Personal insurance
When an employee is off work through accident or illness, well-coordinated cover protects their income, contains your costs and prevents you paying twice for the same risk.
Two minutes is all it takes: tell us who you are and what needs covering. We come back with compared quotes.
The essentials
Personal insurance brings together the covers that protect your employees’ income: compulsory accident insurance, its supplementary extensions and daily allowances in the event of illness. When an employee stops working, two questions arise at once: who pays their salary, and how long can your business absorb that cost?
The LAA is compulsory for every employer in Switzerland. It covers occupational accidents and occupational illnesses for every employee; from eight hours of work per week, non-occupational accidents are covered too. The daily allowance amounts to 80% of the insured salary, up to a maximum set by ordinance.
Illness, however, is not covered by the LAA. Without daily sickness benefits insurance, the employer pays the salary out of its own funds for a period limited by employment law. Our role: building a coherent whole, LAA, supplementary cover, daily allowances, coordinated with pension provision, with no gaps and no duplication.
What this insurance covers
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Occupational accidents (LAA)
The compulsory foundation: treatment costs, daily allowance and pensions in the event of an occupational accident or illness, for every employee from the first day of work.
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Non-occupational accidents
Covered by the LAA from eight hours of work per week with the same employer; below that threshold, the risk falls to the employee’s own health insurance.
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Supplementary LAA cover
Insures the portion of salary above the legal maximum, improves benefits and gives access to private or semi-private hospital wards.
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Daily sickness benefits
Daily allowances replace the salary in the event of illness, after a waiting period chosen by the company and for a duration set in the contract.
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Benefits for executives and management
Enhanced cover for key roles: higher salaries better insured, lump sums in the event of disability or death, greater hospital comfort.
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Coordination with pension provision
Waiting periods and benefits are aligned with pillar 2, so that no period is left unprotected and no risk is insured twice.
Who it is for
- SMEs in every sector that employ staff, from the workshop to the office.
- Construction and manual trades businesses, where accident risk weighs heavily.
- Employers whose collective labour agreement requires daily sickness benefits cover.
- Service companies that want to retain their teams with solid benefits.
- Directors and executives whose salary exceeds the maximum insured under the LAA.
How we support you
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Analysing your risks
What you have, what is missing, what overlaps: an honest assessment.
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Competitive tenders
Several insurers approached against a precise specification, compared item by item.
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Long-term follow-up
Set-up, renewals, claims: a single point of contact, year after year.
Frequently asked questions
Is accident insurance compulsory for my business?
Yes. Every employer in Switzerland must insure its employees against occupational accidents and occupational illnesses from the first day of work. Non-occupational accidents are covered in addition as soon as the employee works at least eight hours per week for you. The premium for non-occupational accidents may be charged to the employee; the premium for occupational accidents remains payable by the employer.
Are daily sickness benefits compulsory?
No, unless a collective labour agreement requires them in your sector. Employment law nevertheless obliges you to pay the salary for a certain period, depending on length of service. Daily allowance insurance transfers that cost to the insurer and extends the employee’s protection, most often at 80% of salary for 720 or 730 days.
What is supplementary LAA cover for?
The LAA only insures salary up to a maximum set by ordinance; the portion above it is not covered. Supplementary cover closes that gap, can waive certain benefit reductions provided for by law and offers private or semi-private hospital wards. It is calibrated to your actual salaries and the expectations of your executives.
How should we choose the waiting period for daily allowances?
It is a trade-off between premium and cash flow: the longer the waiting period, the lower the premium, but the more days of absence the company carries at its own cost. The right choice depends on your payroll, your staff turnover and coordination with your pillar 2. We compare several variants before deciding with you.
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Jules Rossier, non-tied insurance intermediary within the meaning of Art. 45 of the Insurance Supervision Act (ISA), registered with FINMA under no. F01581788.