Cover, explained by someone who is actually looking at your situation.

Three things to consider

Waiting period

How long the cover has to run before maternity benefits start. It varies by plan, and if cover is not active long enough before the birth, the claim can be refused entirely.

Maternity limit

A cap on what the benefit pays for delivery and complications. Some plans set it low enough that a straightforward birth is fine and a caesarean is not.

Newborn provisions

How the baby is covered from birth, and the terms for a congenital condition specifically. Usually the most carefully worded part of any plan.

What we do

• Compare real waiting periods and maternity limits across what is open to you, not just the headline premium.
• Time the start date so the waiting period clears comfortably before you need it to.
• Check the newborn’s own terms before recommending anything, since that is the part people usually forget to ask about.
• Handle the enrolment when the baby arrives, including putting the case for cover to run from the date of birth rather than from the date the form landed.

What cover typically costs

In-patient cover only, for a single adult resident in Singapore, worldwide excluding the United States, on a deductible of USD 8,500. Real rates from our current rate table, priced August 2026. Indicative and subject to underwriting.

Three things to consider

Continuity

Whether your history travels with you or the new plan underwrites you from scratch. Some schemes let you continue without fresh underwriting. Many do not, and most people have never checked which one they are on.

Visa status

An Employment Pass and permanent residency are not always treated the same way, so it is worth checking rather than assuming yours does not matter.

Where you would actually be treated

A stay in a private hospital here costs meaningfully more than a subsidised stay in a public one. That gap is exactly what the cover is for.

What we do

• Work out what your current cover would carry across before you cancel anything.
• Set the start date so there is no gap between the old plan ending and the new one beginning.
• Put the disclosure together properly, because a history declared badly is the thing that comes back at claim time.

What a top-up costs

Because the company plan absorbs the first layer, a top-up sitting above it is usually priced on a high deductible, which keeps the added premium modest. We will size it once we can see what your existing scheme actually covers.

Three things to consider

The ceiling

What your company plan actually caps out at, which most people have never checked.

Portability

What happens to the cover if you change jobs, and whether your medical history goes with you when it ends.

Overlap

Making sure a top-up genuinely fills the gap rather than duplicating what you already have.

What we do

• Read your scheme’s actual limits with you, rather than working from what the benefits summary implies.
• Size a plan that sits above it instead of alongside it, so you are not paying twice for the first layer.
• Tell you when the scheme is already enough. That answer costs us the sale and it is still the right one.

Three things to consider

Full medical underwriting

You disclose everything upfront and the insurer decides case by case, sometimes covering the condition outright and sometimes with a loading.

Moratorium underwriting

No forms to fill in, but anything treated in a set number of years before the policy starts stays excluded until you go a set number of years claim-free.

Standard exclusion

Some insurers exclude the specific condition by name and cover everything else as normal.

What we do

• Talk it through before anything is submitted, so you know which underwriting route suits your situation.
• Help you disclose it properly, because an incomplete disclosure is what causes a claim to fail years later.
• Tell you plainly if moving would cost you more in lost history than it saves in premium.

Three things to consider

Portability

Whether the plan is genuinely worldwide or built around living in Singapore. That is the difference between a change of address and a new application.

Continuity

The same underwriting question as arriving, in reverse. A plan that carries over carries your history with it; one that has to be replaced usually underwrites you again.

Timing

No gap between the old cover ending and the new cover starting. A few uncovered weeks in the middle of a move is the version of this that goes wrong.

What we do

• Read your existing plan and tell you whether it travels, before you cancel anything.
• Change the country of residence properly where the plan allows it, rather than letting it lapse and starting again.
• Line the dates up so there is no uncovered gap in the middle of the move.

Three things to consider

What is driving the increase

Claims experience on your own scheme, market-wide medical inflation, or both. The answer changes what is worth doing about it.

Re-underwriting risk

Whether anyone on the scheme would lose continuity by moving carriers. That cost lands on individuals, not on the budget line.

The deductible lever

The lever most companies never touch. Setting it higher, and letting senior staff top up privately, often buys more real cover for the same total spend than raising every limit across the board.

What we do

• Tell you what is behind the number before the deadline forces a decision.
• Run the comparison against what else is open to you, and show you the working.
• Say plainly whether moving is worth it, including when the answer is that it is not.

Three things to consider

What candidates are comparing it to

A package only reads as generous next to whatever else is on the table.

Family cover

Whether dependants are included, which is usually the deciding factor for someone relocating with a family.

Consistency

Whether senior hires in different countries are actually on comparable cover, or only look as though they are.

What we do

• Build the package against what the candidate is actually comparing it to, not against last year’s scheme.
• Price the dependant question properly, since that is usually where the decision is made.
• Keep the scheme consistent as people are hired into different countries.

Three things to consider

Onboarding anywhere

Whether a hire who sits outside Singapore can go on cover the same way as one who sits here. Where the scheme allows it, that is how we set it up.

Treatment location

Where people actually end up seeking care, which is not always where they are based.

Evacuation terms

What they cover and from where. From a remote worksite, getting someone to a hospital is the first problem and paying for it is the second.

What we do

• Set the scheme up so a hire outside Singapore is not a special case every time.
• Check the evacuation terms against where your people are actually deployed.
• Handle the movement, since a workforce like this generates more changes than most.

Three things to consider

What is typical

What companies your size usually offer, as a starting benchmark rather than a recommendation.

Where to spend

Whether the budget does more on the core plan or on dependant cover. For a team with families, it is usually not close.

Room to grow

Setting the scheme up so it scales with headcount without a rebuild in two years.

What we do

• Ask about the roles and where people sit, then come back with what is typical and what going further would cost.
• Set the scheme up so adding people later is administration rather than a new decision.
• Run it once it is in place, including the renewal and the adds and leavers.