Building Fair Global Benefits Programmes for Expatriates and Internationally Mobile Employees

Every year on World Humanitarian Day, we recognise the dedication and sacrifice of humanitarian workers and internationally mobile employees who deliver aid and services in some of the world’s most challenging environments. These professionals often work under difficult conditions, facing elevated physical, mental, and environmental risks. 

While their missions are essential, the support systems surrounding them must be equally strong. Ensuring fair and comprehensive employee benefits for expatriates and globally mobile staff is both an ethical imperative and a strategic necessity for forward-thinking organisations.

One of the most persistent challenges in global mobility programmes is benefits inequality. Expatriates working in less risky, urban locations often enjoy better life and disability insurance terms than those in high-risk or remote duty stations. This disparity arises from traditional insurance models that rate premiums based on local risk profiles. As a result, humanitarian workers on the front lines may face gaps in coverage or significantly reduced benefits simply because of where their mission takes them.

In addition to fairness, legal and regulatory inconsistencies across regions can further complicate benefits planning. Organisations are often forced to create patchwork solutions that lack consistency and leave room for risk exposure.

Equity for expatriates is about more than just fairness: it's about talent attraction, retention, and duty of care. Humanitarian and international workers are increasingly evaluating their employers not only on salary, but also on support and protections provided. Offering fair, location-agnostic benefits helps organisations:

• Demonstrate commitment to employee well-being
• Mitigate reputational risk from perceived neglect
• Retain top-tier talent willing to take on global roles
• Meet duty-of-care obligations in line with best practice and legal frameworks

A truly fair global insurance programme must be comprehensive, portable, and resilient to geographic variation. Key components include:

• Life Insurance: Equal access regardless of location, with support for dependents
• Disability Insurance: Policies that do not penalise employees for working in high-risk zones
• International Health Insurance: Covering both preventive and emergency care across borders
• Mental Health Support: Access to counselling, trauma support, and resilience training
• Emergency Medical Evacuation: Rapid-response services for employees in crisis zones
• Portable Coverage: Ensuring continuity of care when employees transition between assignments

Organisations like MSF have addressed the challenge by working with specialist insurers to establish benefits that reflect role-based rather than location-based risk. Their global policy provides consistent disability and life cover for staff, regardless of deployment site. This approach not only protects employees but also sends a powerful message of organisational integrity.

Insurance partners play a pivotal role in bridging the gap between global workforce needs and feasible policy models. Allianz, for instance, works with IGOs and NGOs to design tailored insurance solutions that accommodate:

• Diverse risk profiles based on function, not just geography
• Remote and high-risk environment support
• Global compliance requirements
• Multilingual and 24/7 access to support services

Through bespoke underwriting and deep global experience, insurers like Allianz Partners enable organisations to deliver benefits that are both fair and financially sustainable.

To ensure benefits equity across international teams, HR and global mobility leaders should:

1. Conduct a global benefits audit: Identify disparities in current policies
2. Engage specialist providers: Work with insurers who understand mobile and high-risk employee needs
3. Create a unified global framework: Standardise minimum benefit levels regardless of location
4. Build flexible packages: Tailor benefits to job function, with optional add-ons for dependents or high-risk assignments
5. Communicate clearly: Ensure staff understand their entitlements, access methods, and whom to contact in emergencies
6. Support mental well-being: Implement proactive and reactive mental health programmes for global teams

On World Humanitarian Day, we celebrate the courage and compassion of internationally mobile workers. Their safety and security should not be contingent on where they are deployed. Building fair global benefits programmes is a foundational step towards a more responsible, resilient global workforce. Find more helpful related articles in our Business Hub.

With partners like Allianz, organisations can meet the challenge of equitable coverage head-on offering comprehensive, consistent, and compassionate care for their employees worldwide. Explore our Corporate Solutions or contact our global mobility team to tailor a solution that fits your workforce.