Collective health insurance for companies

Collective health insurance can strengthen your HR policy, simplify access to supplementary cover for employees and coordinate LAMal, LAA and sick pay. Finwise helps you build a clear, useful solution.

What is it?

Supplementary health cover via the employer

A collective contract lets the company offer employees supplementary health insurance in a grouped framework that is often easier to manage.

Mandatory?

No, but valuable

Unlike LAA or LPP, collective health cover is not required by law. It becomes a competitive advantage to attract and retain talent.

Key point

Coordinate without creating overlaps

LAMal remains individual. The collective scheme supplements hospitalisation, dental or care cover and must stay consistent with LAA, IJM and HR policy.

Group health diagram

An HR benefit: group supplementary cover for staff.

  1. HR Scope and contributions Who pays, who is enrolled, family
  2. Core Group supplements Hospital, outpatient by policy
  3. Base Individual LAMal Still mandatory for everyone

Not a substitute for individual LAMal.

Why offer collective health insurance?

En Suisse, chaque collaborateur doit s’affilier individuellement à une assurance maladie de base (LAMal). En revanche, les complémentaires peuvent être organisées via l’employeur : hospitalisation, dentaire, médecines complémentaires, sport ou prévention.

A well-designed collective scheme clarifies the HR offer, makes enrolment easier and avoids each employee comparing hard-to-read benefits alone. Finwise helps define cover level, employer contribution and entry/exit rules.

Topic
What you decide
Impact
Cover levelHospitalisation, care, dental
Which benefits to offer, at what limit, and for which profiles (managers, families, all employees).
Premium, HR attractiveness and real use of benefits.
Employer contributionHR budget
Share paid by the company, employee share, possible grading by seniority or status.
Annual cost and how teams perceive the benefit.
AdmissionConditions
Health questionnaire, waiting periods, enrolment on joining, continuation after leaving the company.
Avoids unpleasant surprises for employer and employees.

Common pitfalls

A poorly calibrated collective scheme can be expensive without being used, or create expectations the contract does not cover.

OverlapsSome employees already have individual supplements that are unnecessary to duplicate.
LAA coordinationAccident and illness are not managed the same way depending on the hourly threshold and existing contracts.
HR communicationWithout a clear explanation, the collective benefit is underused.
Leaving the companyContinuation or conversion rules must be anticipated.

How Finwise builds the file

1Audit

We review your headcount, HR policy, existing people insurance contracts and retention goals.

2Scoping

We define useful benefits, budget and enrolment terms.

3Comparison

We compare several collective offers with readable benefits.

4Setup

We support internal communication, enrolment and follow-up.

We already have a collective contract: should we change it?

Not necessarily. We first check real use, limits, waiting periods, employer contribution and employee satisfaction. Only then do we recommend an adjustment, renegotiation or switch at renewal.

With Finwise

We connect collective health and employer obligations

Collective health cover is not isolated: it must link with LAA, sick pay and occupational pension. You get a single reading for your teams and budget.

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Coordinate your people insurance

Collective health cover fits into employee protection and the company’s social obligations.

Accident insurance Sick pay insurance Occupational pension Request an analysis

Analyse my collective health contract See sick pay insurance

Let’s talk about your needs

Tell us about your situation in a few lines. A Finwise adviser will contact you to clarify your options and compare suitable solutions.