Posts

Should you retire abroad?

Learn About Retiring Abroad – Determining Your “Expatibility,” or Candidacy, for Retiring Abroad

A lot of us wanted to travel abroad while we were younger or were interested in taking time off work to explore and see more of the world. You may or may not have had the chance to see as much of the world as you wanted. But now you nearing retirement. And you always thought you’d travel once your career was complete. Now you are considering going abroad – and staying abroad permanently as a retired expat.

How do you determine if retiring abroad is right for you?

For one thing, going abroad for retirement is an adventure. Another thing is that it may make total financial sense to leave your native country, with costs of living climbing. And it’s never been easier to pull off expat living – with resources at your fingertips around the clock through the easy facilitation of information-sharing online. You can look up what others have done and read about their experiences online, and even connect with them as well.

Determining your expatibility is the most important step to deciding if you should retire abroad.

Here are two steps you can take in order to determine whether you’re a good candidate for this adventurous expat lifestyle.

Step 1. Take a good look at yourself and profile whether you have the personal disposition to retire abroad.
Retiring abroad takes a desire for adventure, yes. But it also means embracing change, difference and meeting difficulties with an open mind. Do you shy away from obstacles that may arise, like language barriers and a different way of life? You should also consider the following disadvantages of moving abroad:

  1. You will not be able to see your friends and family as much
  2. You may have to sell your house and give up health coverage back home
  3. You will have to give up some activities at home which may not be available in your new location – such as skiing if you are moving from Vancouver to Barbados.
  4. Will you have enough money to last for your life no matter how long you live?

Also, are you ready to immerse yourself in a different culture, including the food, the type of dress you’d be donning? If not, then retiring abroad may not be for you. Or you’re not just yet ready to take the leap into expat life at the moment.

Step 2. Ask yourself what you truly need – what are your necessities in life?

What are some things you absolutely can’t live without? Do you need to be able to speak the local language in your new home country or get away with speaking English? Do you have to have the ability to live with very low costs, or peace and quiet, or a car or internet? Evaluating your needs will help you decide if you’re able to live abroad, and where.

Whether or not you decide to retire abroad, and wherever you go, remember that you’re going to need international health coverage as it’s very likely that your domestic plan will NOT cover you during your retirement abroad. Medical expenses incurred abroad can be extremely expensive and as we all know, our health does not improve with age. It will make sense to lock in a global medical insurance plan when you are living abroad from a well known and respected global insurance company, such as the expat health plan we offer from Cigna.

Finding the right international medical insurer is an extremely complex issue. There are many different levels of healthcare around the world, as well as vastly changing local regulations. Therefore, it’s very important to ensure you’ve selected an international health insurance plan that fully protects you and your family. You should also consider a global health plan that will cover you for life as some plans will termiante after you reach age 70 or 75.

Contact Expat Financial for expert advice and to discuss your international insurance needs and requirements.

How to Become A Digital Nomad Abroad

Learn How You Can Become a Digital Nomad as an Expat Abroad

For a number of reasons, people become “expatriates” (that is, people who live outside their native country), and this process of becoming an expat happens in many ways./

One of the most recent and popular ways to become an expat has materialized through a number of technological innovations, and that is to become an expat as a “digital nomad.”

What is a digital nomad?

This is a term used for a person who is “location independent,” and relies on technology to perform his or her job. The great thing about being a digital nomad is you can work virtually anywhere, allowing you to move easily between countries and regions.

How exactly do you begin to become a digital nomad?

It seems to be an appealing life, one where you can travel and work simultaneously. Imagine sitting on a beach somewhere in Thailand working on your laptop (while also working on your tan!) The thing that digital nomads have in common is that they usually spend months in a year traveling while working online. But it takes a lot of hard work to reach a point where you can both work and travel.

As a recent movement that works for many, it can be rewarding. but there’s usually some confusion about how to live this lifestyle.

We’ve put together five core things you need to do if you’re interested in becoming a digital nomad. There’s a lot of hard work involved, but these five steps will help to set you up for success.

1. Be creative.

There isn’t one blueprint that everyone can follow in order to get the digitally savvy life of independence that so many (particularly the millennial population) dream of. Everyone arrives at the digital nomad lifestyle through a unique path.

In order to find out which route to go, figuratively and literally as well as digitally, to become a digital nomad, you have to figure out where your strengths lie and come up with a creative way to make that work for you.

Are you good at graphic design? Blogging? Photography? Are you good at creating communities online through your relationship-building or networking skills? Let that work to your advantage and help leverage you on your way to becoming a digital nomad.

2. Join a digital nomad community.

There are tons of people who are doing this and have been in the same situation as you before – figuring out where to begin and how to start travelling while working online. Find these people and learn from them. Use them as resources and as peers who are like-minded. They have a wealth of information on how to start reducing your ties to your current location, where to find new homes for cheap, how to find a creative way to earn money online to fund your travels, etc.

3. Decide on how you’re going to earn money.

You need money to travel. Start by freelancing through your graphic design, photography, or blogging skills, or work or study abroad. These are ways to start traveling and get you on the path to becoming a digital nomad. While studying and working abroad is less risky than trying to earn your way by being a freelancer, it’s not as easy to be location-independent. It may take you longer. So weigh the pros and cons. Generally, it makes sense to secure your contracts or employment before you leave from a company that is accepting of your digital nomad existence while living abroad.

4. Figure out how you want to live.

If you’re interested in having solitude and quiet, and wish to retreat somewhere, go for it! Or if you’re a social butterfly and need to be around people to thrive, then go for that. But make sure you know what you want.

Have a look at our country and city guides to get more of an overview of regions in the world that Expat Financial provides medical coverage for.

5. Research.

This includes researching where to live, the currency, and the culture of your destination (for some areas that are more conservative, you want to dress appropriately). It makes sense to make sure you are living in an area that is safe and secure, has excellent internet coverage and speed, inexpensive housing and for some a great climate and interesting culture.

6. Get international medical coverage BEFORE you become a digital nomad

International health insurance coverage is essential for anybody becoming an expat, no matter where they’re going or for how long. If you are a digital nomad, there is a good chance your employer will not provide health coverage for you or will ask you to obtain your own. In fact, most digital nomads are self-employed or working on a consulting basis, so you most likely need to obtain adequate global health coverage to cover unexpected medical expenses, evacuation, dental and more. Digital nomads can easily obtain a quote for excellent international medical insurance from our insurance partners. Our most popular global medical policy for digital nomads is the Cigna Global Health Options plan. It is vital that digital nomads obtain a high-quality plan and also discuss their needs with us if required.

Expat Financial provides international health, life, disability and travel insurance to expats (for both those who are interested in going abroad and those who are already living abroad). Contact us today to get have your questions answered and obtain a quote online.

 

 

Top 10 Questions to Ask Your International Health Insurance Provider

Important Questions to Ask Your Global Insurance Broker & Insurance Company

Choosing global health coverage can be very difficult and one of the many things you have to do if you are moving abroad or already living overseas. Obtaining excellent international health insurance is vital if you and your family are expatriates. A major illness or injury could put your health at risk if you can’t access adequate medical care, but also your finances.

Most experts will agree that it makes sense to work with an expat insurance specialist firm such as ours. To help you in your global journey, we have put together 10 questions that you should ask before purchasing international health insurance broker

Question #1: Does your company cover expats for life?

Many people are moving abroad for long time periods or when they are older, so obtaining a global health plan that will cover them for life is vital. This is especially important for those planning to retire abroad. We often get requests from senior expats who want to retire in the Caribbean or in Asia. There are many international health care plans out there which will not cover you past a certain age or restrict benefits once you reach 65. Therefore, it is important that you ask if the plan can keep you and your partner covered for life. Of course, premiums will increase with age, but no-one wants to get kicked off a plan when they need coverage the most.

Question #2: Are there doctors in my city and country that I can access?

The size and quality of an international health insurance company’s medical network for direct reimbursement is critical, so it makes sense to ask your potential insurer or broker for a list of medical providers in your new country or region. Most expats want to be able to show a card and not have to pay out of pocket for medical expenses at a hospital or if they are in the USA, most clinics, hospitals, doctors and pharmacies. Most quality insurers will be able to give you a list of doctors and hospitals that you can work with.

Question #3: Is there a free choice of hospitals and doctors in the plan?

When picking a global health plan for you and your family, it is important to get a plan that will allow you to choose whichever medical doctor or hospital that you wish to utilize. That hospital may not be in the provider network mentioned above, but you can at least get treated there, pay out of pocket and get reimbursed by the insurance company. Note that in some countries and cities, you may not be able to find a hospital in the insurers network and some facilities simply do not want to work with an international insurer.

Question #4: Can the insurer provide a guarantee of payment to the hospital if outside of the network?

For large medical expenses incurred at a hospital overseas that is not in the medical network, it makes sense to deal with an insurance company that has 24/7 claims support with the ability to give the hospital a guarantee of payment if required. This should allow you to receive medical treatment without having to pay out of pocket as the hospital can call the insurer and make sure that they will receive payment for approved medical procedures. You can also get a medical second opinion at the same time.

Question #5: Can the insurance company cover my pre-existing medical condition?

We often get this question for expats or those about to venture abroad. A previous illness or injury or ongoing pre-existing ailment has to be disclosed when you apply for international health insurance. All individual expat health plans are medically underwritten and the insurer will either decline, accept, ask for extra premium or exclude the condition. People often get angry when their condition is excluded but can ask us to advocate on their behalf and supply more information to the insurer, especially from the doctor. If the insurer still excludes the condition, we can give you a rough idea of how other insurers will view the condition. It usually makes sense to take the policy, especially if the condition will not cause to much financial harm if not covered.

Question #6: Should I add coverage for the USA and how much will it cost?

Most global health plans will give you worldwide medical treatment excluding the USA or the ability to add treatment there for an extra fee. If you are an American expat, it almost always makes sense to add this coverage option as you will probably want to return home for medical treatment where your regular doctors and family reside. Adding a US coverage option can increase your premium dramatically, but not necessarily too much for American expatriates with the Cigna plan that we offer online. If you are an expatriate living near the USA, it is often a good idea to include care in the USA as your local country may not be able to properly treat you there.

Question # 7: How much will I save if I pay annually versus monthly?

Most expat insurance partners that we work with will offer a 7 to 10% savings if you pay for your premiums on an annual basis verus monthly. For my son who recently move abroad to study, I took this option because the savings were simply too large to ignore. If you can afford it, we definitely recommend paying annually.

Question #8: When can I apply?

We often get requests from people who are thinking about moving abroad in 6 to 12 months, but most insurers will not allow you to apply for coverage until you are 30 to 45 days out from leaving your country of residence. If you are already living abroad, you can usually request an effective date the very next day – assuming you are approved. Apply today for our most popular global health plan from Cigna.

Question #9: Does the plan cover maternity expenses?

If you are planning to add to your expat family or have children for the first time, it is a good idea to check if your international health plan will cover maternity and newborn expenses. Some plans will exclude maternity fully while others will include it with a fee or as part of the insurers more deluxe coverage. All individual health plans have a 9 or 12 month waiting period before maternity expenses will be reimbursed. Some group expat health plans will cover maternity expenses without a waiting period. It is critical to have your maternity coverage if you will be having a child abroad as the costs can be quite enormous.

Question  #10: How much will the premium cost for international health insurance?

Perhaps the most obvious and important question to ask your global insurance broker and insurance provider is how much a global health policy will cost. The cost of any international health plan will depend on a variety of factors, such as your age, occupation, gender, occupation, citizenship, where you reside, deductible level, the options you choose and much more. There are so many different options to choose from, such as getting outpatient care, evacuation, maternity coverage, dental and if you want access to medical care in the USA. It makes sense to talk to our expat insurance expert advisors at Expat Financial and discuss your requirements. It is very easy to examine all the options and obtain a quote online from one of our many international health insurance providers, such as IMG, Cigna and GeoBlue. Note that premiums will increase as you age an also if you add your partner or dependent children to a policy. Please contact us today to discuss your global insurance requirements and answer your international health insurance questions today. The above article primarily relates to individual policies but is also relevant to the group expat medical plans that we offer multinational employers.

Insurance options for companies with only one expat employee

Our firm has worked with many companies and organizations with hundreds and even thousands of employees that have only one or two expatriate employees posted abroad. These firms are not able to adequately cover their expat employee and his or her dependents under their domestic plan and should not try for a variety of reasons. The human resource manager is often faced with a dilemma of where to find adequate insurance for the lone expat employee and may have limited experience or understanding of expat insurance, not to mention no expat insurance contacts. So what is a company or non-profit with only one or two expat employees to do? Let’s learn more.

What to do when you have only one or two expat employees?

Attracting and retaining expat talent for your firm’s global operations is not easy. Finding the right person to help grow your sales or run operations abroad is both challenging and rewarding. If you want to attract the best person for your expat position, it is vital that you offer him or her the best global insurance coverage possible. It may not be easy to match your existing domestic benefit plan coverage for an expat position, but it is possible to gather coverage that will meet your duty of care obligations and adequately cover that employee and any dependents who will also live abroad. There are many insurance coverage requirements if you are hiring an expat employee, but we will deal with the three most important ones: Life, Disability & Global Medical Insurance. Note that all individual policies are medically underwritten, unlike most international group insurance plans, so keep this in mind if you are sending an individual expat abroad. Also, there are significant pitfalls in covering your expat employees on domestic plans in the new country location that we have described in a separate article.

Global Life Insurance for Individual Expat Employees

Your company’s existing domestic benefit plan will most likely offer a multiple of annual income in the local currency, but most expatriates will be paid in USD or Euro and will expect to be covered for 1 or 2 times annual income if he/she should die from an accident or illness. There are not a lot of global life insurance options for individual expats, but our firm does have access to some excellent life insurance plans that can cover most expats around the world. The premiums will, of course, depend on the age, occupation, and location of the employee. An employee being posted to a high-risk country such as Afghanistan will most likely have to obtain Accidental Death & Dismemberment (AD&D) coverage, which may also be an adjunct to the life insurance for some expats in more “safe” countries. The typical plans will exclude war and terrorism, but it may be possible to quote AD&D cover including war risk depending on the location of the policy and employer. Final premiums will depend on the health, age, location, occupation of the employee. Unlike a group plan that we can offer, it is possible that the employee won’t qualify for coverage.

Finally, in regards to that “consultant” that you are hiring or who is only working for you, it may be tempting to have him or her secure insurance coverage on their own, but many companies who employ consultants abroad are taking a risk. That consultant may be viewed as an employee should they only work for your firm and should they become sick, injured, or deseased while being posted abroad, your company may be held responsible regardless.

Expat Disability Insurance for Individual Expat Employees

One of the most important parts of your expat employee responsibilities is securing adequate disability coverage should he or she become sick or have an accident that will make it impossible for him or her to work. However, global disability coverage is often not secured by expat employers, and domestic workers compensation plans will generally not extend beyond the national borders. Unfortunately, the risk of a disability is extremely high for most persons under age 65, and this represents a huge liability and risk for both the employer and employee. Part of your duty of care is to help the employee secure global disability coverage. Expat Financial offers an excellent individual expat disability insurance plan from William Russell that can provide income protection after 3 or 6 months waiting period. The longer the waiting period, the lower the premium. We can secure individual short-term disability, but this can easily be self-insured by most employers. A long-term disability can not.

Individual International Health Insurance Options for Expat Employers

Many expat employers will have their domestic employees covered by private or public health insurance schemes or a combination of the two. However, most human resource professionals and their advisors will have limited, or no experience in the unique challenges associated with covering expat employees posted abroad with or without their family members. Some will keep the employee on the domestic health plan which almost certainly will not adequately cover the employee overseas to save costs or merely a lack of understanding of the domestic policy and requirements for healthcare while living abroad.

That is why it is vital for HR professionals to provide a comprehensive international health insurance coverage that will meet your duty of care and other employment responsibilities. We have seen too many expat employers ask the employee to obtain his or her health coverage on his or her own, but you as the employer will be responsible should that coverage not be adequate. This can lead to a failed expat assignment, large unfunded medical claim or your prospective expat employee seeks a job with another employer. If the expat employer has more than 2 or 3 employees, Expat Financial can probably source a group plan, but under three most expat employers will want to secure an individual plan for that expat employee.

Most global medical insurance plans will cover hospital, out-patient care, wellness and evacuation & repatriation. Some expat employers will also want to secure dental and vision coverage. If the employee has a spouse who may become pregnant, it is vital that you include full maternity coverage – however individual plans will have a 9 or 12 month waiting period. While it may be tempting to obtain the least expensive plan, you do get what you pay for, and we recommend that expat employers secure the best possible coverage with or without a deductible to help lower the premiums. As noted above, the employee or their dependent’s health may impact the approval or coverage that is secured. Rates will depend on the ages, citizenships, health statuses, plan options, deductibles and country location of the expat employee and any dependents. Most American expats will want a plan that adequately covers treatment in the USA, but this will mean a higher premium. If you have an expat employee posted in the USA or a nearby region, you will want to make sure it covers treatment in the United States. We have an excellent global health plan from Cigna where you or your employee can get a quote and even apply or expat health insurance.

Obtaining Individual Expat Insurance for that Lone Expat Employee

While you may want to turn to your domestic consulting firm or broker for the above coverage, it is very likely his or her firm will have insufficient experience in global life, disability, and health insurance – this is even the case with the large insurance consulting houses. Like most things in life, it pays to talk to an expat specialist firm, and that is where Expat Financial and its parent company TFG Global can be of assistance in understanding your organization’s international insurance requirements. Additionally, we do not charge a consulting fee as we are compensated by the insurer with the same rates regardless. We also have long established insurance provider relationships and excellent service and support. We may be able to assist on other insurance matters related to your expat employees, such as kidnap & ransom and even business travel insurance for domestic employees who travel abroad. To learn more, contact us today if you are sending one, two or a hundred expat employees overseas to expand your global fortunes. We look forward to being part of your international relocation efforts.

Urgent medical claim problem resolved by Expat Financial

This urgent medical claim from last night is why you should use our firm for your group expat insurance needs:

We received an email from the HR Manager for a group client of ours in the Middle East at 8 PM last night our time – an employee’s spouse in Europe was urgent need of an operation. The Global Mobility Manager informed us that the surgery was a life and death situation, but the hospital was outside of the large and well known global insurance company’s network – which is the largest in the world. The hospital was unwilling to accept a written guarantee of payment from the insurance company and their evacuation provider, ISOS – which is unheard of. The hospital wanted claim paid in advance, which is generally not possible. One option was to have employer or the employee pay the claim to hospital & get reimbursed. This is often the fastest solutions for these situations as the insurer can then reimburse the claim and if the insured’s family member does not have enough money or credit limit on hand, most employers will.

But we immediately called the expat group insurance company and got a workaround by having International SOS wire payment with insurer’s permission. It merely took a little broker advocacy. Payment was then wired by ISOS. The claim issue resolved. The employee was very much relieved and thanked all involved this morning. He mentioned in an email to us: “Really many many thanks for this!”

We asked the HR manager for permission to post this blog with no reference to the insurer, client or employee/dependent name etc… and he mentioned – “This is fine and true and I would like to thank you once again for your help.”

This is what we do as our client advocate, even after working hours and during weekends – it is what sets our firm apart. Expat Financial is a division of TFG Global Insurance Solutions Ltd. and is a global insurance brokerage firm.

To learn more about what we can do for your expat employees, contact us or visit our corporate page.

Is your company meeting it’s “Duty of Care” obligations to its expat employees?

An Expat Employer’s Fiduciary Duty of Care for Expats

Sending employees abroad is a significant financial, moral and legal responsibility for expatriate employers. Many professionals are constantly talking about the importance of providing a “duty of care” for expat employees sent to work abroad and even when sending employees for long or short term assignments and meetings. A duty of care means that the global employer needs to take all steps required to safeguard and prepare for the safety, well being and health of their employees. It is the fiduciary responsibility that experienced global mobility managers realize is important regardless of the legal implications. It is a basic moral responsibility. This is especially true today in a world where conflict and terrorism can strike almost anywhere. It makes sense to plan for what your employees may face abroad.

Employers Should Examine Their Obligations

It is critical that expat employers meet the overseas obligations of their employees, whom can find themselves in new and sometimes hazardous regions and countries that they may not they may not be be adequately prepared for. It is vital that HR managers carefully read over employment contracts to make sure that the company is fulfilling its obligations to their employees. This means that employers should examine their employees needs and location to prepare for contingencies. Our firm has access to detailed country information packages that can provide global mobility managers with key insights for each destination, including security reports.

Expat Employers Should Identify Risks

When your HR department is sending employees overseas, it often makes sense to identify risk and to adopt preventive measures. You can’t account for all of the risks that your employees and their dependents may face while working or travelling abroad, but you can take steps now to plan and mitigate those risks. We recently had an employer who agreed to implement a comprehensive kidnap and ransom program with security evacuation, and in the first year of the policy it was used after a group of employees were kidnapped by bandits. Luckily, with the assistance of on-sight negotiators paid by the insurer, a ransom was negotiated, and the hostages were released unharmed.

Inadequate Insurance Coverage for Expats

A recent report from Cigna mentioned that 50% of expatriate employees feel that their expat employers are not meeting their duty of care requirements for the global assignments that they are on. Furthermore, three quarters felt that they did not have sufficient funds to support their healthcare expenses. We often run into situations where new and even existing expat employers will send employees and their dependents on overseas assignments with inadequate planning and insurance coverage. With more and more companies and non-profit organizations sending employees for short or long term assignments to high risk countries such as Iraq & Afghanistan, the requirement to provide a secure and safe work location is vital. Our firm has extensive experience in working with employers operating in such areas where civil strife and conflict are commonplace.

Common Expat Insurance Deficiencies We Have Observed

Here is a list of deficiencies that we often encounter:

  • No coverage for pre-existing medical conditions
  • No coverage for pregnancy or a 12 month waiting period
  • Many expat employers have no disability coverage in place
  • Coverage is placed with insurers that can’t meet the needs of expats
  • Lack of adequate evacuation coverage that is not fully insured
  • No war or terrorism coverage for employees residing in high-risk countries
  • The inability of expats to find medical centers that can receive medical payment directly from the insurer

How Expat Insurance Coverage Can Help Your Company Meet Its Duty of Care

A group expat plan that is properly designed and sourced can provide a high level of global insurance coverage that will fully meet the duty of care for your expatriate workforce stationed around the world. We can source the following coverage for our group expatriate clients:

It is critical that your global mobility department fully commit to the duty of care philosophy and provide global coverage for your employees that exceed what is required no matter where they are posted. Our firm can source plans for individuals and groups. For more information on the global benefit plans that we can offer your international workers, please contact us today.

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 sourced 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 more often than not the employer will have to cover.

Our firm is highly experienced in both sourcing global medical coverage for firms that employ American expatriates and covering their dependents who are located with the overseas employee or residing back in the USA. 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 of 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 being served by domestic-focused brokers with limited or no understanding of expatriate medical coverage.

Next Step for Expat Employers

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.