Mandatory company health insurance: what the ANI law says
- Since the law of 14 June 2013 arising from the ANI, every private-sector employer must offer group supplementary health insurance to its employees.
- The employer funds at least 50% of the contribution; the rest is borne by the employee.
- The contract must cover a minimum benefits package (co-payment, daily hospital charge, dental, optical) set by decree.
- Some employees can request an exemption from joining in cases provided for by the legislation.
Mandatory company health insurance is a reality for all private-sector employers. Since the national interprofessional agreement (ANI) was transposed into law, offering group supplementary health insurance is no longer an optional benefit but an obligation. Here is what the legislation provides, with no grey areas.
This guide is informative and does not replace personalised legal or insurance advice. For your specific situation, consult a professional and the official texts.
The origin: the ANI law
The National Interprofessional Agreement was transposed into law no. 2013-504 of 14 June 2013 on securing employment. It generalised supplementary health insurance across all private-sector companies, with effective application on 1 January 2016.
In practice, every private employer must offer its employees group health cover, regardless of the company’s headcount.
The employer contribution: 50% minimum
Funding the contribution is shared: the employer covers at least 50%, with the employee bearing at most the other half. This rule is a floor: an employer can decide to fund more, notably through a company or sector agreement.
This contribution represents a cost to factor into payroll management, but also a lever for attractiveness in recruiting and retaining staff.
The minimum benefits package
The contract cannot be limited to symbolic cover. It must guarantee a minimum base, called the benefits package (panier de soins), specified by decree no. 2014-1025 of 8 September 2014. This base notably includes:
- reimbursement of the co-payment (ticket modérateur);
- coverage of the daily hospital charge;
- minimum guarantees for dental care;
- minimum guarantees for optical care.
The employer remains free to offer higher guarantees, but never lower than this minimum.
Cases of exemption
Employee membership is in principle mandatory, but the legislation provides for cases of exemption. An employee already covered elsewhere, on a short contract or in certain particular situations may, under conditions, request not to join. These exemptions must be justified and regulated, failing which the company exposes itself to a risk.
Choosing the right group contract
Beyond the obligation, the quality of the contract matters: level of guarantees, care network, associated services and the guarantee-to-contribution ratio. Our comparison of the best company health insurance helps assess these criteria for a contract that is both compliant and genuinely protective.
Supplementary health insurance is, moreover, only one aspect of protecting the company: professional liability is another. Our guide to the best professional liability insurance usefully complements this thinking.
For the exact detail of the obligations and exemptions, refer to the official texts (legifrance.gouv.fr, service-public.fr) and to a qualified adviser.
Frequently asked questions
Is company health insurance really mandatory?
Yes, for all private-sector employers since 1 January 2016, under the law of 14 June 2013 (ANI). The employer must offer group supplementary health insurance covering at least the minimum benefits package.
What share must the employer fund?
The employer covers at least 50% of the supplementary health insurance contribution for each employee. The employee bears at most the remaining 50%.
Can an employee refuse company health insurance?
In certain cases provided for by the legislation (cover already obtained elsewhere, short contract, etc.), an employee can request an exemption from joining. These situations are regulated and must be justified.