Snapshot
A fast-moving marine team needed benefits that worked across sites, shifts, and hospitals.
Aries Marine runs a mixed workforce across Sharjah operations, Dubai project sites, offshore support, finance, HR, and technical services. Their group medical policy was active, but day-to-day usage still depended on HR interpreting benefits, chasing approvals, and explaining network rules.
The problem was not only insurance cost. It was the operational drag around Daman benefit clarity, Nextcare pre-authorisations, reimbursement documents, CD account visibility, and wellness engagement for employees working different shifts.
Leadership wanted a pilot that could prove value before renewal: route claims correctly, help employees use covered care, and give HR a single operating view. That pilot is now live, and renewal results will be reported when the numbers exist.
The goal is simple: keep the group medical policy compliant and useful, while taking routine benefits work out of HR's inbox.
What AmzoCare runs in the pilot
AED cost clarity
Renewal options are normalised across Daman benefits, Nextcare access, CD float, and exclusions so finance can compare true annual cost.
Claims routing
Cashless requests, reimbursement documents, CCN references, and rejection follow-ups move through one guided TPA workflow.
Care access
Employees get e-card help, multilingual medical guidance, teleconsults, and network direction without chasing HR.
HR outcomes
Monthly endorsement lists, dependents, Emirates ID checks, and benefit queries are trackable instead of living in scattered chats.
Pilot workflow
Map the UAE policy reality
AmzoCare reviews Daman plan design, Nextcare routing, Sharjah and Dubai hospital usage, CD balance exposure, and claims history.
Clean the workforce file
The HR roster is rebuilt around Emirates ID, visa status, grade, dependents, and network tier so endorsements can move without rework.
Launch guided member support
Employees are guided to e-cards, multilingual care navigation, teleconsults, wellness nudges, and reimbursement document checklists.
What HR, finance, and employees get
Renewal options normalised across premium, CD float, benefits, and exclusions so finance can compare true annual cost in AED- Cashless requests and reimbursement documents move through one guided workflow, with status visible to HR and the employee at every step
- Covered members use e-cards, wellness content, and care chat instead of routing every question through HR
- HR involvement narrows to policy exceptions, approvals, and workforce changes
