It’s fair to say that the world is truly now a global marketplace. British organisations are not only well placed to take advantage of a ‘borderless’ Europe but doors are open around the world for those able to step through them. Organisations taking advantage of commercial opportunities abroad face a number of challenges, including the need to align themselves to the needs of their overseas employees to maintain a stable, healthy and productive workforce.
The international health insurance industry has long recognised the important role it must play when working alongside employers and their international employees around the world. The industry provides support in a variety of ways, both to the employer and international staff members.
Minimising gaps in cover
Employers need to balance budgets against the standard cover they buy for their overseas workforce and insurers provide support in meaningful ways. Medical history disregarded (MHD), for example, helps employers to ensure any gaps in their employee’s cover is minimised. MHD typically applies to organisations with 10 or more staff on their plan and effectively means the insurer will not load premiums or exclude cover for employees where previous medical conditions exist. This can be particularly important for staff members abroad. If the employee has an existing condition they, and their employer, will have the comfort of knowing that full treatment will be provided under the terms of the plan should it be necessary.
Insurers will also present optional benefits such as dental, maternity, optical and wellness, enabling the employer to assess the full range of cover available to its employees before making a purchase.
Easing administration through technology
Technology is helping both the employer track its employees’ healthcare requirements abroad and international staff manage their health needs on the ground. A number of insurers have developed tools that allow HR teams to submit and track claims on behalf of international staff members, saving time and hassle for everyone in the process. The members themselves will, depending on their insurer, be able to access a wide range of self-help information via insurer websites and through mobile apps to locate nearby medical facilities and download forms.
A holistic approach to employee health
For some health insurers, employee wellness is now as integral to an international private medical plan as the insurance itself. Health insurance provides the access to first-rate medical care when needed. Minimising the need for treatment in the first place, being on-hand during medical care and helping members recover quickly, provides a more rounded service with additional benefits for the employee and employer.
Relocating the right calibre of staff can often mean the difference between success and failure for organisations expanding abroad and health insurance is usually integral to compensation packages for expatriate employees. Employers are now looking for services above and beyond the core insurance benefit and the industry has developed a number of ways to support organisations demanding a more holistic approach to their employees’ welfare.
David Healy is general manager at Aetna International
