Willis Towers Watson (WTW) in February 2019 published the 2019 edition its annual “Global benefits financing matrix and poolable coverages” table. An indispensable tool of the trade for global employee benefits practitioners, it is available for download as a PDF. The matrix “provides a complete listing of the eight global benefits networks, and their affiliated insurers across 200 countries and the offshore (third-country national or expat) capabilities for each.”
Bermuda-based Athora Holdings in January 2019 completed the acquisition of Generali Belgium, first announced in April 2018. The final consideration paid is approximately €540 million. Generali Belgium has 530,000 customers and sells a range of life and non-life insurance policies through around 1,000 independent brokers. In 2017, total premium income amounted to €640 million and assets to €6.5 billion. The company will be rebranded to Athora Belgium in the
Replicating an earlier deal in 2017 between the European Union (E.U.) and the United States (U.S.), the latter in January 2019 signed a “covered agreement” with the United Kingdom (UK) that protects their respective international insurers and reinsurers when doing business with each other. The new covered agreement basically provides for a limited but very useful form of mutual recognition of reinsurance companies and of (re)insurance regulators. The existing
Chief executives of the multinational pooling networks meet from time to time to discuss general industry trends, and recent discussions focused on the future of multinational pooling and how to grow the market for global solutions offered by the multinational networks. While the structure and focus areas vary between the networks, there was consensus on a number of issues relating to the current state of the market.
Generali’s Trieste, Italy-based mother company Assicurazioni Generali SpA in May 2018 announced it would set up a new branch in Luxembourg, dedicated to the global employee benefits business. It will operate as the insurance and reinsurance operation of Generali Group serving global companies and their employees from the multinational corporate as well as the international middle market segments. The Luxembourg branch also will be used as a base to
China’s insurance regulator, the China Insurance Regulatory Commission (CIRC), in February 2018 “temporarily” took over Anbang Insurance Group. Its chairman Wu Xiaohui in June 2017 was detained by authorities and is now facing prosecution on charges including fundraising fraud and embezzlement. Anbang’s growth was driven by high-yield, investment-type insurance products, many of which allowed redemption after as little as two years with little or no penalties. The growth helped fund
Our April 2017 edition looked at some of the high-level concepts behind multinational pooling, including the history and background, and an overview of the common models and benefits for corporations, advisers, and insurers. This article will look at some practical examples to illustrate the models and the advantages and disadvantages of some of the alternatives.
Most multinational companies have a single property and casualty insurance policy that covers their factories and offices around the world in case of flood or fire or theft. But when it comes to global employee benefits, many have a different contract—or even many more than one—for each country, through several brokers, and a pooling or captive arrangement to boot.
When comparing pooling networks, a distinction is often made between Integrated and Non-Integrated Networks. But we suggest a far more important distinction can be made, based on whether or not the network’s pooling operations are based on reinsurance.
AIG in early May 2015 announced that it has acquired a controlling stake in Brussels-based ING Employee Benefits Global Network and renamed it AIG Global Benefits Network (AIG GBN). AIG’s American General Life Insurance Company unit joined the pooling network as the new US partner, taking the place of ING USA, recently spun-off and renamed VOYA. VOYA, in turn, exits the US global employee benefits market in order to