Health Insurance Lessons from the KPMG Global Mobility Survey 2024: Time for a Re-think?
KPMG’s Global Mobility Benchmarking Survey 2024 offers a detailed look at how leading employers are adapting their global mobility programs. While it covers a range of issues – from policy types to compliance – the survey also surfaces some compelling insights into how international companies are structuring benefits for their globally mobile workforce.
At One World Cover, we work directly with employers of expats across Asia and beyond. The findings in the KPMG report echo what we’re hearing on the ground – and more importantly, they show that now is the time for companies to re-think how they deliver and communicate international health insurance.
Mobility is Fragmented – So Are Benefits
The survey found that:
- 63% of respondents now offer more than one mobility policy type
- 40% expect their mobility population (not just limited to expats) to grow in the next five years
This complexity extends to benefits. With assignees, local-plus staff, international hires, and remote workers in the mix, it’s increasingly difficult to apply a one-size-fits-all approach to health insurance.
Our take: A growing and diversified expat population means global employers need health insurance plans that are flexible, scalable, and segmented by employee type – not just location. It’s not just about providing cover – it’s about ensuring the right level of coverage for the right people, delivered efficiently.
READ MORE >> Not All Expats Are the Same: Why “Mobility Population” Segmentation Matters for International Health Insurance
Employee Experience Is Now Front and Centre
KPMG reports that:
“Employee experience is the top driver for policy redesign”
This marks a shift. Cost management was previously king. But now, companies realize that poor benefits communication, confusing plan design, or lack of access to care can undermine the entire mobility strategy.
Our take: Your benefits package is only as good as your employees’ ability to understand and use it. That’s why One World Cover developed our HR Toolkit – with staff-facing resources, onboarding templates, and local access guides – to reduce confusion and improve uptake. In a tight talent market, experience is everything.
Data-Driven Decision Making Is Lacking
While 90% of companies cite the importance of data, only 23% have advanced analytics in place
Our take: When it comes to health insurance, too many employers are flying blind. We help our clients turn raw claims data into actionable insights – whether that’s spotting misuse of high-cost providers, benchmarking mental health utilization, or identifying where direct billing can ease the burden on HR. More data doesn’t mean more reports. It means better questions and faster decisions.
Communication and Access Are the Weak Links
Despite rising awareness of the importance of employee wellbeing, the report found:
- 40% of employers say they struggle to communicate benefits effectively
- Access to services is often patchy or underutilized due to lack of guidance
Our take: Benefits don’t matter if staff don’t know how to access them. Global HR teams are busy, and generic PDFs from the insurer just don’t cut it anymore. That’s why One World Cover builds custom communication materials – from maternity benefit summaries to wellness check-up guides – to ensure staff actually use their benefits, and HR doesn’t drown in questions.
Rising Expectations Around Mental Health Support
Mental health continues to rise up the agenda, with more than half of employers saying it’s a top concern. Yet implementation varies widely across geographies and contract types.
Our take: Mental health access should no longer be considered optional. Our view is simple: if you offer international health insurance, the mental health coverage should be practical, accessible, and tailored to real needs. We help clients do this by curating local and virtual mental health provider lists, setting appropriate sub-limits, and communicating benefits with clarity and empathy.
Policy Design Must Support Retention, Not Just Compliance
KPMG notes:
“Retention is becoming a key objective of global mobility policies”
Competition for talent is fierce and your health insurance plan can be a differentiator. But only if it’s competitive, well-communicated, and delivers value beyond the premium cost.
Our take: We help clients get more out of what they’re already paying for by re-designing plan structures, negotiating value-added services, and offering hands-on faculty and staff support. The ROI on better plan design isn’t just lower claims – it’s stronger retention, less stress for HR, and happier employees.
How One World Cover Can Help
At One World Cover, we specialize in helping global employers design, communicate, and optimize international health insurance. We:
- Segment plan design by employee type and geography
- Help reduce medical inflation via smarter benefits structuring
- Deliver communications that work – not just checkboxes
- Offer direct staff support so HR teams can step back
- Turn claims data into decisions, not just dashboards
The KPMG report confirms what we’ve been saying all along: it’s time to re-frame health insurance as a strategic lever – not just a cost centre. HR and mobility leaders have more influence than ever over wellbeing, retention, and cost control. But only if their health insurance plan is up to the task. Let’s make it work harder. Contact us to learn how we can help.
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