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Why international private medical insurance gaps can expose your mobile workforce to healthcare and financial risks

International private medical insurance (IPMI) is vital to attract and retain top mobile and expat talent. Based on Marsh data, medical cover ranks third in global assignee benefits packages after salary and housing, with employees prioritizing the health of themselves and their dependents.1
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3 challenges in scaling international healthcare benefits reliably and affordably

Business critical global assignments are increasing, with 47% of organizations looking to grow assignee numbers in the next 12 months to support overseas expansion and bolster local talent in key regions.2

However, amid geopolitical conflicts, infectious diseases, pandemics, and soaring medical costs, providing healthcare benefits for internationally mobile employees and expats is becoming more complex.

  • 75% of organizations cite the cost of medical arrangements as their biggest challenge, with many facing double-digit premium increases across markets.3
  • Employee expectations continue to evolve. Access to reliable healthcare — regardless of location — remains a key concern, particularly where medical infrastructure varies widely. 
  • 61% of employers identify claims reimbursement as the biggest challenge in using international medical insurance.4

How can you make IPMI the reason your top talent says yes to cross border assignments? 

We work with you to tailor a plan for your people to deliver worldwide health insurance coverage to support mobile talent, strengthen duty of care, and maintain control over costs and claims.

Marsh supports this approach by combining global insurer relationships, local market insight, benchmarking, actuarial expertise, and claims support to help employers — from two employees — make more informed decisions at insurance placement, claims review, and renewal.

  • Design the right insurance program

    We assess workforce needs, locations, budget, and risk priorities to structure relevant programs. Our IPMI benchmarking supports plan comparison and cost-conscious decision-making.

    Why does this matter?

    In the war for top talent, being familiar with the offerings and strategy of your competitors is essential for wise decision-making. 

  • Select the right insurers

    We use market knowledge, insurer relationships, placement scale, and our proprietary Insurer Index to compare IPMI insurers and support insurer selection.

    Why does this matter?

    This ensures that only reputable insurers with the right coverage and trusted global network of care are selected to provide quality program your employees deserve. 

  • Manage renewals and claims

    We support renewals, claims reviews, cost-driver analysis, and employee experience improvements so your program remains fit for purpose.

    Why does this matter?

    This enables employers to tailor an optimal IPMI plan that covers the needs of top talent while managing rising costs. Plus, we take the stress out of your employees’ hands during claims reimbursement. 

  • Support strategy, pay, and relocation

    Beyond IPMI, we support employee mobility needs including strategy, compensation and relocation data, outsourcing, technology, and global mobility consulting.

    Why does this matter?

    Relocation is a huge decision for your employees and their dependents, involving considerations beyond medical coverage. Global mobility consulting prepares your top talent by looking at mobility needs holistically. 

Case study: How Marsh helped a financial services firm reduce IPMI renewal costs by up to 20% while retaining high-end medical coverage

 

A multinational financial services firm in Hong Kong faced rising premiums and unsustainable pricing within its International Private Medical Insurance (IPMI) program. The organization was considering moving from IPMI to a domestic medical plan, risking reduced benefits competitiveness and employee satisfaction. Marsh’s dedicated IPMI team conducted a comprehensive review of the firm’s benefits program and identified targeted plan design enhancements to improve cost sustainability while maintaining coverage quality. As a result, Marsh helped reduce renewal costs by 15%–20%, enabling the client to retain its high-end IPMI coverage and avoid downgrading employee medical benefits.

Why Marsh

  • Marsh supports more than 1,000 clients globally with international benefits strategy and programs. This experience allows us to tailor IPMI solutions for employers across a range of mobility needs from large assignee populations to smaller international teams requiring more targeted IPMI solutions.
  • Our scale strengthens our position in the market. With more than $500 million in premiums placed globally, we bring deep market insight and strong insurer relationships to every insurance placement discussion.
  • Through our network across more than 140 countries, you can gain access to local market insight, regulatory expertise, and on-the-ground benefits knowledge wherever your employees are based.
  • Dedicated claims teams in Hong Kong and Singapore to support your employees directly, helping you understand entitlements, navigate claims, and resolve issues quickly.

FAQs

IPMI is a health cover designed for mobile employees, expatriates, and their dependents who live, work, or travel across multiple countries. It provides care across borders and supports a wide range of healthcare needs including but not limited to:

  • Outpatient care 
  • Dental care 
  • Maternity 
  • Wellness services 
  • Medical evacuation and repatriation 

IPMI can be used for local employees too as high-end medical coverage. An increasing number of organizations are adopting IPMI to provide employees with access to premium medical care without the financial burden. This delivers reassurance during health crises while protecting personal finances.

Local health insurance usually supports one domestic healthcare system. IPMI is designed to provide medical coverage and access to high-quality healthcare across multiple markets, ensuring that employees receive care not only in Hong Kong, but also when travelling or relocating.

IPMI, international health insurance, and expat health insurance are often used interchangeably. The right term depends on the plan structure, employee population, and whether the cover is designed for individuals or corporate mobility programs.

Portable insurance coverage with no underwriting is only applicable to conversion of a corporate medical plan to an individual plan with the same insurer when the employee leaves the organization. 

Employers can manage IPMI costs by working with a trusted broker to review plan design, benchmark benefits, analyze claims trends, forecast premium changes, and select suitable insurer partners.

Employers should consider cover scope, network access, claims experience, service quality, insurer stability, cost, reporting, and support in the countries where employees live or work. Where relevant, they should also review whether the insurer provides access to a worldwide hospital network or other international medical network arrangements.

Build healthcare benefits that support your mobile workforce

Speak with a specialist to review your international medical benefits strategy and explore IPMI options that support cost control, claims experience, and employee care.

Speak to an IPMI expert about supporting your mobile workforce

1,2,3,4 Marsh. Insured Benefits for Internationally Mobile Employees report, 2026