When it comes to international health insurance, there are various reasons and profiles of people who buy it. Mostly it someone who is living outside their country of citizenship, often known as expats, global nomads, global citizens, and digital nomads. It could be someone who took a position with their company overseas and will be living in a foreign country for the next two years or more. Read more
Learn What Insurance Questions You Should Ask Your Future Expat Employer
There are a lot of questions that you should ask your future expatriate employer before you take that exciting job posting abroad. You will want to know about housing, education costs, income, taxes, visas, and much more. However, we wanted to discuss five insurance questions you should ask your future expat employer before you embark on your job posting: Read more
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.
TFG Global and its division Expat Financial is now offering free country risk profile report to global HR managers who allow our firm to examine their global benefit plan and obtain quotes from the market. Such international group insurance plans can include vital health, evacuation an/or life insurance for their expatriate employee population.
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.
Important Tips on How to Become an Expat. An expatriate, or expat, is a person who lives outside of their native country. Today, more and more people are willing to leave their home country and experience a brand new job or lifestyle abroad. To better prepare you for your life overseas, we will discuss six […]
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.
Cigna has recently released a detailed study on expat employee 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.
Sending expatriate employees overseas is a massive undertaking for any company or organization, and this task usually falls to the global mobility or human resources manager. An expatriate assignment is an enormous 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 is will it cover pre-existing medical conditions.
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Note: Some of the products and services described or advertised on this site may not be available to residents of certain jurisdictions, depending on regulatory constraints, including Canada and the U.S. Please contact TFG Global Insurance Solutions Ltd. for more information about your specific jurisdiction. If you or your company requires a policy that is billed to the USA, please contact us and we will refer you to a broker located in the USA. The policies we offer via TFG Global Insurance Solutions Ltd. or its related web sites are not available to citizens currently residing in the USA when taking out the policy.