In its simplest terms we believe it is because:

1. You are sending employees and perhaps their dependents into a foreign and sometimes hostile and unknown environment;
    
2. You have a responsibility to the expatriate employee and their family members to ensure that they are adequately and properly protected at all times;
    
3. You have a responsibility to minimize corporate risk to the maximum extent possible.
    
4. You can add value to the employer/employee relationship by instilling trust and peace of mind in the mind of the expatriate and his/her spouse.

An ‘Expatriate” is a Canadian citizen, or a third country Foreign National that you, as the employer, have asked to accept an assignment outside of their respective home country, on a temporary or long term basis. They may be full-time employees of your firm, or independent contractors hired for their special talents for a specific project. These individuals work on various international projects as required to meet the needs of clients no matter where the assignment.

Your international workforce may also consist of locally engaged foreign nationals in the country in which you are operating. They present a slightly different problem in terms of benefit coverage, particularly if you are trying to provide benefits that are common in the locale.  Employees that you bring into Canada from another country to work on a project are another possibility where special insurance coverage is required. They may, or may not qualify for Provincial Medicare benefits, or for your domestic benefits program.