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While American workers may immediately think of health care coverage or retirement plans as typical employee benefits, international employers must tailor benefits and perks to employees with diverse cultural expectations and meet local requirements. In some countries or areas, employees enjoy certain benefits focused on supporting local traditions, raising the standard of living, or rewarding long service, as explored by Mercer’s 2012 Worldwide Benefit & Employment Guidelines. Here are seven intriguing benefit practices from around the world, compiled by Mercer. [Images: Thinkstock]

By shifting employee assistance programs from addressing mental problems to improving mental and overall health, companies can remove much of the illness stigma and increase utilization.

The Temkin Group claims that companies in which HR makes an effort toward customer experience greatly outperform their competitors.

Majority of patients say cost is the biggest problem facing U.S. health care.

A Wells Fargo Insurance survey finds that the cost of claims in employer-sponsored health plans will grow by high single digits next year.

“Business opportunities come from getting to know new people and their interests, and this takes time.” This was a common response from 82 insurance executives participating in a new Inter-Company Marketing Group survey.

The passing of a worker is a traumatic time, and employers need to be prepared to deal with benefits, notifications and grief counseling.

The contrasting factors of those keeping active longer and those who might not have been active enough are leading to a surge of knee replacement surgeries, and it’s getting expensive.

Fidelity Investments reports that, where previously stock assets were targeted for paying bills and debt, more and more stock participants plan to use that eventual revenue for retirement.

The Labor Department’s efforts to bring transparency to the nation’s 50 million 401(k) accounts have been largely met with shrugs and snores from plan providers and participants.