International Group Insurance Products with Full Description:

Who helps you today to navigate international risk management and global benefits for expatriates, TCNs, foreign nationals and global travelers?

The 3 most important reasons to team with us for international group insurance needs are outlined below:

There is no cost to have McKinley International on "retainer" and we share advice with clients every day with no consulting fees.

If you employ expatriates and other international assignees, you never know what may cross your desk and you need a partner that can navigate ANY issue that may come your way.

Your current broker or consultant may lack international experience (99% do), and there is no conflict because we do NO U.S. domestic benefits.

For an in depth review of these international group insurance topics, please review each of the 4 white papers below:



Every expatriate, before the international assignment, should be made to review a comprehensive assignment policy, and to sign off that they have read and understand it.


Most global employers can get away with one international assignment policy and expat communication but for those that have 50 or more in various countries, country specific policy may need to be created. Over-detailing in this important area is impossible.

As more employees work abroad, employers need to understand expatriate best practices and compare them to current expatriate written communication and policy.

It's a classic mistake. "We just have two expatriates abroad so we don't need to do anything right now. We don't need formal policy for expatriates yet." Nothing is done, then the group grows to 5 then 12, and still nothing has been done. Many organizations awake to a real mess on their hands because very little is documented in expatriate communication. Many have no formal way to communicate with the expatriate population such as an internet or intranet site.

International Best Practices for Expatriates

Before we share the list of essential items even a company with three expatriates should not neglect, we would like to mention one thing. Expatriate policy is not what it was just 10 years ago. For the most part, there is an established right way and wrong way for doing most things. Starting from scratch setting policy and procedure that is built from the ground up specifically for your situation is a waste of good money (only the consultants in the $700 suits will be pleased at your organization taking this strategy).

10 Commandments of Expatriate Best Practices Ranked in Order of Importance.

10. U.S. expatriates should not be left under the U.S. life and LTD insurance program
9. All expatriates should be offered a voluntary suite of products for needs the employer is not paying for such as personal property, personal liability, vacant home, extra life ins.
8. All U.S. programs extended to expatriates should be reviewed to discover their exact international limitations.
7. Foreign nationals working in the U.S. should not be put in the U.S. medical plan until they have been in the U.S. at least 1 year.
6. Organizations with over 10 TCNs as part of their expatriate group should being a "carved out" and separate TCN benefits program separate from what is offered to U.S. expatriates.
5. Global employers should pay for global liability up to $500,000 for all expatriates. The costs vs. risk is almost a ridiculous comparison. The cost is about .50 (cents) a day per expatriate and is 1/10th of 1 percent of what employers spend on expats in other areas yet the employer risks being attached and named in a local lawsuit because expatriates are not carrying personal liability on themselves.
4. International HR and Benefits need to review their kidnap and ransom insurance program to find out who is covered, where, and the exact limitations. "We have a kidnap policy attached to another insurance program somewhere" is not good enough.
3. Every international traveler and expatriate needs to be made aware of a comprehensive international security plan with instructions on what to do in the event of all threats.
2. U.S. expatriates need to be offered a medical plan that is considered a HIPAA plan.
1. Global employers should have a comprehensive expatriate employee handbook that outlines each and every aspect of the assignment, including what the employer is NOT providing, not just what the employer is providing.