International cover is typically needed when employees live, work or travel outside their home country. Domestic policies often limit cover to a single country or jurisdiction, so an international policy helps protect your people wherever business takes them and can support compliance with local requirements overseas.

Not usually. A well-designed international plan can provide cover across multiple countries and be set up to reflect local healthcare regulations. This can simplify administration and reduce the need for duplicate arrangements.

Insurers will typically ask for an employee census (headcount, ages and countries of residence), details of any existing cover, and any specific requirements such as maternity benefits or cover for higher-risk locations. This helps them price the policy and shape the benefits to suit your workforce.

Premiums are generally based on factors such as employees’ ages and locations, the level of cover selected, and claims experience (where applicable). Costs can be managed through the plan design—for example, by setting suitable deductibles/excesses, co-payments and benefit limits. A broker can help you balance affordability with a benefits package that works for employees.

Yes. International group plans are often flexible. You can provide the same benefits to everyone, or set up tiered benefit levels based on location, role or seniority—helping you meet different needs while keeping to budget.

A comprehensive plan will usually include cover for outpatient and inpatient treatment, mental health support, maternity, and—where required—dental and optical options. Many policies also include emergency medical evacuation and repatriation.

Insurers typically offer access to networks of hospitals and clinics worldwide. With direct billing (sometimes called “cashless” treatment), the provider bills the insurer directly, which reduces the upfront cost and administration for employees. A broker can help identify insurers with strong networks in your key locations.

Many insurers include telemedicine, mobile apps and 24/7 support as standard (or as an optional add-on). These services can improve access to care and make it easier for employees to use their cover wherever they are.

Emergency medical evacuation and repatriation can be particularly important in remote locations, or where suitable local treatment is not available. Check the policy wording carefully to confirm what is covered, any limits, and how authorisation works, so employees can access support quickly if needed.

International plans are often designed to accommodate employee relocations. If someone moves country, cover can usually continue, subject to the policy terms, territorial limits and any local restrictions. A broker can help manage the change to maintain continuity of cover.

Compliance matters. A broker can help you consider local requirements in each country and support appropriate handling of personal data. Data protection obligations may include the UK GDPR, the EU GDPR and relevant local legislation (for example, Spain’s LOPDGDD), depending on where your organisation operates and where data is processed.

A broker can act as your adviser and point of contact—reviewing the market, comparing insurers, negotiating terms and supporting onboarding and claims. This can save your HR team time and help you select cover that fits your needs.

Often, yes. Many insurers provide claims reporting (subject to data protection and minimum group sizes). A broker can help interpret the results, identify trends and support changes to benefits design or wellbeing initiatives to help manage costs.

An annual review is sensible, and you may want to review sooner if your organisation changes materially—for example through growth, relocation, or shifts in your workforce profile. Your broker can approach the market at renewal to help ensure the plan remains suitable and competitively priced.

Minimum group sizes vary by insurer. Some will offer a group plan from as few as two or three employees, while others have higher thresholds. There are also options for smaller teams, and we can advise on the most appropriate approach.

We take data security seriously. Personal data is stored securely and shared only where necessary—for example with insurers and service providers involved in arranging and administering the cover. Our processes are designed to meet applicable data protection requirements, and we apply appropriate technical and organisational measures to protect personal data.