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International mobility: how to protect your employees abroad?
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Whether to support the development of a subsidiary or strengthen local teams, you may need to send your employees abroad. International mobility is an agile solution to meet the challenges of globalized companies, but it involves more than just a change of workplace.
What is international mobility?
International mobility refers to all situations in which an employee is required to carry out their professional activities in a country other than the one where their original contract was signed. It can take several forms:
Expatriation:
The employee is affiliated with the local regime of the host country. This status is preferred for long-term assignments or permanent installations. Example: a sales director based in Singapore to oversee the development of the company in Southeast Asia.
Detachment:
The employee remains affiliated with the social security system of their home country. This status is often used for short-term assignments (up to 24 months, renewable according to bilateral agreements). Example: a French engineer sent to Germany to supervise a construction site for 18 months.
One-time missions or business trips:
Although of short duration, these trips require appropriate coverage, especially in case of accident or health problem abroad.
What are the challenges for the social protection of these employees?
When an employee goes abroad, their social coverage may be partially or completely called into question. The main risks to anticipate are :
- Health coverage:
Local health systems may be insufficient or inadequate and medical expenses can sometimes be very high, especially in North America or Asia. It is essential to have appropriate international health insurance covering routine care, hospitalization, dental and optical care, as well as maternity. - Providence:
Incapacity, disability, death... These guarantees must be equivalent to those of the country of origin, or even strengthened and adapted to the risks in the host country (tropical diseases, political instability, etc.). - Retirement:
Periods worked abroad are not always taken into account in the calculation of retirement benefits, even if some agreements allow for it (European regulations, Franco-Quebec agreement, etc.). An additional solution may be considered to secure the rights of the employee. - Repatriation insurance:
Essential in the event of a serious accident, natural disaster, or unstable political situation.
How to effectively manage the international mobility of employees?
Managing international mobility cannot be improvised. Companies must anticipate several aspects when sending employees abroad, or they can be accompanied by an expert broker who will prepare them for it:
- Analyze the legal status of the contract proposed to the employee: the choice between detachment and expatriation has consequences on social security contributions, taxation, and the rights of the employee.
- Ensure regulatory compliance with local obligations (visa, residence permit, current legislation, etc.).
- Organize the continuity and harmony of guarantees to avoid coverage gaps or costly duplications.
- Clearly inform the employee(s) concerned about their rights and procedures, provide them with useful information in case of need in the host country.
- Follow employees abroad, related costs and adapt coverage according to their needs.
Beyond legal obligations, companies have a duty of care towards their employees on international assignments: they must ensure their safety, health, and well-being by anticipating the specific risks associated with each destination.
On all these points, Howden supports you.
Whatever your situation, our experts will advise you on the most suitable solutions for your needs. Our extensive international network allows us to support you in more than 100 countries , whether it be your social protection programs or local legal obligations.
Do you want to know more?
Contact our international mobility expert:
Emeline Renard
