Insurance for Remote Workers: What Employers Should Consider About International Health Benefits

Remote working is reshaping global workforce mobility. Learn what employers should consider when designing international health benefits for employees living and working abroad.

For many employers, globally mobile employees are no longer limited to traditional expatriate assignments. They may include remote workers spending extended periods abroad, employees relocating temporarily, or employees moving between countries while continuing to work.

For organisations, there may be benefits to flexible assignments. According to Mercer, more than 60% of companies cite expanding the talent pool as expected advantages of virtual assignments or international working[1].

This flexibility can help organisations access specialist skills, improve employee engagement, and support retention. But it also creates new challenges for HR leaders and managers. When employees live or work outside their home country, domestic health benefits may not provide the right level of protection. Employers will need to consider coverage that satisfies host country regulations, and what continuity of care means for these employees.

International health insurance can help employers address these challenges. It is long-term medical coverage designed for people living or working outside their home country, typically supporting access to routine care, hospital treatment, prescriptions, and emergency care across multiple jurisdictions. Medical repatriation, or support returning someone to another region for appropriate care, may also be required in some circumstances, which international health insurance may cover depending on the employer plan.

For global employers, the question is whether the organisation has a benefits strategy that supports employee well-being, reduces avoidable disruption, and helps internationally mobile teams stay healthy, resilient, and productive.

Understanding remote workers and digital nomads

Remote workers may be employees who are based outside a central office, whether in their home country or temporarily abroad, often supported by work-from-home arrangements.

Digital nomads are a distinct group. They typically choose to work while travelling between countries and may not be covered under employer-sponsored international benefits programmes. Depending on the arrangement, they may be responsible for securing their own health coverage, although some employers may offer reimbursement or other forms of support. For this group, individual international health insurance may help provide coverage that remains valid as they move between countries.

Regardless of how coverage is arranged, access to continuous healthcare remains important for individuals living and working internationally.

Why remote workers may need different health benefits

Remote employees working abroad often face very different healthcare realities from office-based employees in their home country. They may need to navigate unfamiliar healthcare systems, language barriers, different prescription rules, and varying standards of access to care. Some markets may require proof of private medical or travel medical insurance as part of visa or entry requirements, and these rules can vary significantly by jurisdiction[2].

For employers, these issues can quickly become business-related. A worker who cannot access a prescription refill, specialist appointment, or urgent treatment may experience stress, delayed recovery, reduced focus, or prolonged absence. According to our Cigna Healthcare International Health 2026 Globally Mobile Study, 73% of survey respondents wished for more pre-move support, and this includes clear healthcare navigation. Remote workers can sometimes feel as though they are left to sort complex details themselves, which can affect their assignment experience. 

This is why global health insurance for remote workers is increasingly becoming part of workforce well-being strategies[3]. It can help employers meet their duty of care while supporting continuity of care for employees who move between countries.

Designing a global benefits package that includes remote workers

A strong global benefits package should balance compliance, cost, flexibility, and employee experience. Employers can start with five core design principles.

1. Define eligibility clearly
   Clarify which groups are eligible for international health benefits, including employees, dependants, short-term assignees, long-term expatriates, and remote workers. Clearly communicate benefits to these groups so they are aware of how to access and where to find them.
2. Map workforce locations
   Understand where employees are currently based, where they are likely to work from, and how long they expect to remain abroad. Workforce location mapping can help identify coverage gaps, local insurance requirements, and potential immigration triggers.
3. Assess plan architecture
   Employers may need a mix of solutions, including international group plans, individual plans, stipends, or local partner arrangements. The right model depends on workforce size, mobility patterns, budget, and risk exposure.
4. Prioritise continuity of care
   Remote workers may need uninterrupted access to prescriptions, specialists, and treatment plans. Employers should assess whether coverage supports portability across borders, digital health records, and referral coordination if employees change location.
5. Build telehealth into plans
   Telemedicine for remote workers abroad can play an important role in improving access to care. Virtual consultations, digital claims tools, multilingual support, and mental health services can help employees get help sooner and reduce avoidable disruption.

What employers and brokers can do

1. Map where employees are working now and where they may work next
   Create a location register that captures country of residence, expected destinations, duration abroad, visa status, and existing health coverage.
2. Review current health plan limitations
   Confirm whether domestic group plans cover employees abroad, for how long, and under what circumstances. Pay close attention to residency limits, excluded countries, emergency-only clauses, and prescription access.
3. Align benefits with worker classification
   Create separate approaches for employees and digital nomads to reduce compliance and misclassification risks.
4. Prioritise well-being, not just emergency care
   Ensure international benefits support routine care, mental health, preventive services, and chronic condition management. These services can help employees stay healthier, more focused, and more productive.
5. Pilot benefits before scaling globally
   Test proposed benefits with a representative group of mobile employees across different countries. Collect feedback on enrolment, provider access, telehealth, claims, and perceived gaps.
6. Review policies regularly
   International remote work is evolving quickly. Employers should review benefits policies, workforce locations, and compliance requirements annually, and whenever employees move into new jurisdictions.

Read our guide to international health insurance for working abroad.

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Bronnen

1. Mercer (2025). International Remote Working and Virtual Assignments Survey
    https://mobilityexchange.mercer.com/solutions/data-solutions/policies-and-practices-surveys/international-remote-working-and-virtual-assignments-survey
2. IMG (2025). Countries that Require Travel Medical Insurance for Entry
    https://www.imglobal.com/case-studies/countries-that-require-travel-medical-insurance
3. ADP (2022). Health benefits for remote workers
    https://rethinkq.adp.com/health-benefits-remote-workers/