Long-term care dependency, a challenge that can no longer be ignored. Long perceived as a distant concern, loss of autonomy is now emerging as a societal and professional reality. An ageing population, longer life expectancy, a rise in situations of frailty: all these factors are leading companies to incorporate long-term care dependency into their HR and social protection strategy.
According to the BPCE Assurances 2025 barometer, 77 % of French people consider long-term care dependency to be a protection priority, a score now higher than that for disability or death. Employees themselves increasingly express the need for support, both for their own future and for their loved ones.
The realities experienced by employees and companies
The working carer, a rapidly growing profile.
In 2025, nearly one in five working people is also a family carer. These employees, who support a parent or a loved one experiencing a loss of autonomy, juggle professional responsibilities with personal constraints. This dual burden leads to:
- more frequent absences or “invisible” presenteeism;
- increased fatigue and psychosocial risks;
- a direct impact on engagement and performance.
Underestimated long-term absences
Long-term care dependency can also directly concern the employee themselves, following an accident, a degenerative illness or premature ageing. Standard death and disability guarantees rarely cover these situations in full, particularly when it comes to funding home help or adapting the home.
Why incorporate long-term care into the death and disability strategy?
- Anticipate and protect.
Including a long-term care guarantee in a death and disability contract means offering employees additional security, strengthening teams’ trust and setting the HR policy within a sustainable approach.
- Enhance your employer brand.
Against a backdrop of pressures on the labour market, companies that pay attention to new social risks stand out through their responsibility and their appeal. It is a valuable lever for retaining experienced employees and attracting new talent.
- Optimise insurance cover.
Insurers are enriching their offers: a lump-sum payment in the event of long-term care dependency, support services, top-up options. The schemes are increasingly accessible and adaptable, without excessively increasing the company’s budget.
Which schemes to set up in 2025?
- Integrated long-term care guarantee: a lump sum paid out and associated services (administrative assistance, psychological support, home help).
- Top-up long-term care cover: an optional plan taken out individually by the employee, allowing enhanced cover at a lower cost to the employer.
- Support for family carers: paid carer’s leave, administrative assistance or support via partner platforms.
Key steps
To implement a suitable strategy
- Carry out an HR and demographic assessment of the company.
- Raise awareness among management and share the issues at stake.
- Consult employees (anonymous survey, discussions).
- Study and compare the solutions available on the market.
- Update the death and disability contracts with new guarantees.
- Communicate clearly and promote the schemes on offer.
MIA Assurances’ perspective
At MIA Assurances, we support companies in designing and implementing death and disability solutions suited to emerging challenges, including long-term care dependency. Our partners offer adaptable guarantees, specific services for carers and comprehensive support: framing note, unilateral decision of the employer (DUE), HR communication.
Our commitment: to build, alongside you, a tailor-made scheme that complies with your collective bargaining agreement, your budget and your human challenges.
Key takeaways
- In 2025, long-term care dependency is becoming a priority risk.
- Companies have concrete solutions to protect their employees.
- It is also an HR opportunity to retain, attract and strengthen their employer brand.
- MIA Assurances supports you in turning this challenge into a lever for social progress.
