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Whether you're planning to move or already residing in Portugal, understanding your health insurance options is key to a stress-free expat experience! 😌 🇵🇹 Welcome to a healthcare system designed with affordability and quality at its core. 1️⃣ Public vs. Private Insurance: The public health system, funded through the national budget (money from taxes and contributions), offers extensive coverage with minimal costs, ideal for general healthcare needs. For faster access and a wider choice of specialists, private insurance in Portugal provides an excellent supplement at reasonable rates. 2️⃣ Quality and Affordability: Renowned for its high standards and affordability, Portugal’s healthcare system stands out in Europe. It provides excellent medical care without the high costs typically associated with quality healthcare in other countries, ensuring both your health and finances are well looked after. 3️⃣ Ease of Access: Healthcare facilities are widespread and accessible across both urban and rural settings, with many medical professionals fluent in English, easing communication barriers for expats living in or moving to Portugal. Do you know what else is great news? You can pay for your health insurance through the company as it is an accepted cost! When granted within the rules it is a benefit exempt from personal income tax and social security charge in the sphere of the employee and exempt from social security charge in the sphere of the company. This benefit is considered an expense for the purposes of corporate income tax. Ready to create your company and have your healthcare options in Portugal? 🇵🇹 Comment “YES” and I will help you use this advantage most effectively. 😌 #LightHouseConsulting #LighthouseGuidance #PortugalLiving #PortugalBusiness #EntrepreneurSuccess #HealthcareInsurance #MovingtoPortugal #ExpatsInPortugal #PortugalLife #ExpatLifeStyle

M is for Monday… and '𝑴𝒖𝒕𝒖𝒆𝒍𝒍𝒆'! 🇫🇷 Supplementary health insurance in France (Mutuelle) is a system rooted in collective solidarity, designed to cover costs that the public system doesn’t fully pay for Since 2016 all private-sector employers must offer Mutuelle to employees, with a 𝗺𝗶𝗻𝗶𝗺𝘂𝗺 employer contribution of 50% of the premium Forget the bare minimum though. Top talent want panache and top employers deliver by fully funding this benefit Unlike many countries where the Employer of Record (EOR) is freely recognised, French labor law has strict requirements around employment relationships Consequently, the traditional EOR model has not been deemed fully compliant Instead, France offers a unique alternative called '𝑷𝒐𝒓𝒕𝒂𝒈𝒆 𝑺𝒂𝒍𝒂𝒓𝒊𝒂𝒍', which is legally recognised This model allows businesses to engage independent professionals through a legally regulated intermediary structure without needing to establish a local entity More details in this article by Asma Makni - Head of Legal Product at Omnipresent https://lnkd.in/eyMVjAWi #GlobalEmployment #GlobalBenefits #BenefitsEducation #28DayChallenge

Navigating and implementing company insurance benefits and policies is crucial for firms to maintain operational efficiency. However, regulatory requirements for such policies can be both intricate and regionally specific. In Switzerland specifically, a sickness benefit insurance policy aims to protect against the financial impacts of employee sick leave. While this insurance isn't mandatory, it benefits the company by reimbursing saaries paid during employee absences. When implemented, employers pay full salaries during a typical 30-day waiting period, with insurance covering 80% thereafter. Is your company prepared for unexpected absences? Explore the legal and financial safeguards of sickness benefit insurance to ensure operational stability in Centralis Groups latest article: https://lnkd.in/d5G3UcPm

🇺🇸➡🇬🇧 Introducing our latest guide, ‘Expanding into the UK: A guide for US-headquartered companies’, your complete, specialist resource designed specifically to help make your expansion from the US to the UK a success. Our business line specialists have written this guide to support your UK operation in 4 key areas: - Employee benefits: The benefits you MUST provide by law in the UK and those that will help you attract and retain the best local talent - HR and people: The employment law and people practices your business needs to abide by to stay compliant in the UK - Health and safety: How to navigate key UK health and safety laws to help safeguard your people in the workplace - Insurance: The insurance policies you MUST have by law in the UK and suggestions to protect your business from common risks Download the guide today > https://lnkd.in/e9g_R-NM #GlobalExpansion #InternationalBusiness #ExpandingToTheUK #UKExpansion

Your employer is your first point of contact in Australia. It’s their responsibility to help you while you are here.  They can answer questions on things like:  - your payslip and work arrangements   - a problem with someone at work   - health insurance  - transport  - a minor medical or health problem  - minor accommodation issues or conflict with a housemate  - your visa  - returning to your home country.  You should have received your employer's or manager’s phone number when you arrived in Australia.     If you don’t have it, ask your team leader or employer about the best way to contact them. If they can’t help you, they can tell you who to talk to.    Need help with something else?     Our factsheet on support for PALM scheme workers in Australia has extra information on people and organisations who can help you: https://lnkd.in/gdpUkRN8  

Am I really this stupid? What is it about my #StopTheBoats #Rwanda solution that is wrong? 1/ Set up process centre in France = Why pay boat costs when can be processed in France? 2/Most have friends & family in the UK so allow these friends & family to house & sponsor, so zero cost for hotels. 3/ Allow them to work in sectors where we urgently need workers, #Nhs #Caresector no need 4 benefits they would pay tax & ALL want to work. 4/Far-right use #NHS to build hate! Get everyone to take out health insurance as we all do when we go abroad. What's so crazy about these solutions?

📢 Regulatory Update: IRDAI The Insurance Regulatory and Development Authority of India (IRDAI) has introduced a game-changing regulation! Insurers can no longer collect premiums upfront with the proposal form unless the policy is issued immediately. This move aims to: 💡 Ensure customer money doesn’t sit idle 💡 Add transparency to the process 💡 Prevent refund complications if proposals are rejected or additional requirements aren’t met What's new? 1️⃣ Medical examination policies: Insurers will now first review and approve before collecting any premium. 2️⃣ Distributors will need to make two visits—first for documents, then for premium collection after approval. 3️⃣ Insurers must provide a customer information sheet (CIS) highlighting key features, benefits, and exclusions throughout the process. These will be available in regional languages upon request. 🌐 4️⃣ Policyholders now get a 30-day free look period for life and health policies, allowing them to review and cancel without losing their premium. This move is a big win for transparency and consumer protection! 🙌 #InsuranceUpdate #IRDAI #CustomerFirst #InsuranceTransparency #LifeInsurance #HealthInsurance #InsurTech #benefitsforexpats

Should you explore various insurance options when relocating to Canada? Find out more by filling out the form here 👉 🔗 Form: https://bit.ly/3vbz5tS 📞 (416) 548-9101 📧  inquries@lmlawgroup.com #lmlawgroup #LongMangaljiLLP  #CanadaImmigrationLawyer #CanadaImmigration #ImmigrationLaw #Canada #Toronto #ImmigrationLawyer #PermanentResidency #Health #Policy #HealthInsurancePolicy  #HealthInsurance

British employers take note: many optional UK health benefits are mandatory in French companies. Such benefits include: - Mutuelle health insurance, which provides ‘top-up’ cover for medical costs not covered by the French social security system. - Sick pay, in the form of income protection and the ongoing maintenance of salary payments. - Prévoyance insurance, which offers cover for sickness, partial and total disability, and death. While prévoyance insurance is generally seen as an optional benefit for all employees (cadres, or executive employees, must be offered death cover as a mandatory benefit), the company’s Convention Collective may dictate more favourable terms. Our latest article explains the mandatory health benefits that apply in French companies. This is essential information for British business owners who want to establish a successful presence in France. We welcome you to contact us with any questions, or to arrange your free initial consultation about employing people in France - https://lnkd.in/eiPnfRUb Article link: https://lnkd.in/eqmUEnEh #FrenchEmploymentLaw #EmploymentLaw #HR #HumanResources #Employees

I often get this answer whenever I offer a policy to an employed individual. If you have the same thinking, I just want to remind you of the following truths: 1. Your HMO only covers expenses you incur while you’re in the hospital. Paano yung cost ng long term care or yung mga gastos after the confinement? 2. Usually, the insurance provided by our employers covers death and accidents only. Madalang yung kasama ang critical illness. If meron man, the amount is not that sufficient. 3. Your insurance and HMO at work are only good until you are with the company. When you transfer to another company, or decided to go freelance, o kaya naman when you finally retire at 60, kung kelan matanda ka na at prone ka nang madiagnose ng malalang sakit, saan or kanino ka magdedepende? Even when you’re willing to get a personal policy baka di ka na qualified by then. 4. Even when healthy ka pa by then, because of your age and inflation, your premium would cost a lot na by that time. Why pay more if you can get it at a discount now? Friends, it pays a lot to prepare, trust me. Maximize your youth and your health. Get insured now💕