Allianz Global Corporate & Specialty SE (AGCS) in July 2022 announced it had merged its captive solutions team into its multinational business. AGCS’s multinational business provides ART (alternative risk transfer), global programs, captive fronting, and reinsurance to large and mid-sized companies as far as P/C coverage is concerned. Guy Money, previously global head of product at AGCS, is the new global head of multinational business. He is based in

Allianz Global Benefits is the global employee benefits network of the Allianz Group specialized in implementing local employee benefits pro-ducts, insurance solutions and services into global programs. The headquarters of the network is based in Germany and operates a strong global network of more than 110 Allianz subsidiaries and selected external insurance partners in over 90 countries. Leveraging on the geographical scale, the expertise and the customer centricity of its network partners, AGB addresses the needs of multinational companies of managing employee benefits globally. AGB is a one-stop solution provider, this means that our clients can expect the full range of corporate life, accident, disability, health, pension and asset management solutions tailored to their needs. The high quality of local employee benefits plans provided by our local insurers is the backbone of our global solutions that include Multinational Pooling, Global Underwriting, Captive Reinsurance and Global Pension. Our aim is to provide multinational companies a truly flexible and holistic set of solutions for their global employee benefits programs delivered by the world’s most trusted financial service provider.

1967: IGP was founded with Ford as its first Client In the 1960s, Ford began to expand globally, and Ford of Europe was established in 1967. At the time, Ford was the largest domestic client of John Hancock’s Group Insurance Division. The concept of multinational pooling did exist at the time, though it was not widely practiced. Ford and John Hancock collaborated on the possibility of reinsuring and pooling the employee benefits plans of Ford’s overseas operations.

Part of the Generali Group, Generali Employee Benefits (GEB) is a leading business line focused on providing solutions in the space of employee benefits for multinational corporations. With a network presence in more than 130 countries and around 25% market share, GEB offers an broad range of services and products that multinational employers may need for their workforce and their families, from locally admitted policies to cross border arrangements for mobile employees and expatriates, as well as the most sophisticated employee benefit solutions at a local level including multinational pooling and Reinsurance to a captive.

Generali Employee Benefits (GEB) and global consulting and digital solutions company Accenture in April 2019 announced the release of a new blockchain technology solution to be applied to the employee benefits sector. The blockchain technology is reported to facilitate data sharing, thereby  increasing transparency within the reinsurance process for captive or pooling services. It is also designed to reduce processing errors through the use of smart contracts and automated

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.

The MAXIS Global Benefits Network on September 15, 2016 organizes a webcast, “MAXIS Global Risk Solution: Moving Beyond Traditional”. While traditional multinational pooling arrangements continue to generate value for multinationals, the employee benefits environment is also continuing to evolve. Among key drivers of change, ever more complicated regulations, especially when cross-border considerations are included; and corporate pressure to better budget and forecast benefit spending are driving employers to explore