Bupa Global has launched a new range of tiered international private medical insurance (IPMI) products available to UK businesses. The new Business Health Plan range is designed for companies that need to offer premium international cover for specific areas of their workforce or need a richer offering for key employees. 

The four new products - called Business Select, Business Premier, Business Elite and Business Ultimate - are tiered on coverage and price based on the findings from extensive customer insight. They offer rich cover and benefits to meet the needs of globally mobile and globally minded businesses and their employees. Customers will also have access to Bupa’s global network of international healthcare professionals. 

Sheldon Kenton, Managing Director, Bupa Global said: “The demands of both companies and their employees are changing as businesses are becoming more global and their employees are travelling more often. We also know that no two businesses are the same and some need a richer offering for key employees. That is why we worked closely with our customers to develop this new range of products and ensure that they meet the needs of globally mobile and globally minded businesses. With the new tiered range, it is now easier for companies to choose the right health plan for their employees’ specific needs.” 

The new Business Health Plans are designed to cover all-round health protection for the mind as well as the body. The Business Health Plans provide employees with 24/7 cover, wherever they are in the world*.

The range of benefits includes:

• In-hospital care
• Evacuation – if emergency treatment isn’t available locally, an employee will be evacuated (and when medically necessary their relative or partner) to where they need to be for treatment
• Treatment for cancer and other serious illnesses, for as long as needed 
• Hereditary, congenital and chronic conditions
• Transplants and rehabilitation

Commenting on employee health and wellness, Kenton said: “This has become an important way for businesses to look after their people, for two main reasons. First, employees now increasingly expect their employer to play an active role in their health and wellbeing. Companies in turn are looking to their health insurance providers to help deliver programmes and initiatives.

“Secondly, in a particularly competitive market, businesses are looking at how they can differentiate their offer to employees. Providing rich, global healthcare cover can help a business in attracting and retaining key talent.”

Bupa Global’s new plans offer a range of health and wellness features and enable businesses to offer a richness of international cover for key employees. At the same time companies can provide other employees with domestic cover from Bupa UK. Together, Bupa can meet the healthcare needs of an entire business. 

For more information on the new Business Health Plans, visit https://www.bupaglobal.com

Bupa Arabia has announced launching a new International Health Plan for members to have access anywhere, anytime to a hospital or healthcare professionals, in Saudi Arabia or even when they are travelling abroad.  The 'International Health Plan' is Bupa Arabia's first international single card plan for members to cater to their global healthcare needs.

The 'International Health Plan' provides access to over 1.2 million healthcare providers in 190 countries when the Bupa insurance card is presented. It empowers its members to access elective or emergency treatments abroad whenever they need it.

The 'International Health Plan' is targeted to achieve many of the benefits to the beneficiaries wherever they go for business or leisure, with immediate coverage for preventative tests, maternity cases, dental and optical, cancer treatment, chronic diseases, and more with coverage reaching up to tens of millions of dollars.

"With the rise in the number of Saudis and Expats travelling abroad for business and pleasure, along with the increase in foreign investors and business representatives coming into the Saudi business field, the necessity of expanding our coverage internationally has become extremely apparent." said Tal Nazer, CEO of Bupa Arabia.

"People's lifestyles are constantly changing, especially in Saudi Arabia," CEO Nazer continued, "and we must be fast on our feet to meet the demands for new health coverage plans that these changes are generating. Whether a person is a frequent traveler for business or pleasure outside the Kingdom, a familiar and reliable international health insurance plan is indispensable, so making Bupa Arabia your insurance partner is a smart decision."

This innovative product is a result of the fruitful partnership between Bupa Arabia and Bupa Global, which possesses more than 70 years of experience in international healthcare across more than 190 countries around the globe.

Allianz Worldwide Care has partnered with Equatorial Guinea Insurance Company (EGICO) to create the most comprehensive group health insurance plans to date for companies employing both domestic and international workers in the country.

The plans offer the first health insurance solution for employers who require dedicated plans for their Equatorial Guinean workers and their international staff. The local plan, Salud GE, offers full domestic coverage within Equatorial Guinea. The international plan, Salud Global GE, offers coverage worldwide, outside of the United States, and is aimed at both Equatorial Guinean employees who may work abroad and expatriate staff living in Equatorial Guinea.

Susan Landers, Head of Market Management at Allianz Worldwide Care said, “Demand for comprehensive health insurance is growing rapidly in Equatorial Guinea and there was a real gap for corporate clients looking to provide their workforce with this benefit. Health insurance is a key factor in an employee benefit package. The comprehensive nature of these new plans, combined with our strong support services, will assist organisations in Equatorial Guinea in attracting and retaining highly-skilled employees.”

The partnership brings together the global reach and expertise of Allianz Worldwide Care and the on-the ground insight and knowledge of EGICO, a respected local provider. Both local employees and expatriates will benefit from a wide range of in-patient and day-care treatments together with in-patient direct settlement, while expatriates will also benefit from access to Allianz Worldwide Care’s extensive global medical network.

Michel Djimadou, CEO of EGICO said, “We’re delighted to have partnered with Allianz Worldwide Care to launch these plans, which were conceived and developed specifically for companies in Equatorial Guinea. When it comes to international health insurance, the options here were extremely limited until now. Currently, there is nothing available in Equatorial Guinea that is comparable to our partnership with Allianz Worldwide Care for local employees or expatriates.”

The Empire Life Insurance Company (Empire Life) announced it has signed an agreement with MetLife Expatriate Benefits to administer its new Voyageur Global Benefits program for expatriate medical, disability, and life insurance.

"We're delighted to be launching Voyageur Global Benefits and working together with MetLife. With nearly 60 years in the market, they have vast experience when it comes to expatriates benefits," said Steve Pong, senior vice-president, Group Solutions at Empire Life. "MetLife administers the employee benefits of thousands of expatriates around the world. They have the breadth and depth of experience required to deliver the service excellence that both of our organizations are known for."

The number of Canadians living abroad has increased substantially in the past two decades, which has increased demand for expatriate benefits. Recent reports estimate 2.8 million Canadians are living abroad.¹

Voyageur Global Benefits will offer world-class benefits for Canadians working abroad.² A key feature of this new suite of benefits is the MetLife Regional Service Centre model. Located in key areas around the world, this puts local resources closer to members while on assignment. Experienced staff provides local expertise and understanding of regional differences, making it easier to obtain quality medical care, get services paid, and receive local support.

"Working abroad can be both exciting and challenging for expatriates and their families," said Dan DeKeizer, senior vice president, Global Employee Benefits, MetLife. "With Voyageur Global Benefits, customers will have access to more than a million healthcare providers in over 180 countries, which helps deliver peace of mind no matter where they are in the world. We are very pleased to be working with Empire Life, and together, look forward to bringing innovative solutions to the Canadian market."

(1) Courtesy APF Canada 2011.

(2) Voyageur Global Benefits will be available in Quebec at a later date.

(3) The Globe and Mail Report on Business Magazine, June 2015, based on revenue.

(4) As at May 19, 2015.

Following the launch of its Med24 GP app in October 2015, Punter Southall Health & Protection, one of the largest health and protection advisers in the UK, has continued its innovative approach to healthcare and protection benefits with the launch of a unique Post Hospital Discharge product.

Available to all employers wishing to extend their health and wellness benefits at a minimal cost per member, it bridges the gap between discharge from hospital and full recovery.

The Post Hospital Service has been designed to look after employees when they come out of hospital after a stay of 48 hours or longer. The stay can be for any reason (except pregnancy), whether planned or emergency, and includes NHS or private care and so is relevant to the whole work force, not just those in a corporate health scheme.

To create the service Punter Southall Health & Protection has teamed up with Red Arc Personal Nurse Advisers and Collinson Group to offer seamless, medical, emotional and practical support for employees when they come out of hospital.

As well as unlimited nurse adviser support, the service provides help at home by high quality, Care Quality Commission (CQC) accredited, domiciliary care providers. This practical help is tailored to each person’s needs and can include a variety of services such as personal care, domestic duties, collecting prescriptions and arranging transport to appointments.

Commenting on the new service Jan Lawson, Executive Director of Punter Southall Health & Protection said, “Being medically well enough to leave hospital is not the same as being better. Extra support after returning home is often necessary, but rarely provided. Everyone is different and this product combines practical help, emotional support and a personalised “Get well, Stay Well plan” for an unlimited period.”

Adds Lawrence Watts, Business Development Director, Insurance & Assistance, Collinson Group, ‘We are delighted to be working with Punter Southall Health & Protection as it continues to broaden the offer of innovative Health and Protection products and services to its employers and their members.  We look forward to working alongside Punter Southall Health and Protection by providing first class assistance in the form of practical help through our accredited domiciliary care network at a time when it is needed most.’

By helping to support full recovery, the service will benefit employees and their families as well as the sponsoring employer, who will be seen as a caring employer, while assisting members to return to work more quickly and having less chance of relapse or future illness.

As another fantastic year in the world of iPMI draws to a close, iPMI (International Private Medical Insurance) Magazine looks back at the more interesting international private medical insurance and assistance articles and features of the year. Featuring Cigna, Aviva, Globality Health, Bellwood Prestbury, AIG, Wellaway, Aetna International, Allianz Worldwide Care, AIA + MORE.

iPMI Magazine Speaks With Arjan Toor Cigna Global iPMI Managing Director

Aviva Adds Expat Growth Destinations To International Private Medical Insurance

iPMI Magazine Speaks With Ida Luka-Lognoné, CEO, Allianz Worldwide Care

Insurance Companies And Products As We Know Them Today Will Have To Evolve

Aetna International Launches New Global Health Care Products For Groups And Individuals

Clements Worldwide Announces Launch Of International Disability Coverage For Expats & Organizations

AIG Responds To Booming Expatriate Population With New Health Product

AIA Introduces Bold Changes To New Zealand Health Insurance Market

Medical Insurance Plan Launched For International Contractors

Wellaway Limited Launches Oneworld, An International Healthcare Program, Geared Towards Expatriates Around The Globe

Cigna Global Health Benefits Expands Sales With New Expatriate Health Insurance Plan

The Rising Cost Of Global Healthcare: iPMI Providers Talk Medical Inflation And Healthcare Costs

International And Expatriate Healthcare And Insurance 2014

Cigna Hong Kong Launches "Cigna HealthFirst Elite Medical Plan"

iPMI (International Private Medical Insurance) Magazine Articles Of Interest 2015

State of emergency has been extended for 2 months from 24 December until 21 February 2016. Further attacks remain highly likely, including against foreigners. Security forces are on a high state of alert in Tunis and other locations. You should be especially vigilant and avoid crowded places over the holiday period, including around Mouled (24 December), Christmas and New Year.

If you choose to travel to or remain in Tunisia then you should check that your insurance policy provides adequate cover. You should be especially vigilant and follow the advice of the Tunisian security authorities.

There are no direct flights between the UK and Monastir or Enfidah airports. There are daily Tunis Air flights from Tunis Carthage airport direct to London, and indirect daily departures with European carriers. Contact your airline or travel company directly if you have an enquiry about your travel plans.

If you need consular assistance (above and beyond travel information) you should contact the British Embassy in Tunis.

The Tunisian presidency announced on 22 December 2015 that the state of emergency imposed after a suicide attack on a police bus on 24 November would be extended for a further 2 months from 24 December until 21 February 2016.

The threat from terrorism in Tunisia is high. Further attacks remain highly likely, including against foreigners. Security forces are on a high state of alert in Tunis and other locations. You should be especially vigilant over the holiday period, including around Mouled (24 December), Christmas and New Year. Avoid crowded places and follow the advice of the Tunisian security authorities and your travel company, if you have one.

A terrorist attack took place at Port El Kantaoui near Sousse on 26 June. Thirty eight foreign tourists were killed, including 30 British nationals. Further terrorist attacks are highly likely, including in tourist resorts, and by individuals unknown to the authorities whose actions may be inspired by terrorist groups via social media. On 17 November the Tunisian authorities announced they had foiled a major plot to attack ‘hotels and vital installations’ in Sousse. On 24 November a number of security personnel were killed in a suicide attack on a police bus on Avenue Mohammed V in central Tunis. A state of emergency was declared for 30 days from 24 November 2015. 

Since the attack in Sousse, we have been working closely with the Tunisian authorities to investigate the attack and the wider threat from terrorist groups in Tunisia. Although we have had good co-operation from the Tunisian government, including putting in place additional security measures, the intelligence and threat picture has developed considerably, reinforcing our view that a further terrorist attack is highly likely. On balance, we do not believe the mitigation measures in place provide adequate protection for British tourists in Tunisia at the present time.

On 8 July, the Tunisian Prime Minister stated publicly that further attacks were likely. The Tunisian authorities have increased their security measures but have also acknowledged the limitations in their ability to counter the current terrorist threat.

International Private Medical Insurance (iPMI) For Tunisia

Take out comprehensive travel and international private medical insurance before travelling to Tunisia, to cover the cost of any medical treatment abroad or emergency repatriation and evacuation. Be sure to read the small print of all iPMI policies before you purchase. 

Cigna Global Health Benefits^® (NYSE: CI) and the National Foreign Trade Council (NFTC) recently surveyed more than 2,700 expatriates working in 156 countries to better understand how they and their families experience, perceive and value various elements of assignment terms and programs.

While many surveys tell the global mobility story from the perspective of the employer, this survey is unique because it gathers candid feedback from the globally mobile themselves—information employers are rarely able to gather on their own.

Expat profile

Among people who work outside of their home country, three things are true: they are male (81%), middle-aged and have a family. Beyond that, all bets are off.

The globally mobile are growing older; Gen X is entering its peak earning years and Baby Boomers are remaining in the workforce longer than did previous generations. According to the survey results, many expats are leaving their families at home for various reasons. Today, many assignment locations are in emerging markets or a remote location, which is one reason expats might leave their families at home. In recent years, there has also been a dramatic increase in business and technology-related assignments with shorter durations; generally between six and 12 months. Thirty-eight percent of respondents reported that they did not bring their children with them during assignment.

Although most expats still hail from the U.S., their numbers are down by 10% from just two years ago (and down 24% from the 2001 survey). Globalization is likely a factor with more companies having operations across the globe with access to qualified local talent. The U.S. tax regulations may also be a reason for the decline, making expatriation of U.S. nationals more expensive than expatriates from other countries.

Accessing medical care abroad: more expats look locally

The proportion of expats accessing medical care on assignment stayed consistent from 2013 at 79%. Seventy-five percent of expats said they access local providers for routine medical care.

Gender appears to play a role in which type and where expats and their families access care during assignment. While the rate at which men accessed care stayed about the same (78% this year versus 77% in 2013), the share of women accessing care rose five percentage points to 83%. Even though a larger percentage of women are accessing care while abroad, they are slightly less likely than men to seek care locally. However, more women (47%) said they were much more likely to seek treatment locally for serious medical care than they did in 2013 (38%).

Mobility benefits packages: Flexibility and customization

Greater flexibility in plan design was a common theme when employees were asked what employers might change or add to their global mobility assignment packages to make them more useful.

“Similar to what we saw in the 2013 results, a one-size-fits-all approach to mobility program services can lead to potential dissatisfaction, or worse, an unexpected end to a global assignment,” said Leah Cotterill, vice president, North America Client Management, Cigna Global Health Benefits. “Global mobility directors have to be cognizant of striking a balance between the needs of the business and those of the expats and their families. While the trend toward managing costs through benefits reduction might save companies money in the shorter term, the approach may not lead to longer term satisfaction, loyalty, trust or success.”

Support and communication

Results from this year’s survey indicate that certain gaps – whether real or perceived - still exist between the resources employers say they provide to expats in comparison to what employees say they need.

Communications – before, during and after assignment – are critical to expats and the success of their assignment. Survey responses indicate that employers shouldn’t be worried about over-communicating.

• 38% of respondents received only one communication prior to departure and nearly a third received two to three.
• More than 75% received information about their global mobility program benefits during assignment. Of this group, one in four received messages on a quarterly basis.
• Email and phone calls with HR/global mobility representatives were the top two forms of communication with 90% and 70%, respectively.

Overall, the support employers have traditionally made available aligns with what expatriates say is needed. More than three-quarters of respondents said their employer provides help with moving household goods; setting up utilities and other settling-in needs, as well as help with finding doctors and getting vaccinations. Yet, globally mobile employees say they need more, particularly related to local culture and lifestyle.

Only 20% of information sent to expats before assignment covered local lifestyle resources such as grocery stores, child care, etc. “Prepare employees better for the cultural shock they will experience, particularly for newcomers,” said one respondent.

The use of digital communications, particularly social media, increased dramatically since the 2013 survey. More than twice as many expatriates chose Facebook this year than they did in 2013, which reflects the increasing use of social media as a human resources portal by employers.

There also appears to be a dramatic change in the perceived usefulness of digital resources. Nearly twice as many expatriates in 2015 said their employer intranet is an effective communication tool. Interestingly enough, almost half (44%) said that they either didn’t know or their employer didn’t offer online access to information concerning their mobility benefits program.

“Globally mobile employees and their families want reliable and consistent communication from employers from preparing them for assignments before they depart and ensuring they feel appropriately supported and connected while away,” commented Cotterill. “While many employers are making strides in this area, more can be done to better facilitate communication concerning global mobility program features and services for employees and their families.”

“As businesses continue to expand and compete in today’s global marketplace, the importance of global mobility has never been greater,” said Bill Sheridan, NFTC Vice President of International Human Resources. “This year’s survey results not only reflect this, but also reveal key insights into how global mobility and the expectations of expats have changed since 2013 – insights that should influence how employers meet the needs of their expats going forward.”

Expatriation: A lifestyle choice, not just an economic obligation.

This year’s results demonstrate that global mobility is no longer just an economic obligation, but is instead a lifestyle choice evolving into a career unto itself. The spirit of adventure, the potential to hone one’s qualifications and the appeal of living abroad remained the greatest influences on the decision to accept a first assignment.

One key difference to note is the proportion of expats who indicated they went abroad because they wanted to versus feeling they had to—down by 12.5% since the 2013 survey. Additionally, the number of expats who have been on five or more international assignments increased sharply to 25% from 18% in 2013. This may indicate that global mobility is becoming an occupation in its own right.

Repatriation: Just as difficult as expatriation.

Slightly more than half (54%) of expats who responded to the survey say their employer has a formal repatriation program – and yet most employers report they offer one. In fact, many respondents expressed that repatriation is effectively as difficult as expatriation.

Expats find a return home can result in culture shock. Changes in finances and taxes for the household were a big concern, as was finding new employment. “My family and I will probably need as much (if not more) help repatriating than we have needed on assignment,” said a respondent.

Many expats recommended beginning repatriation arrangements at least three months before departure. Commenting on a return home after assignment, one respondent said, “I’d like to see a repatriation program in which we are given news of the return home at least three months prior to the move so we can prepare.”

A new type of insurance cover has been developed by market leaders Medex Protect that gives employers the option to take out insurance against the cost of Statutory Sick Pay (SSP), giving businesses more financial freedom and greater peace of mind. Insurance expert Medex Protect has created a groundbreaking new integrated product that effectively manages absence to improve productivity, while providing reimbursement of SSP payments.

The Directors of Medex Protect have been at the forefront of medical insurance development for 40 years. As such they are well positioned to create a unique policy specifically designed to integrate the benefits of effective Absence Management and Employee engagement with the financial protection associated with the reimbursement of Sick Pay Costs.

Jason Dunks, Commercial Director says: ”We have responded to the needs of employers and adapted to market forces, as well as changes in legislation. The product delivers integrated Absence Management and Occupational Health benefits. Very simply, if the employee does not return to work by day seven of an absence then the policy will refund the SSP contributions to the employer for up to 28 weeks.”

Sick Pay Protect includes effective risk management via embedded pre-commencement screening, online risk assessments and Occupational Health provision, along with access to a compassionate and effective Employee Assistance Programme and a private GP service, delivered by Dr.Now, the leading and accredited provider of GP appointments delivered face to face over the web, via a secure app “Jason Dunks says "the access to private GP appointments on a same day basis, will not only be a valued benefit to the scheme members, it will reduce absence costs for the employer associated with the positive benefits derived from prompt access to primary care support at the outset of an illness".

Following the legislative changes that meant employers could no longer reclaim the cost of SSP the government introduced the option for businesses to apply for a refund of up to £2000 in National Insurance contributions. This NI rebate can then be re-invested by SMEs to increase productivity, reduce absence and insure statutory sick pay.

The Sick Pay Protect policy also qualifies as a legitimate business expense, and therefore the cost of SSP Protection from Medex Protect can be offset against corporation tax, making it even more of an attractive financial investment for any business.

Jason Dunks, Commercial Director of Medex Protect explains how the system can provide a lifeline for employers: "Employers can often struggle to find effective Occupational Health and Absence Management provision. The Sick Pay protect plan both integrates and simplifies the process, and then adds the financial protection as a completely natural and logical extension to this service delivery.

As Medicare’s primary sales season gets under way, Anthem Blue Cross and Blue Shield (Anthem), is bringing $0 premium Medicare Advantage plans – with extra benefits – back to Denver and Douglas counties in Colorado through provider collaboration agreements with Centura Health, UCHealth and University of Colorado School of Medicine Doctors (CU Doctors).

This includes launching Dual-Eligible Special Needs Plans (DSNPs) for people eligible for both Medicare and Medicaid, and traditional HMOs for the general population. For a $0 premium, Anthem Medicare Advantage Prescription Drug (MAPD) plans offer significant benefits not available in Original Medicare, including $0 copays for preventive dental, vision and hearing benefits and a free fitness program.

“Even with the Medicare reimbursement environment changing, we think it’s critical to structure our plans to provide our members with real value over Original Medicare, including extra benefits and strong local alliances,” said Josh Martin, president of Anthem’s Medicare west region.

Following are some specifics on Anthem MAPD plans that will be available for the Annual Election Period, or AEP, which began Oct. 15 and continues through Dec. 7. Plans are effective Jan. 1, 2016.

MAPD market return. Anthem’s new MAPD offerings include a traditional HMO plan, called Anthem MediBlue Plus (HMO), and a Dual-Eligible Special Needs Plan (DSNP), called Anthem MediBlue Dual Advantage (HMO SNP), in Denver and Douglas counties. Both plans are available for a $0 premium.

DSNPs serve those beneficiaries eligible for both Medicaid and Medicare. They are the largest and fastest growing type of the special needs plans¹. The Colorado DSNP features dental, vision and hearing benefits, podiatry services, transportation to doctor’s appointments, a free fitness program and a monthly allowance for health care items purchased over the counter, such as cold and allergy products, dental products and vitamins, all at no extra cost to the member. Unlike most plans, people who qualify for a DSNP have a continuous Special Election Period, which means they can elect to join a new plan at any time throughout the year.

Provider collaboration. To improve member health and lower member costs, Anthem will re-enter Colorado with key Medicare provider collaboration agreements that include Centura Health, UCHealth and University of Colorado School of Medicine Doctors (CU Doctors).

$0 generics. Both Prescription Drug Plans (PDP) and MAPD plans will feature a “Select Tier” with selected generic drugs for a $0 copay at preferred pharmacies, including some drugs that treat high blood pressure, high cholesterol and diabetes. Both Anthem MAPD plans and several PDP plans will offer certain generics in the coverage gap for a $0 copay. Anthem has nearly 200 preferred pharmacies in Colorado, including Kroger affiliates City Market and King Soopers, Target and Wal-Mart (Sam’s Club).

In addition to MAPD plans, Anthem offers Medicare Supplement plans and standalone PDP plans across all Colorado counties. Medicare Supplement plans help cover costs Original Medicare doesn’t, such as copayments, coinsurance and deductibles. These plans offer access to any doctor or medical facility that accepts Medicare, generally for a higher premium than an MAPD. They are generally paired with a PDP.

“We pride ourselves in being one of the nation’s only insurers that can offer a full continuum of Medicare products, including something for every budget and lifestyle,” Martin said.

For details about Anthem Medicare plans in your area, call (855) 866-3979 or visit Anthem’s Medicare online store at www.anthem.com/shop. Anthem will be holding educational events and home visits throughout AEP. Anthem-affiliated agents will be available at some locations of City Market and King Soopers. Days and hours ours vary.

Anthem is an HMO plan and a PDP plan with a Medicare contract. Enrollment in Anthem depends on contract renewal. This information is not a complete description of benefits. Contact the plan for more information. Limitations, copayments, and restrictions may apply. Benefits, premiums and/or co-payments/co-insurance may change on Jan. 1 of each year. The formulary, pharmacy network, and/or provider network may change at any time. You will receive notice when necessary.

You must continue to pay your Medicare Part B premium.

This plan is available to anyone who has both Medical Assistance from the State and Medicare. Premiums, co-pays, co-insurance and deductibles may vary based on the level of Extra Help you receive. Please contact the plan for further details.