In Switzerland, accident insurance according to the LAA constitutes a mandatory basis for employers, intended to cover the consequences of occupational accidents, occupational diseases, and, for some employees depending on their weekly working hours, non-occupational accidents.

For an SME, the LAA is therefore a matter of compliance, but also of risk management: it covers, within the legal framework, treatment costs, compensation in case of incapacity for work, and benefits in case of disability or death.

The exact terms, limits and coordination with other coverages fall under the LAA framework and the conditions of your insurer, which makes reading the policies essential.

The areas requiring attention are known, but often outsourced.

First, the insured population and classification: the premium and management can vary according to the activity, the type of position and the exposure to risk.

Next, the distinction between occupational and non-occupational accidents: it influences the distribution of bonuses and internal obligations, and it can raise HR questions if it is poorly explained.

Thirdly, the guaranteed salary base: the LAA is legally capped, which means that high salaries can present a “gap” in benefits, particularly noticeable for managers or rare functions.

Fourth point, coordination: in case of accident, the LAA often intervenes before the LPP for several benefits; the LPP can supplement according to the plan, taking into account the rules of overcompensation.

If there is a loss of earnings due to illness, it is also necessary to ensure that the perimeters do not overlap or leave any uncovered areas.

This is where supplementary LAA becomes relevant, but only if it meets a real need.

In practice, supplementary insurance generally aims to improve the salary base beyond the LAA ceiling, to strengthen benefits in case of disability or death, and to offer better hospital comfort (for example, wider access to certain categories of care).

According to insurers, extensions may also include assistance abroad, coverage for certain specific situations, or additional services useful to an SME.

But you also have to accept the constraints: some supplementary insurances operate with their own rules, exclusions and specific limits; questionnaires may apply for certain categories; and deductibles, sub-limits or advertising conditions may influence payment.

To decide on the right level of coverage, a simple framework helps. Start by analyzing your salary structure: how many employees are above the legal ceiling, and what the difference in benefits would be in the event of a claim.

Next, analyze your jobs: exposure to accidents, mobility, travel, physical or on-site work, and dependence on a few key people. Then, clarify your HR position: do you want uniform standard protection, or targeted reinforcement for certain positions, while remaining fair and documented?

Finally, check the execution: notification deadlines, required documents, internal process, and coordination with the LPP and loss of earnings due to illness.

A review of fonts carried out with Mage & associés makes it possible to put these elements into consistency, to avoid duplicates, and to choose a complementary one for the right reasons, not out of habit.