MetLife Employee Benefit Trends

Engaged and Driven: Challenges and Opportunities for Expatriate Employees

A report based on MetLife’s 17th Annual U.S. Employee Benefit Trends Study 2019

  • Understanding the evolution of globally-mobile employees
  • Globally-mobile employee benefits strengthen talent strategies
  • Empowering globally-mobile employees with customization
  • Getting the message across to globally-mobile employees
  • Turning insights into action

The world is experiencing a rapid increase in the expat population with estimates for the total number of people living or working outside their home country is around 66 million.1 There is a similar trend in the globally-mobile employee* landscape. Taking care of this highly motivated talent pool and keeping them aligned to the business is now a key challenge for three-quarters of business leaders.2

Working overseas

percentage of Gen Z who are interested in taking assignments overseas


Creating a compelling employee value proposition for the globally-mobile employee can be a challenge because of their unique work situations. To satisfy the demands of this growing employee group, MetLife’s new study reveals that it’s important for employers to first understand the profile of the modern day globally-mobile employee and then leverage customized benefits and improved communications to maximize their experience.

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Sources: MetLife’s 17th Employee Benefits Trends Study. MetLife’s Employee Benefit Trends Study (EBTS) defines the globally-mobile employee as a combination of Expatriates and Inpatriates. Expatriates are U.S. citizens who have lived and worked outside of the U.S. for at least six months.  Inpatriates are foreign workers in the U.S. on a work visa or company-sponsored assignment for at least six months.,-Segmentation-and-Forecas

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