general rule is to retain the expatriate employee on
home country employee benefit plans. This approach (a)
supports the home country employment relationship, (b)
recognizes that the home country is where most benefit
eligible events will take place (e. g. retirement) and
(c) provides continuity of benefits for the employee.
home country medical and dental plans are difficult
to use in foreign locations since they often will pay
only on a reimbursement basis. The expatriate employee
has out of pocket cost which may be substantial, and
enrollment in host country medical plans is often very
ineffective, since (a) they assume basic coverage by
National Insurance Plans, for which the expatriate is
not eligible, (b) they may provide a level of medical
benefit significantly different from the accustomed
level, and/or (c) again, they are single country defined
and may not provide direct payment of major medical
expenses incurred in returns to the home country.
that reason, it is usually advised to enroll expatriates
and their dependents in an expatriate health plan which
generally will provide direct hospital and doctor payment,
security alerts and guidance, as well as medical evacuation,
on-line physician referral, and similar services.