1. Business Travelers
A business traveller is someone who is requested by their employer to travel for work, typically for up to six months. This may involve domestic or international travel, with registration (or legal residence) remaining in the traveller’s home country.
- Key Trend: After years of increasing business trips, the number of trips has stabilised, likely due to ESG strategies, virtual meetings, rising operating costs, and global uncertainty.
- Top Challenges: Ensuring employee safety and wellbeing is the primary concern (45% of respondents), followed by cost containment and regulatory compliance.
- Insurance Coverage: 87% of employers provide business travel insurance, with over 60% having global policies for consistency and cost-effectiveness.
- Point of Note: 18% of companies travel to high-risk destinations, but 13% lack clear definitions of such countries in their policies. Insurance for these areas is increasingly difficult to obtain.
This presents an opportunity for our clients to access pre-trip information, communication, and 24/7 assistance within business travel insurance or on a standalone basis. Standalone benefits of this nature generally rank higher in the survey.
2. Long-Term Assignments / International Assignees (Expatriates)
This refers to any employee who is working and living outside their home country at the request of their employer for six months or more. Employees typically take up residence (i.e., registration) in the host location for the duration of the assignment.
- Key Trend: There is a downward trend in both the number and duration of expatriate assignments.
- Top Challenges: Compliance (legal and tax), relocation support, compensation, wellbeing, safety, and benchmarking benefits remain major issues.
- Insurance Coverage: International health insurance is now the most important benefit but rising medical costs challenge employers to maintain sustainable coverage.
- Point of Note: Moving assistance is highly valued (59% of respondents) and is usually funded by employers despite cost pressures.
- Pension and Savings: Pension and savings plans are among the top five valued benefits. 45% of employers require employee contributions, highlighting a need for better employee education on retirement planning.
We see an opportunity to manage sustainable cost models for international private medical insurance and to increase employer focus on retirement fund contributions.
3. Remote Workers
A remote worker is someone who has chosen to work internationally on their own initiative and is not a business traveller or an international assignee.
- Key Trend: The percentage of companies not allowing remote work has increased from 40% (2022) to 51% (2025).
- Top Challenges: More companies now have clear and accessible remote work policies (66% in 2025, up from 54% in 2022), but the biggest issue is around compliance and tax.
- Insurance Coverage: There is a growing focus on consistent global benefits, such as business travel insurance, 24/7 accident plans, and employee assistance programs. However, many employers remain reluctant to offer additional benefits to remote workers.
- Point of Note: 38% of employers provide no benefits or services for remote worker risk mitigation or wellbeing.
It is recommended to highlight global benefits that apply regardless of the employee’s location.
General Trends
- ESG Priorities: ESG (Environmental, Social, and Governance) considerations have declined in priority compared to regulatory compliance, data analytics, and geopolitical factors.
- Global Relevance of the Survey: The survey has expanded beyond Europe to include significant input from Asia Pacific, North and South America, reflecting the global importance of people mobility.
Summary Statement
Organisations are increasingly challenged to balance compliance, cost, and employee wellbeing in their mobility policies. Health insurance, relocation support, and pension plans are top priorities for mobile employees, while remote work policies and benefits remain inconsistent. The landscape is shaped by regulatory changes, cost pressures, and evolving global risks.