International Health Insurance for Employees
As global mobility trends evolve, more international assignees are extending their stays abroad—turning short-term assignments into long-term or even permanent relocations. With this shift comes a growing need for employers to reassess their relocation policies and consider providing comprehensive expat health insurance as a core benefit.
Access to reliable international health insurance for employees is essential for those working overseas. However, healthcare systems vary significantly around the world, and coverage abroad often differs dramatically from what employees are used to in the United States. To help international assignees stay protected, here are four essential things companies and employees should know about expatriate health insurance:
1. Many Expats Skip Health Insurance—And It Can Be Costly
A survey from Now Health International found that 25% of expats do not purchase international health insurance, with many citing “good health” as the reason. Unfortunately, medical costs in popular expat destinations continue to rise, and those without coverage may face massive out-of-pocket expenses in the event of an accident or illness. Relying on good fortune isn’t a strategy—and both companies and employees need to understand the risks.
2. Healthcare Quality for Expats Varies by Country
The quality and affordability of healthcare for expats depend heavily on the host country’s infrastructure. Taiwan, for example, ranks as one of the best countries for expat healthcare—nearly 70% of assignees say they spend less on medical care there than they did at home, according to HSBC’s Expat Explorer Survey. Other affordable countries include the U.K., Thailand, Japan, and Saudi Arabia. By contrast, healthcare can be much more expensive in the U.S., Ireland, Brazil, and New Zealand. Understanding these differences is essential when planning relocation packages.
3. Employers Want to Offer Coverage—But Budgets Can Be Tight
While nearly a quarter of employers say they want to provide expat health insurance, many feel restricted by tight budgets. Even if full coverage isn’t feasible, companies can still support their assignees by educating them about the host country’s healthcare system and providing vetted resources for private international health insurance plans. Relying solely on local government healthcare isn’t always safe, as some countries now limit coverage for foreigners to emergency-only services.
4. Helpful Resources Are Available
There are sources to learn about expat health insurance: International Citizens Insurance has developed a helpful resource that explores the topic of health insurance for expats, including its importance and how to purchase an expat health insurance plan. Employers should consider including trusted resources like these in their relocation support materials to help mobile employees make informed decisions.
Final Thoughts
As the global workforce becomes more mobile and long-term international assignments become more common, expat health insurance is no longer optional—it’s a crucial part of any effective global mobility strategy. Investing in proper health coverage helps protect employees, reduces risk for employers, and ultimately contributes to a more satisfied and productive international workforce.
As companies expand their reach across borders, the importance of understanding the nuances of expat health insurance cannot be overstated. Employees moving to new countries face unique challenges, from navigating unfamiliar healthcare systems to understanding local regulations. By providing access to reliable resources, employers can empower their staff to make choices that best suit their needs.
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Michael Barone
I have been a Global Business Development Manager and Global Account Manager since October 2022, supporting organizations in all aspects of their Global Mobility Programs. Before joining GMS, I worked for 18 years in Global Mobility. My experience ranges from Operations to Account Management for various client sizes and scopes. I have extensive experience with inter-company transfers and all assignment types for Global Cross Border policies.
