Syntec CCN changes: what are the consequences for your mutual insurance company?

The social partners of the Syntec collective bargaining agreement(IDCC 1486) signed a branch agreement on February 14, 2025, ratifying major changes to the supplementary health insurance scheme for companies in the branch. These changes will come into force on January 1, 2026.

The aim of this reform of the Syntec health scheme is to guarantee a level of cover that is consistent with the needs of the working population, and to preserve the scheme's economic equilibrium. It also offers an alternative to the scheme's historical contribution structure.

Companies need to start preparing for compliance now.

Who is affected by this agreement in 2026?

• Companies that have taken out a "conventional" offer with a recommended organization are directly affected by these changes.
• Other companies in the Syntec branch, even if they have not signed up to a conventional offer, will have to ensure that their company mutual insurance scheme complies with the new minimum cover levels set out in the agreement.

What changes will the Syntec agreement bring to company mutual insurance in 2026?

Companies can now choose between two different contribution structures:

• The historical "employee + children mandatory / spouse optional" structure
• The new "single/family" structure: any employee with at least one beneficiary is affiliated to the "family" rate.

The company's choice will apply to all employees.

Who are the beneficiaries?

The employee's children are considered dependents when they are :

• Under 18 years of age and registered with Social Security via the insured, his/her spouse or personally
• Up to age 26 :
  • Still studying and dependent on the insured for tax purposes
  • In alternation
• Recognized as a disabled worker, no age limit

Spouse is defined as :

• Employee's spouse
• PACS partner
• The cohabiting partner, living in a marital relationship for at least 2 years, or for any length of time if a child is born of the union.

Health insurance coverage for companies covered by the Syntec collective bargaining agreement in 2026

Planned improvements :

Some benefits have been improved, while for others the minimum levels have been lowered. Some compulsory basic plan benefits have been improvedfor optics:

• Improved management of refractive surgery
• Warranty changes for certain lenses, frames and optical equipment

The agreement also covers the cost of psychology sessions under the "Mon Psy" scheme.

Other marginal improvements concern optional plans, or incorporate changes to the 100% health plan.

Reductions in certain warranties :

At the same time, some warranties have been reduced:

• Dental: lower annual ceiling for dental prostheses
• Alternative medicine: no longer covering balanced diet and dietary products
• Reduction in certain optical and dental coverages
• Reductions on optional plans (hospitalization, contact lenses, etc.)

The aim of these changes, which are in line with rider no. 7, which recently raised the tariffs for conventional schemes, is to reduce the deficit of the branch scheme, and also to compensate for the many cost transfers from the French social security system.

Social action modernized by branch policy

Within the framework of a recommendation, the social partners have naturally introduced a high degree of solidarity (HDS).Rider no. 8 sets out the terms and conditions, in particular determining the actions that can be financed, the obligations associated with this HDS, and the conditions of its financing.

Collective prevention actions, including :

• Promoting sporting activities
• Improving work-life balance, for a better quality of life at work (QWL)
• Inclusion and access to healthcare for the most vulnerable and people with disabilities

Means-tested individual assistance, such as :

• Partial coverage of health insurance premiums for employees and dependents in vulnerable situations
• Helping to finance sports activities
• Help for certain alternative medicines

These initiatives will be proposed by recommended insurers, who will be required to submit a detailed offer. Non-recommended companies will continue to be required to implement a social action policy. Accordingly, 2% of total contributions are allocated to social action, as follows:

• For companies subscribing to a recommended scheme: this 2% is deducted directly and paid into a mutualized social action fund reserved exclusively for employees covered by the scheme.
• For companies that have subscribed to a non-registered plan: this financing remains compulsory and must directly finance the benefits provided, via the insurer's social fund.

I haven't taken out a conventional offer. What are my obligations?

Each company is free to subscribe to a plan with the insurer of its choice, whether recommended or not. Where the plan set up is not the conventional plan, the company must respect the principle of favorability.

This rule requires that the provisions put in place in the company are equivalent to or more favorable than the provisions of the collective bargaining agreement.

Enhanced warranties to take into account

In order to comply with the minimum requirements, the guarantees improved by the branch will have to be verified in the scheme set up by the company as of January 1, 2026.

As with any change in guarantees, social dialogue must be respected, with information and consultation of the CSE and information of employees via a communication campaign.

A reduction in conventional benefits is not necessarily reflected in the contract.

Should the contribution structure be modified?

The "compulsory single/family" structure is presented as an alternative to the initial structure. Companies in the conventional scheme will have to choose between the two, depending on their social policy and their own demographics.

Changing the contribution structure is therefore not an obligation for companies in the sector, but this rider could provide an opportunity to assess whether a change would be strategic and could benefit the majority.

While the amendment of February 14, 2025 marks a major change in the Syntec branch's collective bargaining scheme, it does not require a systematic review of plans taken out outside the recommended offer.

However, it is in the company's interest to receive support in checking the conformity of their scheme, studying the opportunity of upgrading cover and considering the relevance of a new contribution structure.
In this context, the role of the consulting broker is vital in securing the approach, advising on the calibration of the scheme and anticipating the social, technical and financial impacts of any change.

FAQ : Change of "mutual" for companies covered by the CCN Syntec in 2026

Who should implement the Syntec 2026 healthcare reform?

All companies covered by the Syntec agreement (IDCC 1486), even if they have not subscribed to a "conventional" offer, and all companies that have subscribed to a "conventional" offer from a recommended organization, are concerned.

Do I have to change my health coverage if I'm not on the recommended plan?

Yes, if your benefits are below the new minimum.

Can I keep my current contribution structure?

Yes, you can now choose between the two contribution structures.