Supplementary health insurance is an often-neglected aspect of pay slips, with employers required to cover at least 50% of costs. While contributions typically rise annually, many companies offer more generous coverage. Employees benefit financially, with potential savings on premiums, while employers can enhance their appeal without significantly increasing salaries. Some firms provide family-inclusive rates or higher reimbursement options, emphasizing the need for employees to understand their health coverage choices.
Understanding Supplementary Health Insurance Benefits
One often overlooked detail on pay slips is supplementary health insurance. Employers are mandated to cover at least 50% of its cost, but many companies go above and beyond this minimum requirement. Below, we explore the various advantages that employees may receive from their employer regarding this essential coverage.
Financial Implications of Supplementary Health Insurance
Supplementary health insurance comes with its own set of costs, and contributions for this insurance—which helps reimburse expenses not covered by Social Security—tend to rise annually. Projections for 2025 indicate increases between 4.5% and 9.5%, depending on the insurance contracts selected.
Employees generally have to enroll in the supplementary health insurance plan chosen by their employer, but they benefit from the employer’s contribution of at least half of the premium. Some companies even offer more generous coverage options, with instances of 75% or 100% employer contributions being highlighted in job postings.
The Social Benefits of Comprehensive Coverage
According to Catherine Colombie, a partner specializing in social protection at Spartes, “Employers are required to cover at least 50% of supplementary health insurance under current regulations. However, certain collective agreements may demand higher contributions. Offering 100% coverage is a discretionary choice for companies, enhancing their attractiveness and bolstering their employer brand.”
While full coverage remains uncommon, it is increasingly adopted in industries like IT and engineering consulting. Maeva Courtois, co-founder of the neobank Helios, emphasizes the importance of equitable benefits across different employee experience levels, stating, “Our goal was to establish a social policy that supports all employees, ensuring that no one is left to manage their insurance alone.”
Significant Savings for Employees
For employees at Helios, this comprehensive health insurance coverage translates into monthly savings of approximately 35 euros, totaling around 420 euros annually for an individual. Additionally, the insurance for their children is also fully covered, while the cost for spouses, who can be added as dependents, typically falls on the employee.
It’s important to consider that for employers, offering 100% coverage can yield significant benefits as well. “Instead of raising salaries—which can have substantial fiscal implications—companies can enhance their supplementary health insurance contributions. This not only makes the workplace more attractive but also serves as a strategic financial tool,” Catherine Colombie points out.
Exploring Additional Options
Employers may also provide supplementary health insurance plans that offer higher reimbursement levels. At Helios, they selected a contract aimed at delivering peace of mind through level 2 protection, which, while more expensive, ensures better coverage for specialized consultations, especially in regions like Île-de-France where costs can be higher.
Catherine Colombie notes that some companies opt to cover part of the contributions for spouses as well. “When a company funds 100% of the supplementary health insurance, it usually applies solely to the employee. However, some choose a family-inclusive rate, covering 50% of the total contributions for the entire household. The decision hinges on the company’s social policy, as younger workplaces might find total coverage more beneficial for their employees.”
In rare cases, some companies adopt a model where supplementary health insurance contributions are based on employee salaries rather than a fixed monthly ceiling, with higher earners contributing more. This model, though historically used in certain sectors like pharmaceuticals, remains relatively uncommon.
Understanding the distinctions between mutual insurance, insurance, and provident institutions is crucial for employees to make informed decisions regarding their health coverage.