Which health insurance plan should you choose for your international employees?

The question seems simple.

The answer is not.

At the first euro?

In addition to the CFE?

In addition to Social Security?

Or in addition to the local fund?

Four approaches, four logics, four consequences.

And none of them are perfect.

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The “1st euro” approach

Immediate coverage: medical expenses are reimbursed without going through a mandatory plan.

Benefits :

• Simplicity, speed, fluidity for the expatriate.

• Possible extension to family members, even if they already have local coverage.

• Example: a child studying in a third country may be covered.

Disadvantages:

• Prices are sometimes very high depending on the country/area.

• Importance of carefully analyzing the contract (ceilings, exclusions, deductibles).

• Provide for a minimum maintenance of the right to return to France.

• Particular attention to pension provision (disability, death) and retirement contributions.

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The “complementary to the CFE” approach

One foot in France, one foot abroad.

Benefits :

• Maintain basic coverage with a Vitale card (ideal for care in France)

• Validation of retirement quarters.

• Easy return after expatriation

• Possibility of redemption of points for the accompanying spouse.

Disadvantages:

• Dual management (CFE + insurer).

• Longer repayment times.

• Obligation to enroll all family members for coverage to work.

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The “in addition to Social Security (detachment)” approach

Benefits :

• French regulatory coverage retained.

• Consistency with the seconded status.

Disadvantages:

• Limited solution (suitable for detached workers)

  
  

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The “complementary to the local fund” approach

Benefits :

• Good integration into the local system.

• Contributions aligned with the market.

• Sometimes mandatory according to legislation.

Disadvantages:

• Reimbursement level varies greatly depending on the country.

• Risk of insufficient coverage in the event of major treatment.

• No rights maintained in France (except specific measures).

  
  

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So which formula is best?

That's not a good question.

The real question is which formula is right for your business and your employees.

And this is only a superficial analysis.

Each contract has its subtleties, its exclusions, its hidden obligations... which must be analyzed in detail.

This is precisely the role of the specialized broker:

• Study the texts,

• Compare guarantees,

• Identify blind spots,

• Adapt the solution to the profile of each employee and the company's HR challenges.

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Conclusion

Each approach has its strengths.

Each approach has its constraints.

At Munkam, we go beyond generic comparisons: we analyze, dissect and build tailor-made solutions.

International mobility must remain an opportunity.

Not a risk.