Infographic: Employers renew benefit strategies for their globally mobile workforce

Emerging trends from the pandemic have forced employers to rethink their global mobility strategy

• 50% of organizations changed their global mobility strategy due to the pandemic
• 16% intend to enhance benefit plans as a result of COVID-19
• 1 in 5 respondents allow some flexibility for employees to “work from anywhere*”

*The term “work from anywhere” may reference in-country or global travel and can require creative benefit solutions to support employees’ health and risk.

International assignments are making a comeback despite the pandemic

• 31% of multinationals expect to increase international assignments
• Only 15% are planning a reduction
• 9 in 10 intend to maintain long-term versus short-term assignments

Wellbeing continues to be a critical aspect of international health plans

• 71% offer a global employee assistance program (EAP) in 2021 vs. 53% in 2019
• 50% align their international assignee wellbeing program with a wider corporate initiative in 2021 vs. 43% in 2019
• 47% recognize need to expand services (e.g. telehealth and EAP) to fill gaps as a result of the pandemic, and more recently due to impacts of political conflict

Actions to optimise international health and risk programs

1. Review health and wellbeing programs, to ensure there are no gaps in access and covered services.
2. Align IME programs with wider business objectives, particularly if adopting a “work from anywhere” policy or making other changes to your global mobility strategy.
3. Conduct a compliance review of your current programs.
4. Harmonize your International Health Plans under one umbrella for economies of scale, streamlined administration and a stronger position on compliance.
5. Reduce gaps in risk coverages and consider a centralized approach to provide equitable benefits on a global scale.