The rapidly evolving nature of the employee benefits (EB) landscape in the Middle East and North Africa (MENA) region presents both challenges and opportunities for multinationals planning their EB strategies. Our latest claims data reveals health trends in this vast, diverse region – such as rising rates of chronic diseases and mental health issues – that employers need to address in order to plan effective EB programmes.

In this month’s Viewpoint, we look at the regional trends, with a special focus on the Gulf, where experts are highlighting growing employee demand for wellbeing benefits.

As we settle into 2025, these are the key trends emerging in the MENA region that multinational employers should be aware of...

Mental health paid claim spending in the MENA region has also grown sharply (127%), according to our data. At the same time, we recorded growth in palpitations (over 35%) and cardiac signs and symptoms (nearly 45%). Mental health is generally underrepresented throughout our claims data, and a portion of cardiac signs and symptoms claims might be linked to stress and mental health issues.⁵

Given that private health insurance in many markets often offers limited or no coverage for mental health, we believe employees might be seeking treatment for the physical symptoms, rather than the underlying cause. This could then trigger a series of expensive diagnostic tests and investigations, leading to substantial costs.

What could be driving an increase in mental health claims in this region? The MENA region is currently experiencing an above global average medical trend rate (15.5%),⁶ high general inflation and currency volatility – all of which can contribute to economic anxiety. Research suggests financial concerns, coupled with long healthcare appointment waiting times, are also among leading worries for MENA employees.⁷

In recent years, we have observed slight increase in mental health claims in our data – and even documented the emergence of mental health claims for the first time in certain markets known for their traditionally reserved stance on such matters. This trend suggests a potential shift in attitudes towards mental health – which we can be seen as a positive development.

Our 2024 whitepaper, How do industry, culture and gender affect employee health? Insights from MAXIS claims data, highlighted how the MENA region has a higher rate of endocrine, nutritional and metabolic disease costs than any other in our claims data.

One in four people in the Middle East are already affected by metabolic syndrome (a combination of medical disorders that together increase the risk of developing diabetes and cardiovascular disease).⁸ The prevalence of diabetes in this region is also projected to keep rising.

Why are rates of metabolic and endocrine diseases concentrated so highly in the MENA region? Focusing on the Gulf can shed some light on factors contributing to preventable disease such as type 2 diabetes. Its prevalence in the Gulf has been linked to obesity, physical inactivity (particularly among women and elderly people), rapidly urbanising environments, higher calorie diets linked to economic growth, increased life expectancy and genetic susceptibility.⁹

High rates of expat labour contribute to the rich diversity of the MENA region. But this migration trend is also important for multinationals to consider when they analyse why certain chronic health issues may be dominating their claims spending. In parts of the Middle East, such as the Gulf, a large South Asian expat workforce is one potential factor in diabetes claims trends. Diabetes is a leading disease in South Asian countries and expat communities.¹⁰

Employee wellbeing is not only affected by benefits – workplace policies and company culture are clearly having an impact, too. While many employees have grown accustomed to hybrid and remote working models, there has been a recent push for a return to onsite working around the world. However, moves to call time on remote working may be unpopular among employees in Europe, Middle East and Africa, where statistics suggest desire for remote working roles remains high.