Bpifrance renews group health cover from January 2027

Employees of Bpifrance, Bpifrance Assurance Export and Bpifrance Courtage keep a group health-costs regimeLegifrance from 1 January 2027Legifrance under a new five-year accord renewing the scheme that expires on 31 December 2026Legifrance. Signed at Maisons-Alfort on 1 October 2026 with the unionsLegifrance CFDT Banques et Sociétés Financières d'Ile de France, CGT, FO, SNB/CFE-CGC and UNSA, the accord keeps a compulsory base scheme plus a voluntary top-up, both on a single family contributionLegifrance. It takes effect on signatureLegifrance, replacing the accord of 16 September 2022 from that dateLegifrance, while the new guarantees and contribution scale start on 1 January 2027Legifrance.

The base scheme stays compulsory for all current and future employees and their dependantsLegifrance — spouse, PACS or cohabiting partner, dependent ascendants, children counted in the household for tax purposes including students and first-time jobseekers to age 28, children receiving court-ordered maintenance and children with disabilities. Membership follows from the unions' signature, so employees cannot refuse the payroll deduction of their share. The optional top-up is open at hiring and on the first day of each quarter on one month's notice; dependants join it only if the employee holds both covers. Leaving the top-up needs twelve months' membership first, and rejoining after exit carries a twelve-month wait.

Funding is a single family contribution of 3.478% of the monthly Sécurité sociale ceilingLegifrance, split 85% employer and 15% employeeLegifranceLegifrance — about 139.29 euros a month at the 2026 ceiling of 4,005 euros, roughly 118.40 euros employer and 20.89 euros employee. The optional guarantee costs 1.74% of the ceilingLegifrance, paid entirely by the employee, or about 69.69 euros a month at the 2026 ceiling. Future base-scheme increases keep the 85/15 split, and any increase above 5% triggers negotiation of an avenant; the joint commission may instead propose adjusting guarantees, but only by avenant. The insurer choice must be re-examined within five years of subscription under article L. 912-2 of the Code de la sécurité sociale.

Cover continues during any contract suspension with full or partial salary maintenance, company-co-funded daily allowances or employer-paid replacement income; otherwise guarantees pause unless the employee pays the full contribution to the insurer. Birth-related and caregiver leaves — congé proche aidant, congé de solidarité familiale and congé de présence parentale — keep cover with the employer share for up to seven months even unpaid, provided the member pays the full contribution. On departure, portability runs up to twelve months for employees joining the unemployment scheme, and the Loi Évin article 4 route keeps cover for former employees on disability pensions, the dismissed, retirees and surviving dependants for at least twelve months, on request within six months at the beneficiary's cost.

Standard exemptions apply on written request within thirty days of hiring — short contracts, part-timers whose contribution would reach 10% of gross pay, Complémentaire santé solidaire or individual-cover holders, and staff already covered elsewhere — and none can be imposed by the employer. A joint « Prévoyance Frais de santé » commission with two seats per union meets at least yearly to watch the scheme's finances. The accord is filed on TéléAccords with the DRIEETS, the competent Conseil de Prud'hommes and the national database. Legal basis: accord collectif Bpifrance relatif au régime complémentaire obligatoire et optionnel de remboursement de frais de santé, articles L. 911-1, L. 912-2, L. 911-8 and L. 861-3 du Code de la sécurité sociale, article 4 de la loi Évin du 31 décembre 1989.