Search the site
Are you looking for something specific ?
We support HR and Risk managers of multinational companies to build a tailored solution for their expatriates and mobile employees’ needs. GEB International Mobility division is a team dedicated to international mobile employee benefits, specialised in providing to multinational companies tailored benefit plans to meet their needs and circumstances.
GEB International Mobility division is a team dedicated to international mobile employee benefits, specialised in providing to multinational companies tailored benefit plans to meet their needs and circumstances.
Protecting employees and their families against major life risks is of particular value to mobile employees, whose family members are already exposed to the pressure of an unfamiliar environment.
Group Life insurance is one of the most essential protections, as it forms the cornerstone of a valuable employee benefits package, by providing staff with greater security and, therefore, loyalty to your company.
Generali Employee Benefits Network offers a wide range of customised life and dependent solutions, with dedicated assistance to help employers assess their needs, select solutions, and devise a plan that best matches their objectives and budgets.
Life insurance provides a monetary lump sum benefit to surviving family/beneficiaries in the unfortunate event of death. This lump sum benefit may be enough to secure the financial future of the surviving family by paying off the mortgage on the family home, securing school fees for the children, and maintaining the current standard of living.
Dependants Pension (Spouse’s* Pension / Children’s** Pension / Orphans*** Pension) provide a lifelong payment in monthly distributions to the Spouse* – and/or to any Children** until they reach the age of 18 (or 25 if in full-time education).
*Spouse = Married to the employee, the legally recognised cohabitant of the employee, irrespective of the person’s gender.
**Children = Any biological or legally adopted child of the employee or, subject to agreement between us, any child who was, in our opinion, financially dependent on the employee at the time of death.
***Orphans = A child who is left orphaned on the death of the member. Orphaned means that both the employee and the spouse are deceased.
In case of disability caused by illness or injury, Income Protection is designed to replace income if a person is unable to work for a long period of time.
The benefit starts after a deferred period, which can be coordinated with the company’s existing sick-pay arrangement. Income Protection is perhaps the most important insurance an employer can buy, especially for mobile workers with many years left until retirement.
Income Protection provides a steady monthly income, securing the continuance of standard of living such as paying the mortgage, medical bills, and children’s school fees. It is also possible to include an annual adjustment of benefits’ payment to cover increased cost of living. The benefit may be payable up to retirement, or for a limited time of between one and five years. In some cases, the accompanying spouse* may be included in this coverage.
Total and Permanent Disability cover provides a monetary lump sum benefit in case an employee becomes totally disabled. The lump-sum settlement may be used to secure future standard of living, and/or reconstruction work at home to accommodate wheelchair access, stairlifts, etc. In some cases, the accompanying spouse* may be included in this coverage. Cover may be purchased for natural causes or accidental causes only – or a combination of both.
This cover can relieve the employer’s financial liability to pay for the group life cover, pension contribution, and also social security contribution for an employee who is unable to work due to disability.
In addition to life insurance, Critical Illness is very important as it provides a monetary lump sum benefit in case of serious illness. This “extra” amount of money provides financial freedom to clear debt, cover loss in income, support reduced working hours, or pay for additional care and treatment.
A monetary lump sum benefit is provided to the employee if they suffer from (and survive the first 14 days) one of the following conditions: Alzheimer’s, Aorta Graft Surgery, Benign Brain Tumour, Blindness, Cancer, Coma, Coronary Artery Bypass Surgery, Creutzfeldt-Jacob Disease, Deafness, Heart Attack, Kidney Failure, Heart Valve Replacement or Repair, Loss of Independent Existence, Loss of Limbs, Loss of Speech, Major Organ Transplant, Motor Neurone Disease, Multiple Sclerosis, Paralysis/Paraplegia, Parkinson’s Disease (before age 65), Stroke, Terminal Illness, Third Degree Burns.
In some cases, the accompanying spouse* may be included in this coverage. Employees may be covered up to the age of 65 if the employee is in a full-time occupation. A limited cover for children** up to the age of 18 is automatically included. This cover may either take the form of a multiple of salary or a fixed amount.
*Spouse = Married to the employee, the legally recognised cohabitant of the employee, irrespective of the person’s gender.
**Children = Any biological or legally adopted child of the employee or, subject to agreement between us, any child who was, in our opinion, financially dependent on the employee at the time of disability or critical illness.
Disability products and support services from GEB’s Network Partners.
Explore
We offer alternative solutions for accident insurances, with dedicated assistance to help employers assess their needs, select solutions, and devise a plan that best matches their objectives and budgets.
This benefit is payable in the event of death as a result of an accident. If Group Life benefit is also chosen, there will be a double payment in case of an accident. Coverage may be purchased separately for accidental dismemberment.
We provide a monetary lump-sum benefit in case of accidental dismemberment. Products include either a 50% or 100% benefit, or a ‘continental scale’ which provides a percentage of the full sum insured depending on severity (e.g. 3% for loss of a finger and up to 100% for the loss of a limb). Coverage may be purchased separately for accidental dismemberment. In some cases, the spouse* and children** may also be included in this coverage.
*Spouse = Married to the employee, the legally recognised cohabitant of the employee, irrespective of the person’s gender.
**Children = Any biological or legally adopted child of the employee or, subject to agreement between us, any child who was financially dependent on the employee at the time of dismemberment.
We provide medical protection for expat and mobile employees in partnership with Bupa Global, ICICI Lombard and Foyer Global Health internationally renowned providers of medical expertise and dedication to health.
Flexible products, simple and transparent pricing, exceptional customer service and consistent quality, along with seamless onboarding for new business: GEB Healthcare specialists can offer International Private Medical Insurance (IPMI) for groups of any size (above 3 employees) and globally mobile employees.
Multilingual case management and assistance, with nurses and medical doctors always on-hand to offer emergency support, including air ambulance coordination and help with evacuation and repatriation. Help to access high-quality routine and specialist care, in addition, to support with pre-authorisations and pre-certifications for medical care.
Direct claim settlements via a fast and simple claim process online. Access to negotiated discounts of 15-56% globally, proactive approach to managing medical inflation and cost escalation to ensure cost containment, all combined with flexible and multi-currency claims processing .
Member Portal, accessible via app for claims submission, pre-authorisation, view and manage policy information
Provider Search Engine, to localise and choose the closest clinics
City and Country health guides and fact sheets
Health & Wellbeing online and mobile services via Second Medical Opinion, Wellbeing app, Global Virtual Care app, Maternity app, remote (video/call) medical appointments, access to doctors’ notes, Selfcare tools and content, referrals, prescriptions (subject to local regulations)
Global Employee Assistance Programme (EAP)
Pre-Assignment Support Programme, ahead of an assignment and whilst the expat is on assignment: healthcare guidance, lifestyle suggestions, local health system information, precautionary measures
Exclusive administration access so clients can manage, add or cancel members, update member details, order cards, view account summary, confirm payments, and change group details.
Access to a network of over 1.5 million medical providers around the world, where employees can choose from top doctors and hospitals globally:
By choosing appropriate saving and retirement solutions, employers gain a competitive edge in attracting and retaining international talent. The key advantage is to consolidate plans at a global level, ensure consistency and effectiveness, and guarantee portability across countries.
Our dedicated expatriate solutions are supported by the world’s largest employee benefits network. We provide both off-the-shelf and products tailored to your specific requirements, including the secure management of employee benefits in multiple jurisdictions.
Working in partnership with employers, we establish a market-leading tailored solution that meets the evolving needs of their businesses and employees. The International Retirement & Savings Plan offered by our network partner is built to suit your needs and population, based on the portable principle, centralised in one provider, and supported by a Multi-layer Online Service Centre and 30+ years of experience to support your team.
We work together with our clients to design plans according to each company’s specific needs, including sub-plans available for separate locations, subsidiaries or populations, single or multi-payroll options, and flexibility to evolve over time as needs change.
We make sure we adopt rules to suit your population:
Choice on eligibility
Vesting options
Contribution type and level choice
Optional In-service partial withdrawals
Leaver options
We offer 30+ years of experience, passion and knowledge in supporting multinational companies and:
Dedicated Account Executive
Multi-layer Online Service Centre
Branded documentation & engagement
In addition to the International Retirement & Savings Plan, you can select the Investment Options solution which suits a diverse workforce that will have different risk appetites and objectives. We provide adaptive possibilities to different levels of investment expertise and length of investment horizons.
Clients can rely on Asset Allocation Models that rebalance on investor birthday, three global risk solutions, combined with a cautious, balanced and dynamic strategy.
Option to choose Fund according to what the employee wants to achieve (Inflation Target +1%, +3%, +4% or Multi-Asset allocation) or focused Fund range with a choice between Guaranteed Return Fund, Equity/Bond Funds and Alternative/Thematic Funds.
As companies have become increasingly global in today’s economy, a multinational workforce is a critical and competitive asset. Nevertheless, expatriate employees often represent a larger challenge for employers than locally hired staff because of the many aspects Human Resources managers must consider when recruiting them.
Mobile employees are skilled professionals who work outside their home country, often accompanied by their families. These talented professionals have a common need for global coverage and benefits that are often unavailable through their home or host country plans.
Providing adequate benefits for mobile employees can be difficult, particularly as it is such a crucial component in retaining valuable staff and expertise.
From an employer’s perspective, mobile employees are classified based on their similar needs in terms of both benefit levels and geographical scope. A global international plan allows similar cross-border benefit design, equality of treatment, centralised administration, and financial synergies.