When an employee is confronted with a sick leave, managing your income can become a real concern. THE daily allowances paid by Social Security help, but often they do not cover the entire salary. This is where the salary supplement paid by the employer. This system makes it possible to preserve part of the income, based on different criteria such as seniority in the company and collective agreements. This article sheds light on the operation, conditions of access and calculation of this income supplement, and examines the issues linked to social protection.
The salary supplement system in the event of sick leave is essential for many workers. Any employee on leave can benefit from compensation which only covers a portion of their gross salary, hence the importance of employer support. THE Malakoff Humanis Group and the Mutual Harmony Group, for example, are major players in this field. Understanding how this supplement works, its conditions of application and its calculation allows you to anticipate and better manage a sick leave situation.
What is the salary supplement in the event of sick leave?
THE salary supplement in the event of sick leave constitutes additional financial assistance that the employer can provide. In general, when an employee is on leave, he receives daily allowances (IJSS) of Social Security. These only cover 50% of the gross daily salary, with a ceiling determined by legislation. The salary supplement aims to compensate for this loss, thus allowing the employee to maintain a decent standard of living during their leave.
Salary supplement eligibility conditions
To benefit from the salary supplement, several conditions must be met. First of all, the employee must have at least one year of seniority in the company at the time of their sick leave. This seniority condition is crucial because it guarantees a certain stability in employment. Then, the employee is required to transmit his judgment to the employer within 48 hours.
Another important factor is eligibility for daily allowances from Social Security. This implies being on sick leave due to illness, and not for other reasons. The location of the care received is also a criterion, since the employee must consult in France or in a member state of the European Economic Area. Home workers, intermittent, seasonal and temporary workers cannot benefit from this supplement.
The challenges of paying the salary supplement
The question of the amount and duration of the salary supplement is often a source of confusion. In fact, the amount varies depending on seniority, the duration of the stoppage as well as collective agreements. This means that there are notable disparities from one company to another. THE Malakoff Humanis Group and other private organizations can offer interesting solutions for companies wishing to simplify this process.
Here is a summary table which summarizes the length of service and the amounts of compensation:
| Length of service | Allowances (gross salary) | Maximum payment duration |
|---|---|---|
| From 1 to 5 years | 30 days at 90% and 30 days at 66.66% | 60 days |
| From 6 to 10 years old | 40 days at 90% and 40 days at 66.66% | 80 days |
| From 11 to 15 years old | 50 days at 90% and 50 days at 66.66% | 100 days |
| From 16 to 20 years old | 60 days at 90% and 60 days at 66.66% | 120 days |
| From 21 to 25 years old | 30 days at 70% and 70 days at 66.66% | 140 days |
| From 26 to 30 years old | 80 days at 90% and 80 days at 66.66% | 160 days |
| 31 years and over | 90 days at 90% and 90 days at 66.66% | 180 days |
Calculating the additional salary during sick leave
The calculation of salary supplement on sick leave is based on several elements. Let’s take the example of an employee with 7 years of seniority and a gross salary of €3,000 per month, who must take one month off due to illness. THE daily allowances will represent €1,500 (50% of €3,000). On the employer’s side, the latter must guarantee 90% of the gross salary for the first 40 days, i.e. €2,700. Thus, the supplement that the employer must pay will be €1,200.
Details of compensation payment
The question of payment of compensation is also fundamental. There is a waiting period for payment of the salary supplement. For a non-occupational illness, this period is 7 days, while it is 0 days for an occupational illness or a work accident. Payment therefore begins on the 8th day of sick leave for non-occupational illnesses.
To illustrate, if an employee takes time off work from January 1 for a non-occupational illness, the additional salary will be paid from January 8, respecting the waiting period. This is an essential point so as not to be caught off guard when it comes to financing during sick leave.
Terms of payment of the salary supplement
Payment terms are an aspect that should not be overlooked. Two options are available to the employer: he can choose to pay the salary supplement and let Social Security pay the IJSS, or the employer can pay both, namely the supplement and the IJSS, while having the IJSS reimbursed by Social Security – what is called salary subrogation. This decision may include practical considerations for the business and the management of its budgets.
The implications of additional salary in the event of sick leave
Have a salary supplement as part of a sick leave is an asset on several levels. This not only represents financial security for the employee, but also a loyalty issue for the employer. Companies that provide a good level of social protection to their employees foster a climate of trust and loyalty, which can lead to increased employee engagement.
Benefits for the employer
Providing additional income for sick leave allows the company to reposition itself as a responsible employer. Employees feel better protected, knowing that they will have a minimum of financial resources, even in the event of illness. This can, therefore, improve the company’s image and facilitate wage setting by attracting potentially qualified candidates.
Resources and support available
Groups like the Malakoff Humanis Group offer advice and solutions adapted to companies in terms of social protection. Likewise, online tools allow companies to manage administrative aspects related to sick leave more effectively. Furthermore, platforms such as The Recruitment Corner specialize in providing information on employee rights, which can be valuable to any business.
Challenges and future prospects
Managing sick leave and paying salary supplements are not without challenges. Businesses must navigate a constantly evolving legal framework while taking into account economic necessities. Structures like the Mutual Harmony Group play a crucial role, providing advice and avenues for reflection to develop appropriate strategies.
The evolution of legislation and collective agreements could also introduce new issues, such as the sustainability of existing systems or the consideration of other aspects of occupational health. THE salary supplement could then become an even more central subject in the debate around social security and workers’ rights.