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Healthcare International

HealthCare International Appoints Mark O'Dwyer As Non-Executive Chairman

HealthCare International (HCI) is delighted to announce that Mark O'Dwyer has joined the HCI Global Network Limited Board in November 2021 as Non-Executive Chairman. 

Additionally Mark will become Chairman of the Risk and Audit Committee and will be a member of the Remuneration Committee.

Mark’s most recent role was as Managing Director of Bupa Global. While at Bupa, Mark was a Board member of Bupa Insurance (UK) and Chairman of Bupa Egypt. His experience includes both the commercial and regulatory aspects of the International Private Medical Insurance market.

Mark has extensive financial services and insurance experience from working at AIG, L&G, Royal London, Fidelity International over the previous twenty years before Bupa. Mark is a Fellow of the Institute of Chartered Accountants for England and Wales (ICAEW).

Ian Wood MIoD ACMA CGMA, CEO of HCI said, “Appointing Mark as Chairman is a significant move forward for HCI, his blue chip industry experience and extensive commercial background will help us shape further our product and geographic offerings, I very much look forward to working with Mark in our next stage of building out the HCI business”

Mark O'Dwyer said, "I am delighted to be joining the HCI Board and working with Ian and the team as they continue to identify new opportunities for the business to grow".

Related Reading: Healthcare International (HCI) Announces Management Buyout Backed By Prefequity

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iPMI Magazine Speaks With Janette Hiscock, CEO of Global Solutions Europe, UnitedHealthcare Global

In this exclusive iPMI Magazine interview, Christopher Knight, CEO, iPMI Magazine, met with Janette Hiscock, CEO of Global Solutions Europe, UnitedHealthcare Global. They discussed in detail the COVID-19 global pandemic and how UnitedHealthcare Global has managed the public healthcare crisis, internally and externally. 

COVID-19 has had a huge impact on the healthcare industry. How has your organisation managed?

As a leading global healthcare company, we have been impacted like everyone else. We’ve been able to help support our employees, our customers, and communities around the world to aid the global fight against this disease. 

Since the outbreak, we’ve had to work quickly to make sure that we’re doing everything possible to continue treating patients and supporting our members. In the U.S., UnitedHealth Group has worked to develop accurate tests which aren’t as invasive as those which have been used more widely. These tests were made available to patients with a doctor’s order at hospitals, clinics and testing facilities across the U.S. We’ve also completed a *study with the Yale School of Medicine that suggests older COVID-19 patients with hypertension, who were taking angiotensin-converting enzyme (ACE) inhibitors, may have a lower risk of COVID-19 hospitalisation. A clinical trial will follow as a next step.1 The study is still under peer review.2

At UnitedHealthcare Global specifically, we have waived member cost sharing, including copayments and deductibles, for COVID-19 diagnostic testing provided this is medically necessary and is carried out at an approved location and in accordance with applicable governmental or public health advice.

This was made available on top of existing access to Virtual Visits, our telehealth solution, our Optum Employee Assistance Programme (EAP) and our unique health management programme. All these features continue to be a source of significant support for our members during this unprecedented time..

More widely, we looked to help other businesses in need across the world. For example, in the UK, our Medical Services team has been globally supplying vital PPE to protect healthcare workers across other essential businesses around the world.

Not only have we supported the scientific and clinical aspect of COVID-19 but since April we’ve committed over $60 million, via the UnitedHealth Foundation, to support homelessness, food insecurities and the health and safety of the frontline workforce. This funding has been used across the U.S. and other regions including, Brazil, Chile, Columbia, India, Ireland, Peru, the Philippines and Portugal.  It’s been a real privilege to be part of an organisation working actively to address the virus and its effects and serve the needs of our members and customers. We are fortunate that as a global organisation we’re skilled at working seamlessly across countries, time zones and home offices. As the pandemic evolves, I’m confident that we’ll continue to adapt and support our customers effectively, with a focus on compassion, relationships and performance. 

How has your role changed during the pandemic and what are your priorities for your own people?

This year has been challenging in so many ways, both personal and professional. However, it has shown me the importance of understanding our markets and the people we serve. We must offer comprehensive, yet affordable solutions to meet their changing needs. I’ve been working closely with my team to navigate our response to the changing healthcare landscape, and I am confident we have delivered a high standard of support and care throughout this time. 

A crucial aspect of my role this year has been to find the best route to minimise the impact of the pandemic on the business, both in terms of our continued growth and, more importantly, on our employees. The safety and wellbeing of our employees is my absolute priority and I have been in close communication with all our teams to ensure we support each other. We’ve also made it a top priority to reinforce the importance of taking annual leave, using the EAP and supporting flexible working. We commissioned a 12 Steps to Personal Resilience programme for all our European-based teams and encouraged them to adopt the practical hints and tips on a weekly basis.

I am very proud to lead our team in Europe and whilst I have reverted to working at home full time, this has been the only real change for me in my role: We have maintained our strong engagement with our brokers and partners, supported our clients and their members at every step, and have ensured the health, safety and wellbeing of our people are protected at all times.

The pandemic has raised lots of questions about the world of work. How do you imagine the future of the workplace?

Prior to the COVID-19 outbreak, I would imagine that only a small portion of the population had experienced working from home. Some companies may have previously doubted the efficiency and productivity of working from home, preferring to keep their workforce in the office. Personally, I’ve been so impressed by the professionalism and productivity of my colleagues continuing to go above and beyond during this crisis, whilst working from home. Despite the upheaval of this year, we have remained collaborative across the organization, working with our colleagues around the globe.

It is likely that working from home will continue to be an ever-present feature of our working life for the foreseeable future. Homeworking is a new reality for all of us. This may be individual employee preference or simply continuing to ensure social/physical distancing. Whatever the reason, organisations will need to be able to foster a sense of community despite the increased physical distance between their staff. Leaders will need to trust their people and empower them to manage their working day in a way that suits them. This can be a difficult pivot to make as a leader, but I encourage any leader to make this transition sooner rather than later. It takes time to build new working patterns and nurture trust and self-management, but in my opinion, it is worth the investment.

What can organisations do to support employees working from home for long periods, and manage the eventual return to the office?

Boosting and maintaining morale will be critical for employee wellbeing during this extended period of working from home. Never has it been so important to have that virtual coffee with a colleague and to provide virtual events such as quizzes or team activities. In addition, employees should be encouraged to frame their day as if they were in the office and work within their agreed working hours. Although the traditional 9-5 ‘clock in clock out’ approach has been turned on its head, it’s key that employees maintain a balance and don’t fall into the trap of always being available. And yes, I need to take my own advice!

I encourage all employees to take frequent breaks for their physical and mental wellbeing. This is especially important as the days get shorter and its harder to get outside in the evening. Employees should also be encouraged to block an hour in their diary each day to ensure they are taking a lunch break, which will only serve to benefit their productivity for the remainder of the day. 

Depending on where you are in the world and how the pandemic changes, some companies have already started to head back to the office. Employers have a duty of care to make sure that workers feel safe. There are various ways to create a safe, clean, socially distanced environment, such as visible signs and instructions, one-way systems, and plenty of handwashing stations. Ensuring staff are aware of the measures in place to protect their wellbeing is a critical step in implementing social distancing and creating a safe working environment. Communication is key.

To help navigate our customers through these unfamiliar times, we’ve developed a new product, our ‘Return to Workplace Screening Tool.’ This is an online health screening service for clients to monitor the health and wellness of their global workforce. Using a simple online pre-deployment medical screening questionnaire, we can identify responses which may require further intervention and alert HR teams to decide whether further action is required. It has been designed to highlight COVID-19 exposure and any changes in their employees’ health and wellbeing that may have developed since last in their workplace.

We’re also pleased to offer an extension to our Global Medical Arrangement (GMA) service by now facilitating COVID-19 testing across our network of providers. All testing is conducted at vetted and approved facilities by certified and accredited healthcare professionals either through a nasal/throat swab or an antibody test. Our offering is unique in that it is managed in-house, creating a continuum of care for all our members.

Have you managed to keep building your business despite the challenges of COVID-19?

Despite the challenges we have faced from COVID-19, we’re still committed to growing our team. In April we added to our senior leadership team with the appointment of John Kaye as Market Development Director for the EMEA region. John’s hire further strengthens our commitment to this market, with his extensive experience in the international healthcare industry. We have also had new hires in sales support, policy enrolment and client management, all signs of an ever-growing business.

Looking ahead to 2021, we are very optimistic about UnitedHealthcare Global’s continued evolution across the European market. Despite the continued challenges from COVID-19, I feel positive about what lies ahead. We have exciting new plans lined up, including entering the Netherlands market, and I know that we have the people and resources to deal with whatever challenges COVID-19 has in store for us.

1 https://news.yale.edu/2020/05/27/seniors-covid-19-taking-ace-inhibitors-have-lower-hospitalization-risk

2 https://www.medrxiv.org/content/10.1101/2020.05.17.20104943v1

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Three-Quarters Of Expat Men Worried About Local Healthcare

In recognition of Men’s Health Week, new research reveals that the majority of men living abroad are concerned about their local healthcare facilities, with two-thirds prepared to return to their home country for treatment.

Four-in-five (84%) male expats have needed to access healthcare since moving abroad, according to new research by AXA – Global Healthcare. However, the research has also revealed that three-quarters (72%) have concerns about the healthcare in their new country, with two-thirds (65%) claiming that they would even travel back to their home country to receive medical treatment. This was in comparison with just 59% of women.

When asked what specifically concerned them about the local medical facilities, a quarter of male expats said that they were worried about the quality of medical care (26%) and cost of treatment (26%), while nearly a fifth were worried about the facilities (18%) and being away from their family while ill (15%).

Logistical concerns were an issue for many, with 15% worrying about having to pay up-front for treatment and 12% feeling concerned about arranging treatment in a foreign language.

Andy Edwards, Chief Customer Officer, AXA – Global Healthcare commented: “As exciting as it can be to start a new life abroad, getting ill in an unfamiliar environment can be daunting. Whether you’re concerned about the facilities or treatment options that are available in your new home, trying to navigate an unfamiliar healthcare system or simply being away from your family, it’s vital that anyone who is considering living abroad takes some time to research the local healthcare facilities and consider options like booking a health check before you relocate to highlight any potential issues to be aware of before you go.”

The research also found that male expats’ concern about the local healthcare facilities varied in different countries. A huge proportion (94%) of men in Hong Kong were worried about the local healthcare, compared with 84% in UAE, 76% in France, 65% in Canada and 64% in UK.

However, male expats in different countries had different approaches. Three-quarters (74%) of those in the UAE would return home for medical treatment, compared with 61% in France, 55% in the UK, 49% in Hong Kong and 42% in Canada.

Andy Edwards concluded: “It’s normal to feel nervous about seeking medical attention abroad, and in some cases, it may be necessary to travel elsewhere for certain treatments or to visit particular specialists. There are plenty of great sources of advice that can help to make your experience more manageable, though. Whether you’re turning to fellow expats or local friends for support, your local doctor or a virtual doctor service, your insurer or even a simple internet search, finding a source you trust is half the battle.”

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iPMI Magazine Provider Network Directory October 2018

Uniting #IPMI industry leaders under 1 roof the October edition of iPMI Magazine provider network directory delivers all the pertinent company intelligence your business needs to navigate the complex world of IPMIClassifications covered include IPMI, Assistance, Air Ambulance, Cost Containment And Claims Management, Funeral Directors, Ground Ambulance, Healthcare Insurance Management, Pharmacy Benefits Management.

The IPMI industry use the iPMI Magazine Provider Network Directory to source the best information and data on worldwide medical payors and providers. They may be searching for a new partner, looking for a contact number of a current provider, or researching the payor and provider market for future cross border network development.

    Enter full screen click the small rectangle above ↑

 

PAYORS AND PROVIDERS IN FOCUS:

IPMI

ASSISTANCE

AIR AMBULANCE

COST CONTAINMENT AND CLAIMS MANAGEMENT

FUNERAL DIRECTORS

GROUND AMBULANCE

HEALTHCARE INSURANCE MANAGEMENT

PHARMACY BENEFITS MANAGEMENT

About iPMI Magazine Provider Network Directory

Publication Frequency: Monthly.

Format: Digital, Online. Free to read, no registration required.

Pages: 80+ (currently).

Language: English.

Readership: 40,000 + unique readers PCM.

Classifications: IPMI, Assistance, Air Ambulance, Cost Containment And Claims Management, Funeral Directors, Ground Ambulance, Healthcare Insurance Management, Pharmacy Benefits Management.

 

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iPMI Magazine Provider Network Directory September 2018

Uniting #IPMI industry leaders under 1 roof the September edition of iPMI Magazine provider network directory delivers all the pertinent company intelligence your business needs to navigate the complex world of IPMIClassifications covered include IPMI, Assistance, Air Ambulance, Cost Containment And Claims Management, Funeral Directors, Ground Ambulance, Healthcare Insurance Management, Pharmacy Benefits Management.

The IPMI industry use the iPMI Magazine Provider Network Directory to source the best information and data on worldwide medical payors and providers. They may be searching for a new partner, looking for a contact number of a current provider, or researching the payor and provider market for future cross border network development.

    Enter full screen click the small rectangle above ↑

 

PAYORS AND PROVIDERS IN FOCUS:

IPMI

ASSISTANCE

AIR AMBULANCE

COST CONTAINMENT AND CLAIMS MANAGEMENT

FUNERAL DIRECTORS

GROUND AMBULANCE

HEALTHCARE INSURANCE MANAGEMENT

PHARMACY BENEFITS MANAGEMENT

LEARN MORE ABOUT THIS BRAND NEW PUBLICATION: Write to Christopher Knight, CEO, iPMI Magazine on ipmi[at}ipmimagazine.com

Publication Frequency: Monthly.

Format: Digital, Online. Free to read, no registration required.

Pages: 80+ (currently).

Language: English.

Readership: 40,000 + unique readers PCM.

Classifications: IPMI, Assistance, Air Ambulance, Cost Containment And Claims Management, Funeral Directors, Ground Ambulance, Healthcare Insurance Management, Pharmacy Benefits Management.

 

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iPMI Magazine Provider Network Directory August 2018

Uniting #IPMI industry leaders under 1 roof the August edition of iPMI Magazine provider network directory delivers all the pertinent company intelligence your business needs to navigate the complex world of IPMIClassifications covered include IPMI, Assistance, Air Ambulance, Cost Containment And Claims Management, Funeral Directors, Ground Ambulance, Healthcare Insurance Management, Pharmacy Benefits Management.

    Enter full screen click the small rectangle above ↑

The IPMI industry use the iPMI Magazine Provider Network Directory to source the best information and data on worldwide medical payors and providers. They may be searching for a new partner, looking for a contact number of a current provider, or researching the payor and provider market for future cross border network development.

PAYORS AND PROVIDERS IN FOCUS:

IPMI

ASSISTANCE

AIR AMBULANCE

COST CONTAINMENT AND CLAIMS MANAGEMENT

FUNERAL DIRECTORS

GROUND AMBULANCE

HEALTHCARE INSURANCE MANAGEMENT

PHARMACY BENEFITS MANAGEMENT

LEARN MORE ABOUT THIS BRAND NEW PUBLICATION: Write to Christopher Knight, CEO, iPMI Magazine on ipmi[at}ipmimagazine.com

Publication Frequency: Monthly.

Format: Digital, Online. Free to read, no registration required.

Pages: 80+ (currently).

Language: English.

Readership: 40,000 + unique readers PCM.

Classifications: IPMI, Assistance, Air Ambulance, Cost Containment And Claims Management, Funeral Directors, Ground Ambulance, Healthcare Insurance Management, Pharmacy Benefits Management.

 

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WellAway Limited Provides ACA Compliant Products With Optional Worldwide Coverage

As part of its ongoing commitment to make it easy for expats to stay healthy and safe, WellAway Limited (www.wellaway.com) now offers health insurance products that meet US healthcare regulations and offer worldwide coverage.

The Affordable Care Act (ACA) mandates that expats planning to spend more than 11 months in the US must be covered by an ACA compliant health insurance plan in order to avoid paying tax penalties. In response to newly implemented US regulations, WellAway® launched the New American plan to accommodate expats relocating to the United States of America.

“We saw a need for a product that would service our global citizens.” said Griselle Chernys, CEO for WellAway Limited. “While they may call the US home for an extended period of time, they do travel and need coverage elsewhere. Our goal was to make it easy with one plan.”

New American is an ACA compliant health insurance product that also offers worldwide coverage. Members receive comprehensive medical coverage including maternity benefits. All WellAway plans also include emergency evacuation and repatriation. Members can choose to expand their coverage beyond the US with ACA+ optional worldwide coverage and further enhance their policy with benefits that include: vision and dental, life and disability, kidnap and ransom, and terrorism.

WellAway® offers the most complete health coverage for expatriates worldwide paired with white-glove ConciergeCare service that delivers reliable member support and is available in more than 180 countries.

For more information, please contact WellAway Limited at This email address is being protected from spambots. You need JavaScript enabled to view it.

 

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Accessing Medical Care Abroad: More Expatriates Look Locally

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.”

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Expatriate Healthcare

Expatriate Healthcare

You may be a frequent flyer business traveler, student, leisure or medical health tourist considering the Expat Life. Perhaps you are already established as a Expat living far from home on distant shores. Where ever you are now, understanding Expatriate Healthcare requirements is vital to a safe, risk free Global Expatriate Life. Accidents do happen and when you least expect them. Insuring you have the right type of Expat Healthcare will mean, should anything untoward happen, you will not be faced with a large medical bill, or even worse, insufficient or no medical care.

Expats searching the internet to source, compare and select the best Expatriate Healthcare plans for Overseas Assignments, Travel Abroad and Student Travel Programs are now covered by International Private Medical Insurance Magazines Online Expatriate Healthcare Insurance company and plan guide. Get the lowdown on who's who and which Expatriate Healthcare Insurance companies you should trust with your life.

Since 2009 International Private Medical Insurance Magazine has been providing mission critical news and information about Expatriate Health Insurance to individual expatriates, expat groups, expatriate employers and Expat Health Insurance brokers and intermediaries.

It is important to fully understand Expatriate Health Insurance requirements before you travel and insure you select the right and most appropriate Expatriate Medical Health Travel Insurance plan and cover for leisure, business, educational or health travel purposes.

Expatriate Healthcare Insurance and Healthcare comes in all shapes and sizes so be sure to do a complete comparison of the Expat Health Insurance plan, costs and fine print. Make your Expatriate Health Insurance plan covers you for costs relating to repatriation, emergency evacuation, medical and non medical transport services by ground ambulance or air ambulance.

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International Medical Insurance For Schengen Visa

International Medical Insurance For Schengen Visa

You may be a business traveler, student studying abroad, an expatriate, leisure or medical health tourist searching to source, compare and select International Medical Insurance For Schengen Visa travel and countries. Since 2009 International Private Medical Insurance Magazine has been providing mission critical information about International Medical Insurance For Schengen Visa to individuals, groups, corporate clients, brokers and intermediaries. It is important to fully understand Schengen Visa International Medical Insurance requirements before you travel and insure you select the right and most appropriate health and medical insurance plan for travel to countries in the Schengen area.

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