Mutual health insurance: How to choose for your employees?

By Rebecca

Mutual health insurance: The coronavirus reminds us how important basic health is for everyone. Since the implementation of the ANI legislation on January 1, 2016, businesses have been required to provide mutual health insurance to their workers. The impression of present danger pushes employers to evaluate their contracts in order to account for employee worry and to give greater levels of reimbursement than in the past that are tailored to their actual requirements.

Mutual health insurance: how does it work?

Mutual health insurance is often seen to be particularly valuable for treatment such as the dentist or glasses. It is important to understand that the functioning of a joint business is much larger since it encompasses, in particular, the hospital. The durations of hospitalisation associated with the coronavirus, which are sometimes close to three weeks, serve as a reminder that having mutual insurance may be quite beneficial for workers since the rest to be paid for is often costly. Mutual health insurance, which acts in addition to the fundamental guarantees of Social Protection Health Insurance, may be particularly appreciated at this time and thereby provides security for your staff.

If we often look at the degree of reimbursement to select which mutual to pick, it is not the only factor to consider since it is also vital to look at the connected services such as third-party payment, which enables the employee to avoid paying pharmacy expenses, for example. Employees value other services provided by mutuals, including as tariff analyses, coverage simulations, and even guidance. In any case, you will undoubtedly have to revisit your company mutual this year because your employees are likely to be much more attentive to it this time because they have had to take a close interest in it because they -themselves or their relatives – have been confronted with the disease and its consequences in order to pay for treatment.

A balance to be found between reimbursements and benefits

The easiest way to locate the correct corporate mutual insurance firm is to ask your workers, who can give you a solid idea of the maximum desirable rate and the roles they especially want to see covered by the mutual health insurance. They will have individuals around them who will discuss their chances of having a successful mutual and will provide you with their evaluation standards. It should be noted that each mutual health insurance policy covers a distinct set of activities and treatments. The greater the degree of assurances, the larger the monthly contribution will be logically. It must be as appropriate as feasible for each scenario, and it is still possible to enable subscription to specific extra supplements, but you must choose which one to give as the basic one. Take into mind your budget as well, since half of the donation is still your duty. However, you must have the same coverage for each group of employees. It is not about creating inequalities. If you are unsure about which basic to use, keep in mind that your professional branch may have intended to label it for certain contracts.

Many variables influence the total price, such as the number of workers, activity, or average age in your organisation, so it is not only reliant on the benefits you want to take.

The main thing: check the offer

The first good instinct to have when selecting business mutual insurance is to not base your decision simply on its cost. As you may have guessed, the lower the price, the less coverage it provides. Looking at the amount of hospital care reimbursements is a priority for the time being, if only to reassure staff. Other expenditures to consider are those associated with ophthalmology and dentistry, which are still among the most often mentioned by workers, especially if your firm is situated in a distant region where the first expert is likely to surpass typical prices. Other factors to consider include the expenses of accompanying services such as physiotherapy and osteopathy, but reimbursement timeframes must also be addressed since they often put patients who are hesitant to seek treatment due to financial constraints in difficulties. If workers have children, they will be more alert to diseases and accidents connected to their age, which often need trips to experts (otolaryngologists, paediatricians, etc.), which sometimes turn out to be overpriced.

The portability of company mutual insurance

This is frequently overlooked by business leaders because it allows employees to continue to benefit from company mutual insurance at the end of the employment contract if certain criteria are met, such as not having been dismissed for serious misconduct, being eligible for unemployment insurance, or having been employed for at least one month. Employees are nevertheless aware of it, particularly if you give a fixed-term contract or utilise seasonal or temporary workers, work under precarious contracts, or apprenticeship or professionalisation contracts. It also applies to those who left for “legitimate” reasons. However, your workers may continue to profit from it and so continue to benefit from the company’s favourable contract even after they retire. They must, of course, pay the employer’s contribution. The employee is automatically portable under a business mutual, but the employer must notify the insurer of the end of the employment contract and indicate the preservation of the guarantees in the employment certificate. Employees sometimes pay special attention to it since it also covers beneficiaries. It should be emphasised that the rights are terminated at the restart of a salaried activity, and that mobility is restricted to 12 months.

By Rebecca
Rebecca is an Independent content writer for breldigital, She writes content on any given topic. She loves to write a case study article or reviews on a brand, Be it any topic, she nails it
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