French Healthcare System Explained for Employers: What You Need to Know When Relocating International Talent

As an employer or relocation stakeholder, there are a few reasons why you should familiarise yourself with the French healthcare system. These reasons include legal compliance, prevention of coverage gaps, faster visa approvals and smoother onboarding for the relocated individuals. Generally, understanding the healthcare system is essential to protecting both international talent and the company (employer or relocation partner).

In today’s post, we will cover the French healthcare system and the responsibilities of employers when it comes to relocating overseas talent to France.

Overview of the French Healthcare System

The French healthcare system is one of the best in the world. But it’s incredibly complex as well – we definitely can’t cover everything in a short overview. However, you don’t need to know everything; here are a few, very critical things to capture as an employer relocating talent from another country:

Like many countries, healthcare in France has a combination of both public and private healthcare. The public system is managed by Assurance Maladie. It is quite effective and covers most medical costs. However, in cases where it doesn’t, private insurance serves as a complementary – fills in the gaps.

Key Features of the System

• Universal coverage – everyone (all employees) is entitled to healthcare.
• Reimbursement model – individuals pay upfront and then get reimbursed (around 70% to 80%)
• Assurance Maladie – the public healthcare system covers the majority of healthcare costs. But employers are legally required to provide complementary coverage where there are gaps.

3 Important Things Employers Need to Know When Relocating International Talent

Health Coverage is a Must-Have for Everyone in France

A valid health insurance is a must-have for everyone in France, and that includes relocated employees. So, employers need to provide health coverage for their employees from day one, even before the public coverage kicks in. This is where the complementary coverage comes in (filling in the gaps).

As mentioned earlier, complementary coverage is the duty of the employer. And it is important to facilitate it as it prevents any delays (visa approvals) and minimises compliance risks.

Valid Health Coverage is Required for Visa Approval

A valid health insurance is not just a nice-to-have for relocating employees. It is a requirement for many visa types.

And since it is a requirement for visa approval, international employees can’t be legal residents in France without valid coverage. So, any gaps in coverage could result in visa delays, fines and serious complications for both the employee and the company.

Healthcare is Part of Employee Onboarding

Last but not least, the healthcare setup is part of helping new employees settle in quickly. Employers play an important role in ensuring relocated talent gets the coverage they need. Mostly, they are required to guide (and provide other forms of support) when it comes to registration with Assurance Maladie and any other complementary insurance.

The French healthcare system can be challenging to understand, especially for new-to-the-country individuals. So, the resources and guides should be clear and easy to follow to avoid any confusion.

Conclusion

Based on the evidence, healthcare is a critical part of successful international relocation to France. Employers (and relocation stakeholders) play the most important role in ensuring valid coverage for the relocating individuals. That’s why it is advisable to have healthcare as an integral part of the onboarding process.

Understanding the French healthcare system isn’t optional. It is a key part of ensuring any international talent relocation is a success.

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