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:



Unfortunately for Third Country Nationals, not every country publishes a nice international employee handbook that makes relocating to the company easier than it is for most international assignees.

Many companies are in need of Third Country National insurance because currently, they have their third country national medical insurance as part of the medical insurance program for U.S. expatriates. When a TCN medical insurance group reaches 10 or more Third Country Nationals, the TCN group should be isolated and given their own plan to save on premium.

This section discusses Third Country National Insurance, TCN policy, and best practices for non-U.S. expatriates.

If you have any questions about third country national insurance please contact us using the contact form.

You Need Third Country National Insurance for Expatriates that are not from the home office country (and other non-U.S. expatriate insurance needs)

Up until this point, the propensity has been to lump third country national insurance in with U.S. expatriate group insurance needs. This is an acceptable practice in many instances but is not good business in certain situations and not best practices. We discuss this below.

If you employ 20 U.S. expatriates and 10 Chinese expatriates working outside of China, do you think they have the same needs and insurance requirements? Of course not.

Best practices for third country national insurance means if you have more than 10 TCNs, they should have their own insurance programs separate from the U.S. expatriates for reasons discussed below:

The most important reason to separate U.S. expatriates from TCNs had to do with the medical insurance plan.

U.S. expats need access to medical care in the U.S. where the cost of healthcare is the highest in the world. Dependents may reside in the U.S. Plans should be HIPAA and ERISA plans. TCNs need none of these items which drive up cost!

Third Country National Best Practices List:

  1. Implement a stand alone TCN medical insurance plan if you have 5 or more TCNs and you plan to grow this group over time. TCNs don't need expensive U.S. care they need home and host country care at a 40% discount.
  2. If you give TCNs and their families access to expensive U.S. care in the event of a critical illness, it may be hard to take this away from them later when your group has grown and you are overpaying.
  3. Include TCNs with U.S. expatriates in the international group life insurance program and the international group ltd program.
  4. International medical plans should have no U.S. dollar denominated deductible, which we still see all the time amazingly. It's very hard for a TCN in Indonesia to fulfill at $200 annual USD deductible while expatriates in Germany are doing it with one family checkup..

Protecting the international workers compensation insurance needs of third country nationals:

Under workers compensation law in many U.S. States, U.S. citizens can be covered under the U.S. workers compensation insurance plan while they are working abroad on expatriate assignment. However, we always recommend an international workers compensation insurance policy for anyone working outside of their home country.

This example involves third country national employees in the following situation:

1. The company employed 16 third country national employees in addition to 110 u.s. expatriates and 800 local nationals. 2. All expatriate employees including the third country national group was insured under a U.S. based international medical program. 3. The expatriate group medical insurance program was non-occupational and did not cover foreign workers compensation exposures. 4. The U.S. citizens were covered under the U.S. workers comp program but unknowingly, the third country national employees were not.

What were the assumptions that everyone had been making concerning the way international assignees were affected by international workers compensation strategy? A holistic approach to international risk management had not been followed. 1. It was assumed that the expatriate group medical plan was 24 hour in nature, and covered both work and non-work related claims. 2. The existing U.S. workers compensation insurance program was never questioned to see if non-U.S. citizens could be part of the eligible class. They were not.