their dependents may suffer from a chronic condition, it is important to have a plan that will cover pre-existing medical conditions coverage. All individual expat health insurance plans will either exclude a pre-existing medical condition, ask for additional premium or simply decline the application. For group plan, because the risk is spread among healthy and unhealthy people, they can often cover pre-existing medical conditions if the number of employees covered is large enough – usually 10 or 20 employees. We often run into clients who have placed their expats under a group plan that excludes chronic conditions, leaving both the employee and the employer at risk for a denied claim. However, we work global medical insurance companies who can provide full coverage for pre-existing medical conditions on the medical coverage for both the employees and dependents if the employer has more than 25 or 30 global employees – including both expats and local nationals.

international health insurance for chronic conditions

These excellent insurance plans can even provide full coverage for an expat group of only two or three expat employees. This is excellent for any expat employer as almost all employees or dependents, especially older ones, will have at least one pre-existing medical condition.

Obtain an Expat Group Insurance Plan that Covers Chronic Medical Conditions

Fortunately, Expat Financial can source international expat group insurance plans are available for companies with expatriates that can fully cover most, if not all chronic conditions. Some of the group expat plans we can source can even fully pre-existing medical conditions, which really is a must if you are an expatriate employer in today’s market looking for the best global talent. Expat Financial is able to offer flexible international expat group insurance plans in most parts of the globe:  Africa, Europe, Asia, Middle East, North America, South America, Caribbean, Oceania, Central America, and most major cities in the world. When your employees are sent overseas and experience a medical emergency that can’t be handled in the host country due to limitation of medical facilities and shortage of equipment or medications, it is very important to have an international health insurance plan that provides international emergency evacuation and repatriation coverage. A group plan will also offer international evacuation insurance plan that will enable urgent treatment abroad if required. All of these services are vital when you employ expats and their dependents who have these “hidden diseases.” 

As international insurance specialists, we can help you define your group’s international group insurance requirements in today’s global market. We have the experience, knowledge and global insurance contacts that expat employers require – only a specialist brokerage can adequately provide the independent advice, solutions and ongoing service and support to clients around much of the world.

For more information, contact Expat Financial today.

Business travel insurance policies – Cover your employees traveling abroad

Business travel is a crucial part of the job. You will always carry tasks at hand and learn something new. But you want to avoid getting sick – there are ways to stay healthy and safe on the road. With an appropriate business travel insurance plan, your employee can be covered traveling around most if not the entire world. In this article, we will introduce business travel insurance policies to provide your company and the employees with peace of mind.

Why Business Travel Insurance is Important? 

Companies constantly need to expand their markets and reaching and maintaining international customers means that your company will have to send employees overseas for short and extended business trips. It is your company and management’s fiduciary responsibility to provide excellent medical and evacuation coverage when you send your employees abroad for business. Emergency medical claims that are the result of an illness or injury can be quite substantial, so it makes sense to protect your organization’s bottom line and obtain business travel coverage. This is especially important as domestic health plans often do not cover employees who travel abroad.

During your intensive business trip, you might not have the chance to consume healthy food nor the time to work out – sometimes you don’t even know what’s the place you’ll be staying. For business owners, time is money. You want to make sure that your employee is best protected with peace of mind when travelling worldwide.

What’s Included in a Business Travel Insurance Plan? 

A corporate travel insurance plan usually covers treatment for acute illness and injury. Some cover highlights are:

  • Cover for single or multiple business trips up to 1 year;
  • Full coverage for hospitalization and outpatient treatment;
  • Flexible coverage: board members, spouses, children, guests with business connections or expatriate employees;
  • Free choice of public and private hospitals.
  • Optional coverage for an employee’s dependents and pleasure travel
  • Personal Accident Coverage
  • Medical Evacuation Cover
  • Trip cancellation benefits

Click HERE if you require an individual or group travel insurance plan that your or your firm can purchase online. If your organization requires group travel insurance for a single trip for 5 to 1000 individuals, please contact us for a custom quote, especially if you require an annual multi-trip plan for a number of employees. It is a great program for organizations in need of group travel medical coverage for a group of travelers who are traveling at the same time. Finally, should your employee be traveling to a high risk country, please contact us via email and we can approach our special risk underwriters for a plan that will cover passive war and terrorism.

Hiring expatriate employees in China – Tips for foreign firms

As China has become the world’s fastest growing economy, many expatriates are willing to work in China. Playing a vital role in international trade, many provinces in China are developed and industrialized, especially in the coastal regions. Major cities such as Beijing, Shanghai, Guangzhou, Hong Kong and Macau have attract many foreign capital investments and financial institutions. These cities have become major economic centers. There are more and more expatriates coming to China to work. However, most of the foreign employees are not quite familiar about their employment requirements in China. In this article, we will introduce expatriate employment, hiring expatriate employees in China and the importance of expatriate healthcare insurance.

Expatriate Employment In China 

Many foreign employers in China nowadays prefer candidates with overseas working experiences – this is not only because these companies intend to build gaps between language and culture of strategic cooperation with foreign investors in China, but also local Chinese firms seek to make investments overseas. In Shanghai, according to job hunting platform highpin.cn at present, high paid senior positions such as Group CEO in manufacture and internet field, salary range is between $150,685 and $226,027 USD per year. A Private Banking Wealth Senior Management position in Shanghai might expect a salary between $105,479 and $150,685 USD per year. A General Ledger Accountant in Guangzhou within a real estate group might  earn up to $256,164 USD per year depending on the experience and skills of the expat. A Product Manager in Beijing of fund and securities area are paid $54,246 USD yearly.

Many foreign job seekers are highly qualified and usually have related work experience. Therefore, local statistics showed that there is a significant demand for hiring experienced foreign professionals within both international companies and even local Chinese operations.

Expatriates who are bilingual, with experience of working both overseas and in China, are often considered for many top-level management positions. If an expatriate can reach a certain level of Mandarin Chinese – speak and read, then employers are tend to pay more than those without Chinese language skills.

Hiring Expatriate Employees In China

According to labor law in China, most foreign employers hiring expatriate employees need to make sure that the foreigner has a valid working permit, employment permission document, and lastly a residence permit. Please note that the employer needs to apply to local labor government authority for employment permission for the expatriate before hiring the expatriate employee. In order to obtain a residence permit, the expatriate employee should apply in person within 30 days to local Public Security Bureau after obtaining the employment permission and the working permit. It is wise to get professional advice from a tax or legal expert if you are going to be employing expats in China.

Expatriates with valid work permits can usually open local Chinese bank accounts.

International Health Insurance Is Critical For Expatriate Employees Working In China 

The cost of medical treatment at private medical facilities in China is quite expensive. Many foreign companies in China offer local healthcare packages to expatriate employees, which may include some healthcare benefits. However, these local plans are usually very basic and are not suitable for most expatriates who probably want to be covered internationally, not just in China. For example, local healthcare plan does not cover emergency evacuation and repatriation – expatriates will need it in the event of medical emergency.

The local healthcare plan does not provide medical coverage when expatriate employees traveling abroad or go back home. In fact, many companies require expatriate employees to work outside of China for a certain period of time. Without properly insured, you are putting your company’s financial and employees at risk. A plan that will provide excellent medical coverage for the expat employee and his or her family is vital and an international group insurance plan can provide better coverage and premiums for the employer versus having the employee purchase his or her own plan. A high quality group plan will also help expat employers retain and attract employees. 

If your employer does not provide a desired healthcare plan, you need to create a tailored expatriate health insurance plan that meets your requirements. A plan offers hospital coverage, outpatient treatment, emergency medical evacuation, as well as vision and dental care, cancer care, etc. An excellent international health insurance plan should help you maintain your physical, mental and financial health.

Get International Health Insurance From Expat Financial 

The cost of international group health insurance will vary by plan. Expat Financial offers several different international health insurance plans for expatriate employers and even individual expats who are not under an employer plan in China. We also offer excellent service before and after you purchase your international health insurance plan in China. If you have questions about our group or individual international medical insurance plans or you want to review your needs and produce a customized quote, please contact us or complete the quote form.

Expat Benefit Plans – Make sure pre-existing conditions are covered!

Sending expatriate employees overseas is a huge undertaking for any company or organizations and this task usually falls to the global mobility or human resources manager. An expatriate assignment is a very big investment and the costs of a failed expat move can be quite significant. One of the most important considerations for HR managers is setting up an international benefit plan that will cover life, AD&D, disability, dental, evacuation and especially international health insurance. However, one of the most important questions to ask of any benefit plan are will it cover pre-existing medical conditions.

What is a Pre-existing Medical Condition?

A pre-existing medical condition relates to a medical condition that existed prior to an insurance company taking on the risk of an insured, sometimes known or even unknown by the employee. In our example, it would mean prior to being placed on the group benefit plan. An example would be someone who takes heart medication or saw a doctor in the past for a heart ailment and suffers a stroke or heart attack. The insurance company will then ask and check if that condition existed prior to insuring this person and if pre-existing conditions are not covered, the claim will be declined. In fact, pre-existing medical conditions are the number one way an insurer gets out of paying a claim.

How do Health Insurers Work with Pre-existing Medical Conditions

All individual expat health insurance plans will either exclude a previous medical condition, ask for additional premium or simply decline the application. The same is true for life and disability plans. For group plan, because the risk is spread among healthy and unhealthy people, they can often cover pre-existing medical conditions if the number of employees covered is large enough – usually 10 or 20 employees. However, we work global medical insurance companies who can provide full coverage for pre-existing medical conditions on the medical coverage for both the employees and dependents if the employer has more than 25 or 30 global employees – including both expats and local nationals. These excellent insurance plans can even provide full coverage for an expat group of only two or three expat employees. This is a significant advantage for any expat employer as almost all employees or dependents, especially older ones, will have at least one medical condition.

Case Study

We were approached by an expat employer with only 6 expat employees, one of which was not able to be covered because of an existing medical condition and he was declined coverage. The other employees were covered by the expat benefit plan, but if a claim occurred and the insurer found out that the large medical bill was caused by a pre-existing illness, that claim would probably be denied. Because the employer had over 30 global employees, we were able to secure a much better benefit plan for their expat employees that fully covered all six expats, including the employee with the illness. We also obtained Long Term Disability insurance, dental and evacuation coverage. Suffice to say, the employer was very happy and proceeded with the international group insurance policy.

Conclusions

The above case study illustrates the need for employers to obtain an expat benefit plan that can fully cover pre-existing medical conditions if possible. The advantages of such a program will not only save money and potential significant losses from a denied claim, but also allow the expatriate employer to both retain and attract employees and move them from one expat assignment to another under one cohesive global insurance program. For more information on how our firm can be of service and obtain quotes from the market, please contact us today. It always makes sense to work with an expat specialist firm.

 

Aging population impacting expat benefit plans

Nowadays, most of people are living longer at an ever-increasing rate. Due to the improvements in medical technology and other factors, there is a trend for people to stay employment while well past traditional retirement ages. How do aging population impact expat benefit plans? How these changes impact on companies and the group benefit plans? Let’s take a look at the graying of the workforce and the likely impact may bring for mobile employee benefit plans.

Aging population is now worldwide

According to scientific reports, life expectancy increases in the past ten years outstripped the increases in the preceding 20 years. Some reports showed that the Australians, Japanese and Swiss appear to be living the longest. Meanwhile, a survey from Zurich showed that the graying of senior executive at companies across Europe is well observed. 71% out of 480 people think these aging population will continue to increase in the next decade. Employers should be prepared by employing an aging workforce and seek for ways to adapt working patterns to suit older workers. We have found that mining companies often have an older expat workforce because the expertise required often means that only older employees can bring to the table the necessary experience and knowledge that is required for the overseas assignment.

Measuring the impact

Facing the challenges of the increasing aging workforce, the employers need to adjust the expat benefits packages offered to accommodate them. Out of all the benefits, international health insurance and group life insurance are at the top of the list affected. The inflation trend that we often see with expat health plans is between 9 and 13% per year. If you add an aging expat workforce to the mix, expat employers can often see large increases in premiums.

Employers are required to continue providing life and healthcare benefits for expat employees who are passing traditional retirement age. The cost of providing coverage for this older group may be high. On the other hand, because of pre-existing medical conditions and chronic illness, providing appropriate international healthcare coverage can be also a challenge for most of the insurance companies. As you would expect, an older expat workforce will have more medical issues and challenges, so obtaining an international health plan that disregards medical history is vital if you are setting up a group medical plan for your overseas employees.

Possible future trend of expat benefit plans

Expatriate employees will tend to be more affected by the changes of global aging workforce. Living and working overseas on assignments, expat employees are likely to be more dependent upon employer sponsored benefits plans. Therefore, providing quality private healthcare and expat benefit plans for this group is increasingly important.

A possible future solution for employers is to design benefits that are able to adapt to working patterns to meet the need of aging, skilled employees, while at the same time finding ways to maintain cost. Employers may want to look at ways to manage the rising cost of expat benefit plans by changing benefit design. Such changes might include adding a deductible or increasing the coinsurance for medical related expenses, such as prescription drugs. Unless your expat plan has more than 150 employees covered, your expat insurer will not release the detailed claims history as the number of employees is not large enough for your claims to be credible. For most expat plans, the claims experience will be fully pooled.

Get help from Expat Benefit Specialist

An expat benefit specialist can give you invaluable insight and support regarding your globally mobile employees’ benefit plans. Expat Financial offers several different international health insurance plans for expatriates across much of the world. We also offer excellent service before and after you purchase your international group insurance plan. As a division of TFG Global Insurance Solutions Ltd, we are very experienced in sourcing group plans for multinational firms with expats in most area of the world.  If you have questions about our international medical insurance plans for your expat employees or you want to discuss your needs and produce a customized quote, please contact us or complete the quote form