Delivering effective healthcare support to internationally assigned employees is becoming increasingly complex, as Europe sees a shift in hiring patterns and employee expectations.
The recent session, ‘Cross-cultural healthcare and local compliance in Europe’, hosted by PIB Employee Benefits and Cigna Healthcare, brought together industry experts to explore the evolving challenges that HR departments and global mobility teams face when supporting Japanese globally mobile talent, especially when providing culturally aligned healthcare support across Europe that is also compliant with local regulations.
As discussed during this session, Europe is experiencing a notable shift in hiring trends. There is a growing emphasis on local hires, including Japanese-origin permanent residents, reflecting a move toward greater localisation. While expatriate roles remain significant (especially in financial services hubs like London), other regions - for instance Eastern Europe - continue to depend on short-term, single-status assignments.
Embracing telehealth for enhanced support
Another major development is the rapid adoption of telehealth services. Since the COVID-19 pandemic, telehealth usage has increased more than tenfold, offering unparalleled convenience and speed. This is particularly valuable for Japanese employees when consultations, prescriptions, and pre-treatment advice are available in their native language. Integrating telehealth solutions not only improves access to care but also helps bridge cultural and linguistic gaps.
Understanding the expectations of younger employees
Despite these advancements, younger Japanese employees often hesitate to accept international assignments. Their concerns typically pivot on family considerations, cultural and language barriers, unfamiliar healthcare systems, and uncertainty about career progression upon returning home. To address these issues, younger professionals seek well-defined roles, clear objectives, and opportunities for recognised skill development.
Enhancing best practices for employers
Successfully managing international assignments requires more than just defining the scope of work and expected business outcomes. Employers should take a holistic approach, especially when assignments extend over several years. This means providing comprehensive support for employees and their families, with a special focus on access to care - not only to comply with local regulations but also to respect cultural preferences and expectations. By offering culturally sensitive support, employers can significantly enhance the overall assignment experience and build trust and confidence amongst their teams, reinforcing a sense of safety and care that goes far beyond medical needs.