2023-12-19 07:50:59
Office notebook. At the time of compulsory annual negotiations (NAO) on remuneration, the view of HR managers tends to shift. When human resources departments do not have the sufficient budget to decide on significant salary increases, either because the company is in difficulty, or because the group’s strategy sets other priorities, or for any other reason , the first avenue studied is that of “other employee benefits”, like mutual insurance. However, do employees consider their mutual insurance as an element of remuneration?
The 15the barometer of foresight, published Tuesday December 19, provides some answers on the subject. It was carried out by the IFOP for the Technical Center for Provident Institutions (CTIP) with a thousand employees in September and as many employers in October.
Mutual insurance is well perceived as an advantage by employees. According to this study, 87% of those questioned believe that it is important to develop health prevention or welfare actions (disability, dependency, death) in their company. “The French perceive mutual insurance as a real, tangible advantage, a response to the priority issue of health. As part of our qualitative surveys, where purchasing power is a major concern, health spending stands out strongly”, remarks Frédéric Dabi, the general director of the IFOP. More than one in two employees (54%) do not pay up front for most health expenses thanks to their mutual insurance.
The salary is the salary
The financial resource represented by these systems goes beyond the employee. The CTIP study reveals that 43% of employees surveyed use company complementary health insurance (mutual) to cover another person (spouse, beneficiary).
For their part, employers see mutual insurance as an attractive factor. They have often increased the levels of guarantees offered. Thus, 46% of the managers surveyed say they have a level of coverage that was negotiated by the company compared to 41% two years previously. And only 44% (compared to 47% in 2021) are satisfied with the minimum level provided for by law. “Employers perceive mutual insurance as an element of company enhancement”comments Mr. Dabi.
But employees do not, however, equate health prevention or welfare measures with remuneration. According to the CTIP study, only 16% of those questioned consider pension guarantees to be “a plus paid by the company”. Two thirds (64%) believe that it is above all “protection for yourself and your loved ones”. It’s for “improve health” that it is important to develop foresight in companies, they answer. The same goes for complementary health insurance. “Getting employees across that mutual insurance is a tangible element of remuneration seems insurmountable”, analyzes Mr. Dabi. The salary is the salary.
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