In conversation with Pierre De Mirman, CEO of Pacific Prime
International schools are under more pressure than ever. As a result, recruiting top teaching talent is increasingly competitive, budgets are tightening, and medical inflation continues to rise at record rates. Against this backdrop, health insurance has shifted from a line item to a strategic tool,one that can make or break a school’s ability to attract and retain exceptional educators.
To unpack what school leaders need to know, we spoke with Pierre De Mirman, CEO of Pacific Prime, an employee benefits specialist supporting nearly 400 international schools across the globe. From the outset, his message is clear: health insurance doesn’t have to be complicated, but it does have to be strategic.
The Misconception Holding Schools Back
“Many schools believe group health insurance is extremely complex,” Pierre says. “It doesn’t have to be.”
With 15 years of experience working with international schools across Asia, the Middle East, Europe, and the Americas, Pierre has seen how fear and misunderstanding often drive decision-making. More importantly, health insurance is perceived as opaque, full of big numbers, rising premiums, and difficult-to-compare options.
However, the fundamentals are simpler than most think. Regardless of whether a school employs 5 teachers or 5,000, the process starts with the same basics: understanding the school’s needs, demographics, and priorities. Crucially, the challenge is balancing high-quality benefits with affordability.
“As long as we understand what level of coverage is essential, it is possible,” explains Pierre.
What’s more, insurers aren’t the adversaries they’re often made out to be.
“We blame insurers for denied claims or rising premiums,” Pierre adds. “But ultimately it’s based on data. Schools can, and should, use data to hold insurers accountable and negotiate effectively.”
The Post-Pandemic Reality: Rising Costs, Rising Expectations
International schools have undergone a profound shift over the past few years. Since the pandemic, competition for teachers is fiercer. Budget pressure is sharper. And medical inflation has become one of the biggest operational challenges.
Medical Inflation: The Invisible Budget Drain
Post-COVID, treatment costs are rising by 10–15% annually, outpacing tuition increases and most other expenses.
This is driven by improved technology and treatment options, advances that save lives but come at a higher cost.
Consquently, chools now feel a significant financial strain.
“It puts immense pressure on schools wanting to maintain competitive, high-quality benefits without breaking their budgets,” Pierre says.
From Curative to Preventative: A Shift in Mindset
Perhaps the most encouraging change is the move toward prevention. In fact, wellbeing has become a defining factor in what educators value most.
“Communities now value wellbeing and annual health checks as part of their benefits,” Pierre observes. “There’s been a genuine mentality shift.”
Where preventative benefits were once underused or overlooked, teachers today increasingly prioritise:
- Annual health checks
- Wellness initiatives
- Early detection services
Schools, in turn, recognise that healthier teachers mean fewer absences, greater continuity, and stronger learning outcomes.
The Rise of Telehealth and Technology
Technology has made health benefits more accessible, efficient, and cost-effective. Telehealth in particular has become transformative.
As a result, instead of losing a full day to attend a 30-minute appointment, teachers can now access medical care remotely—reducing both disruption and cost.
“Technology has made everything more efficient,” Pierre notes. “It’s reshaped how schools manage benefits.”
Why 90% of Schools Now Work with Consultants
One of the most striking trends is the shift toward specialist support. Nearly 90% of international schools now work with brokers or consultants.
“Fifteen years ago, most schools went directly to insurers,” Pierre says. “But with rising costs, they need expert guidance more than ever.”
Furthermore, consultants help schools:
- Interpret claims data
- Negotiate renewals
- Benchmark against similar schools
- Build long-term benefits strategies
Benefits as a Recruitment Advantage
In many markets, teachers now prioritise health insurance even before salary. This is especially true in regions where local healthcare systems vary widely in quality.
With 70% of new international schools opening in Asia-Pacific last year, competition is intense – particularly for teachers in high-demand subject areas.
“Schools need to differentiate themselves, not just through academics, but through wellbeing and benefits,” Pierre explains.
Strong benefits protect a school’s reputation, support retention, and help teachers feel secure enough to stay long-term.
The Budget Question: What’s Realistic?
Most international schools now spend 2–4% of their annual budget on medical insurance, an amount that continues to rise.
Pierre warns against simply “absorbing increases” each year. Instead, he argues that schools need a three- to five-year plan that anticipates medical inflation and builds in long-term solutions.
Data-Driven Strategy: The Sustainable Path Forward
Pacific Prime analyses hundreds of data points for each school, claims history, demographics, utilisation patterns, and more.
Through this approach, long-term claims analysis helps schools understand:
- Which treatments are most common
- Whether staff are using high-cost facilities unnecessarily
- What chronic conditions are emerging
- Where preventative measures could reduce long-term claims
Benchmarking adds another layer of insight, allowing schools to compare their plan against similar institutions. Consequently, decision-making becomes clearer and more strategic.
Flexible Benefits: Personalised and Cost-Efficient
Flexible benefits are gaining momentum in major hubs like the US, Hong Kong, Singapore, and the UAE.
Instead of offering one uniform package, schools can give educators choice – selecting from health, dental, or wellness options based on their personal circumstances.
This approach has been seen to increase satisfaction amongst staff, reduce wasted spend and improves return on investment.
“As costs rise, doing nothing is what’s truly disruptive,” Pierre says. “The status quo isn’t sustainable.”
Mental Health: Now a Non-Negotiable
International school teachers face unique pressures, relocation, cultural adaptation, and diverse student needs.
“Mental health is no longer optional,” Pierre states. “Expectations have permanently changed.”
As a result, forward-thinking schools now include:
- Counselling services
- Employee assistance programmes (EAPs)
- Mental health and wellbeing resources
These supports improve morale, retention, and overall school culture.
Why Long-Term Thinking Matters
Too many schools still approach health insurance as a yearly crisis. Therefore, Pierre argues for a more strategic horizon.
“Look at it over three to five years. Medical inflation isn’t stopping, but neither is progress. Plan for both.”
Long-term planning enables schools to:
- Spot trends early
- Invest in preventative care
- Adjust plan design strategically
- Build sensible, predictable budgets
The Power of Partnership
Navigating international health insurance alone is risky and resource-intensive. Pierre advocates for strategic collaboration.
Pacific Prime’s partnership with chk Education reflects this approach – pairing recruitment expertise with benefits strategy to support schools holistically.
“These partnerships work when there’s genuine exchange,” Pierre says. “We can supply data, insights, and introductions that help schools make smarter decisions.”
What School Leaders Should Do Next
Pierre offers clear, actionable advice for schools looking to strengthen their approach:
1. Request your data. Don’t wait for renewal – ask for a 3–5 year claims breakdown now.
2. Benchmark your plan. Compare coverage and costs against similar schools.
3. Think long-term. Move away from annual firefighting and build a sustainable multi-year strategy.
4. Explore flexible benefits. Reduce waste and increase satisfaction by offering choice.
5. Prioritise prevention. Wellness programmes and mental health support pay off over time.
6. Work with specialists. The majority of schools do this for a reason—the stakes are too high to go it alone.
The Bottom Line
Health insurance for international schools is more complex, and more important, than ever. Rising costs and changing expectations can be daunting, yet they don’t have to be overwhelming.
With data-driven planning, preventative strategies, and the right partners, schools can deliver high-quality benefits while staying financially sustainable.
“The biggest misconception is that this process has to be scary,” Pierre says. “With a clear plan and strong understanding of your school’s needs, it becomes straightforward.”
For schools committed to excellence, wellbeing, and long-term stability, that’s welcome news.
Learn more about Pacific Prime’s partnership with chk and their work with international schools here.
If you’re exploring how employee benefits fit into your talent strategy or want support with international school recruitment, get in touch with chk Education.
