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Prioritizing Wellness
German philosopher Arthur Schopenhauer aptly stated,
“Health’s not everything, but everything’s nothing without health!”
Globally relocating employees—especially those who accept a first-time assignment—often “don’t know what they don’t know.” Even before the COVID-19 pandemic, pre-assignment medical considerations and screenings were not usually top of mind for employees going to a new country, although they remain an important detail in preparing for any global assignment.
For successful global mobility management programs, proactive service and strict attention to detail are critical and result in a positive return on investment for companies and employees alike. Therefore, it is important to convey well before departure what the employee and family can expect in the host country.
Especially so, if they have any health issues, they should understand what medical options are available to ensure employees going abroad are empowered, are knowledgeable about the process, and understand unique country requirements.
Proactive Medical Screenings
For those offered an international assignment opportunity, medical screenings may seem unnecessary or low on their to-do list with everything else on their plate. However, the effort can be well worth it to reduce the risk of avoidable health issues on assignment. After all, one of the most effective tools for a successful, stress-free international assignment or permanent move is proactive planning.
Medical screenings can supply proof of a company’s legal standing concerning duty of care, which presumes employers have moral and legal responsibility for the health, safety, and security of their employees— especially those traveling on behalf of their employer.
Proactive pre-assignment medical screenings that include interviews of the employee and family members help ensure information and action plans can support the success of the assignment or move and lower stress levels.
Such screenings—required by some employers and only strongly encouraged by others—can also result in proactive doctor recommendations that support a healthy employee and family while abroad. A well-designed plan will also clearly address and alleviate any data privacy concerns employees and their family members may have about their medical information.
Being more prepared for and in tune with managing the potential for health concerns is not only good business practice, but it helps assignees feel relieved when they know their employers are providing help and looking out for their family’s welfare while abroad. According to Mercer, medical conditions identified at a screening may not stop an assignment from happening, but rather, they can help the employee and family prepare.
In such a scenario, all international assignment candidates at a manufacturing client are required to undergo “pre-assignment medical screening checkups.” One employee’s screening resulted in the discovery of a serious undiagnosed condition. The doctor highly recommended that the employee and company delay the assignment to address and remedy the health situation at home. After six months, the candidate was cleared for assignment to the host country.
Efforts to discover medical issues and understand how they can influence an assignment’s success or failure should not focus only on employees. Health issues for spouses, partners, and / or accompanying dependents should be discussed upfront with each family considering an assignment.
Productive Planning
An assignee about to fly from Turkey to the U.S. learned at nearly the last minute that his wife’s recently diagnosed health condition required her medicines to be refrigerated continuously. Special batteries for the ice packs needed to be used in flight and during their long airport layover. The batteries also required constant recharging during all periods of transportation. The family’s 20-hour journey was only two days away. When the assignee called his NEI Account Executive, it was clear by his voice that he was nervous.
The global relocation management company account executive helped arrange a successful journey from Turkey to the U.S. together, the account executive and the assignee worked with the airline to arrange refrigeration of all medicines during the flights. They located and purchased in advance additional freezer packs at the layover airport. These steps ensured that they could keep the medicines cool until they reached the destination hotel. Additionally, they took steps to ensure that the family would be able to obtain more medicine in the assignment location.
Before employees and families travel abroad, they should understand what medical services their health insurance will cover outside of their own country.
They should also:
- Schedule a discussion of any specific health concerns— illness, allergies, medications, etc.—with their medical provider eight to ten weeks before the anticipated start of travel and receive immunizations well in advance of travel to achieve optimal protection.
- Arrange eye exams for family members, and obtain duplicate prescriptions for glasses and contact lenses, or extra pairs of glasses or lenses in case these are not easily available on location.
- Request copies of medical records, X-rays, and prescriptions to take abroad.
- Schedule family medical checkups in advance for when they are on home leave.
- It is critical that employees going abroad understand how the company’s health insurance works in the destination location. Specifically, does the employer’s health insurance company in the host country cover the same prescriptions as under the home country’s health insurance coverage? Will prescription expenses far exceed the home-country cost of the same medicine? If so, will the company reimburse the employee for what is not covered, since he or she is taking an assignment at the company’s request?
Finally, employees should know the importance of carrying proof of health insurance and how to process claim forms, contact their health insurance provider, and make payments for medical coverage while on assignment.
Prescription Restrictions May Surprise You
Employees should not rely on being able to access the same medicines in the destination country as they can in their home country. The medications may not be available or—depending on location—may not meet standards for approval.
Employees and their families need to be aware that the rules about moving medicine and prescriptions through customs or having them shipped to the assignment location vary significantly from country to country. As some travelers have found out, ignorance of local laws is no excuse to authorities. There can be consequences if such laws are violated while entering the host country.
Though each country’s rules change regularly and sometimes with little warning, consider that:
- Singapore requires a license to legally bring in Ambien.
- In Saudi Arabia and Japan, attention deficit disorder drugs such as Adderall and Ritalin are not allowed, even with a doctor’s prescription, as methamphetamines and amphetamines are active ingredients.
- Those entering Dubai must complete an online form detailing medication they carry, because many medications are banned, such as narcotic-based, psychotropic, and controlled substances. The banned list also contains medicines that are not registered in the UAE, herbal medicines that might contain some banned substances, medical devices that might contain banned medication, and pharmaceuticals that have been discontinued in the UAE.
- Going to Japan requires leaving over-the-counter cold treatments such as Sudafed or some Vicks products behind, as they contain the ingredient pseudoephedrine, which is banned there. Japan also limits common Benadryl to 10-milligram capsules.
- Some over-the-counter medicines commonly used in the U.S. and other countries are illegal to bring into Mexico, including inhalers and some allergy and sinus medications.
- In Greece and the UAE, diazepam, tramadol, codeine, and many other commonly prescribed medicines are considered “controlled drugs”—always check what the requirements are for taking them into a country.
- Visitors are strongly encouraged to carry a doctor’s note with them for any personal medicine when visiting China.
- Those headed to the U.S. should be aware that personal medication may be subject to U.S. drug importation laws and regulations. In general, personal importation of a 90-day supply of medication is allowed, but only if the drug is not available in the U.S.
If there is no way to legally enter a country with one’s needed medication, some tough choices must be made. Employees can check with their prescribing doctors to see whether there is a legal alternative in the new location. If the destination’s government has a limit on the specific amounts of a medication that can be brought into the country at one time, an option is to use one’s home-leave trip benefit to acquire an additional supply.
Vaccination Variances
Restrictions can also apply to vaccinations. One U.S. family in China that had a newborn in-country learned that a vaccination required for young children in the home country was not allowed in China. The company approved reimbursement for round-trip tickets for the mother and newborn to visit South Korea for the vaccination rather than wait until their next home-leave trip to the U.S. for the vaccination.
It may be possible to obtain the medication once the employee arrives in the host country, but consideration should be given to where it is purchased. Tullia Marcolongo, executive director of the International Association for Medical Assistance to Travelers, reminds readers that, “Fake medicines are common worldwide and can cause serious illness or even death. Always get your medication from a reputable, licensed pharmacist.” Additionally, employees should be cautious when sending medication through the mail. Says Marcolongo, “Extreme heat and cold during transit can alter the effectiveness of your medication. It is also possible that the package could be confiscated at the border.”
Finally, the U.S. Centers for Disease Control and Prevention recommends that when traveling, it is important to pack approved medicines in carry-on luggage so that if a suitcase is missing, the medications are not lost and out of reach when needed.
Improving The Odds for Success
Failed assignments, according to one study, have an estimated cost of two to three times an employee’s annual salary. This doesn’t include the company’s lost business opportunities and the costs to recruit, interview, and establish a new replacement employee.
Improving the odds of assignment success and a global company’s return on investment can be accomplished by supporting employees through a proactive, consistent [and private] pre-assignment medical briefing program. Mobility managers should consider:
- Adding pre-assignment medical screenings to the employee’s checklist of things to do before departing.
- Establishing a checklist regarding pre-assignment health issues.
- Reviewing company policy to see if any reference to health screenings needs to be added.
- Understanding exactly what the policy covers and who, internally, can explain the importance of proactive, pre-assignment health planning to potential assignees.
When sending employees to other countries for work, it is prudent in the spirit of duty of care to reduce all risks for employees and families before they even accept the assignment. Health and safety should be at the top of the list for both parties—employee and employer.
Such proactive steps can not only result in healthy, productive employees and families while on assignment abroad, but also positively impact the company’s bottom line.
The above information is for general information only and is not presented as legal advice. Please consult with your legal advisors and internal stakeholders before making decisions and taking any action.
Prioritizing Wellness
German philosopher Arthur Schopenhauer aptly stated,
“Health’s not everything, but everything’s nothing without health!”
Globally relocating employees—especially those who accept a first-time assignment—often “don’t know what they don’t know.” Even before the COVID-19 pandemic, pre-assignment medical considerations and screenings were not usually top of mind for employees going to a new country, although they remain an important detail in preparing for any global assignment.
For successful global mobility management programs, proactive service and strict attention to detail are critical and result in a positive return on investment for companies and employees alike. Therefore, it is important to convey well before departure what the employee and family can expect in the host country.
Especially so, if they have any health issues, they should understand what medical options are available to ensure employees going abroad are empowered, are knowledgeable about the process, and understand unique country requirements.
Proactive Medical Screenings
For those offered an international assignment opportunity, medical screenings may seem unnecessary or low on their to-do list with everything else on their plate. However, the effort can be well worth it to reduce the risk of avoidable health issues on assignment. After all, one of the most effective tools for a successful, stress-free international assignment or permanent move is proactive planning.
Medical screenings can supply proof of a company’s legal standing concerning duty of care, which presumes employers have moral and legal responsibility for the health, safety, and security of their employees— especially those traveling on behalf of their employer.
Proactive pre-assignment medical screenings that include interviews of the employee and family members help ensure information and action plans can support the success of the assignment or move and lower stress levels.
Such screenings—required by some employers and only strongly encouraged by others—can also result in proactive doctor recommendations that support a healthy employee and family while abroad. A well-designed plan will also clearly address and alleviate any data privacy concerns employees and their family members may have about their medical information.
Being more prepared for and in tune with managing the potential for health concerns is not only good business practice, but it helps assignees feel relieved when they know their employers are providing help and looking out for their family’s welfare while abroad. According to Mercer, medical conditions identified at a screening may not stop an assignment from happening, but rather, they can help the employee and family prepare.
In such a scenario, all international assignment candidates at a manufacturing client are required to undergo “pre-assignment medical screening checkups.” One employee’s screening resulted in the discovery of a serious undiagnosed condition. The doctor highly recommended that the employee and company delay the assignment to address and remedy the health situation at home. After six months, the candidate was cleared for assignment to the host country.
Efforts to discover medical issues and understand how they can influence an assignment’s success or failure should not focus only on employees. Health issues for spouses, partners, and / or accompanying dependents should be discussed upfront with each family considering an assignment.
Productive Planning
An assignee about to fly from Turkey to the U.S. learned at nearly the last minute that his wife’s recently diagnosed health condition required her medicines to be refrigerated continuously. Special batteries for the ice packs needed to be used in flight and during their long airport layover. The batteries also required constant recharging during all periods of transportation. The family’s 20-hour journey was only two days away. When the assignee called his NEI Account Executive, it was clear by his voice that he was nervous.
The global relocation management company account executive helped arrange a successful journey from Turkey to the U.S. together, the account executive and the assignee worked with the airline to arrange refrigeration of all medicines during the flights. They located and purchased in advance additional freezer packs at the layover airport. These steps ensured that they could keep the medicines cool until they reached the destination hotel. Additionally, they took steps to ensure that the family would be able to obtain more medicine in the assignment location.
Before employees and families travel abroad, they should understand what medical services their health insurance will cover outside of their own country.
They should also:
- Schedule a discussion of any specific health concerns— illness, allergies, medications, etc.—with their medical provider eight to ten weeks before the anticipated start of travel and receive immunizations well in advance of travel to achieve optimal protection.
- Arrange eye exams for family members, and obtain duplicate prescriptions for glasses and contact lenses, or extra pairs of glasses or lenses in case these are not easily available on location.
- Request copies of medical records, X-rays, and prescriptions to take abroad.
- Schedule family medical checkups in advance for when they are on home leave.
- It is critical that employees going abroad understand how the company’s health insurance works in the destination location. Specifically, does the employer’s health insurance company in the host country cover the same prescriptions as under the home country’s health insurance coverage? Will prescription expenses far exceed the home-country cost of the same medicine? If so, will the company reimburse the employee for what is not covered, since he or she is taking an assignment at the company’s request?
Finally, employees should know the importance of carrying proof of health insurance and how to process claim forms, contact their health insurance provider, and make payments for medical coverage while on assignment.
Prescription Restrictions May Surprise You
Employees should not rely on being able to access the same medicines in the destination country as they can in their home country. The medications may not be available or—depending on location—may not meet standards for approval.
Employees and their families need to be aware that the rules about moving medicine and prescriptions through customs or having them shipped to the assignment location vary significantly from country to country. As some travelers have found out, ignorance of local laws is no excuse to authorities. There can be consequences if such laws are violated while entering the host country.
Though each country’s rules change regularly and sometimes with little warning, consider that:
- Singapore requires a license to legally bring in Ambien.
- In Saudi Arabia and Japan, attention deficit disorder drugs such as Adderall and Ritalin are not allowed, even with a doctor’s prescription, as methamphetamines and amphetamines are active ingredients.
- Those entering Dubai must complete an online form detailing medication they carry, because many medications are banned, such as narcotic-based, psychotropic, and controlled substances. The banned list also contains medicines that are not registered in the UAE, herbal medicines that might contain some banned substances, medical devices that might contain banned medication, and pharmaceuticals that have been discontinued in the UAE.
- Going to Japan requires leaving over-the-counter cold treatments such as Sudafed or some Vicks products behind, as they contain the ingredient pseudoephedrine, which is banned there. Japan also limits common Benadryl to 10-milligram capsules.
- Some over-the-counter medicines commonly used in the U.S. and other countries are illegal to bring into Mexico, including inhalers and some allergy and sinus medications.
- In Greece and the UAE, diazepam, tramadol, codeine, and many other commonly prescribed medicines are considered “controlled drugs”—always check what the requirements are for taking them into a country.
- Visitors are strongly encouraged to carry a doctor’s note with them for any personal medicine when visiting China.
- Those headed to the U.S. should be aware that personal medication may be subject to U.S. drug importation laws and regulations. In general, personal importation of a 90-day supply of medication is allowed, but only if the drug is not available in the U.S.
If there is no way to legally enter a country with one’s needed medication, some tough choices must be made. Employees can check with their prescribing doctors to see whether there is a legal alternative in the new location. If the destination’s government has a limit on the specific amounts of a medication that can be brought into the country at one time, an option is to use one’s home-leave trip benefit to acquire an additional supply.
Vaccination Variances
Restrictions can also apply to vaccinations. One U.S. family in China that had a newborn in-country learned that a vaccination required for young children in the home country was not allowed in China. The company approved reimbursement for round-trip tickets for the mother and newborn to visit South Korea for the vaccination rather than wait until their next home-leave trip to the U.S. for the vaccination.
It may be possible to obtain the medication once the employee arrives in the host country, but consideration should be given to where it is purchased. Tullia Marcolongo, executive director of the International Association for Medical Assistance to Travelers, reminds readers that, “Fake medicines are common worldwide and can cause serious illness or even death. Always get your medication from a reputable, licensed pharmacist.” Additionally, employees should be cautious when sending medication through the mail. Says Marcolongo, “Extreme heat and cold during transit can alter the effectiveness of your medication. It is also possible that the package could be confiscated at the border.”
Finally, the U.S. Centers for Disease Control and Prevention recommends that when traveling, it is important to pack approved medicines in carry-on luggage so that if a suitcase is missing, the medications are not lost and out of reach when needed.
Improving The Odds for Success
Failed assignments, according to one study, have an estimated cost of two to three times an employee’s annual salary. This doesn’t include the company’s lost business opportunities and the costs to recruit, interview, and establish a new replacement employee.
Improving the odds of assignment success and a global company’s return on investment can be accomplished by supporting employees through a proactive, consistent [and private] pre-assignment medical briefing program. Mobility managers should consider:
- Adding pre-assignment medical screenings to the employee’s checklist of things to do before departing.
- Establishing a checklist regarding pre-assignment health issues.
- Reviewing company policy to see if any reference to health screenings needs to be added.
- Understanding exactly what the policy covers and who, internally, can explain the importance of proactive, pre-assignment health planning to potential assignees.
When sending employees to other countries for work, it is prudent in the spirit of duty of care to reduce all risks for employees and families before they even accept the assignment. Health and safety should be at the top of the list for both parties—employee and employer.
Such proactive steps can not only result in healthy, productive employees and families while on assignment abroad, but also positively impact the company’s bottom line.
The above information is for general information only and is not presented as legal advice. Please consult with your legal advisors and internal stakeholders before making decisions and taking any action.
