Most international plans are set up initially to cover the benefit provision for a specific group of employees. However, the needs of employers often evolve over time, reflecting both changes to the organisation’s structure and external influences. Consequently, it is good practice for an employer to evaluate its international arrangements periodically, as a plan set up a few years ago might no longer be the optimal solution. Key questions to consider are whether any changes are needed to the plan’s structure or the range of employees it covers.
