Duty of care refers to the obligation employers have to ensure the safety and well-being of their employees. This doesn’t stop at national borders: it continues to apply when employees travel for work or are sent on an international posting. What can you do to fulfil your duty of care optimally as an employer? Our colleague Erik Blankaerts, an expert in international mobility, explains.
As an employer, you are legally required to look after your employees. What can you do to be able to send them abroad without any worries? There are various aspects to your duty of care:
IPMI is a wide-ranging form of insurance that is recognised worldwide and has numerous advantages. It covers the cost of medical treatment in the broadest sense. As well as unforeseen and regular medical costs in the event of accident and illness, this could also include costs relating to pregnancy, mental well-being and dental, eye and ear care. You can also arrange additional forms of cover such as life insurance, liability insurance and legal assistance.
The importance of having good cover has increased in recent years. The rise of IPMI and the development of additional services from insurers and security experts mean that your employees are even better protected than before.
For example, digital applications give your employees 24/7 access to up-to-date information and support before, during and after their time abroad.
This service includes risk prevention, healthcare and check-ups. General additional services that support mental, emotional and practical well-being, both at and away from work, are also increasingly being included.
Employers who are committed to protecting their international employees reap the benefits. This approach has a positive impact on your employees and their family members, but also leads to less absenteeism, better retention of international talent, a positive corporate culture and support for compliance and risk management.
International employment also requires independent and specialised advice in the area of insurance. We take a 360° approach, assessing all risks and helping your company to develop the right insurance for your employees abroad, regardless of the duration and destination and of the number of insured persons.
Are you the victim of an accident resulting in physical injury for which someone else is liable? If so, you are entitled to compensation. Thanks to the new 2024 Indicative Table, compensation for such injuries is now considerably higher. What’s changed and what does it mean? Find out below.
Increasing numbers of people on long-term sick leave and persistent labour market shortages have put the subject of incapacity for work high on the agenda. During a recent symposium, Lode Godderis, Professor of Occupational Medicine at KU Leuven and CEO of IDEWE, shared his insights into this complex challenge. He put this fundamental question to those present: are we addressing this growing problem the right way?
More than 500,000 Belgians are on long-term sick leave – and the number continues to grow by 5.5% every year. The impact on our social security system and on employers is significant. But there’s good news: the federal coalition agreement for 2025-2029 includes a definite commitment to change this. With a strong focus on prevention, faster reintegration and shared responsibility, government policy is shifting from a reactive to a proactive approach.
As an employer with activities in multiple countries, you want your employees to enjoy the same quality of healthcare and insurance wherever they are in the world. The challenge lies in managing employee benefits packages efficiently in a way that’s both compliant with local legislation and consistent with your global HR strategy. So how can you turn your international approach into an asset in the war for talent? And how can Vanbreda Risk & Benefits help you to do so?