Thecollective agreement insuranceframework the essential rights that speed up your daily life: quick identification via the IDCC 1672 or the NAF code, guarantees on compensation, leave, bonuses, and a specific conventional social protection according to the sector (France, Luxembourg). Whether you are an employee, HR or employer, it is better to understand therights guaranteedby the right agreement and avoid connecting errors: this allows you to ensure your benefits and stay calm, whether to negotiate or in the face of a dispute. Some professionals report that they have avoided sensitive situations through careful verification when changing positions.
Collective insurance agreement: how do you know if you are concerned and what rights do you have?
You heard about the « collective agreement insurance » without really knowing whether it applies to your business or what it involves in practice? Good news: a few simple checks are enough to remove the doubt, and the official text – updated at14 May 2026for France, also accessible for Luxembourg – details your rights in terms of wages, bonuses or leave. Here is what you can remember to find yourself in ultra-practical mode:
- It's best to start by checking your business IDCC: if you find1672, you are well covered by the collective agreement of insurance companies (France).
- The NAF code of your structure can also refer to: 6512Z, 6520Z, 6630Z, 6511Z, 6622Z, 6629Z, 8299Z, 7010Z or 7490B = relevant insurance.
- Some employees working in the brokerage or a general agency will be attached to other agreements; The comparison table below should be consulted.
- Key rights: legal duration35h/week (1712h/year), 26 working days of paid leave, vacation premiums,13th month, overtime increases, enhanced social protection... without forgetting a panel of specific holidays (birthday, death, adoption, etc.).
Finally: the identification of the right agreement is usually fast if you have your payroll or Kbis/SIRET extract from your business at hand. Official texts are accessiblehere on Legislation(France) orhere for Luxembourg.
What is a collective insurance agreement?
Any employee or HR will one day ask: « who really defines my guarantees, my minimum wage or the duration of my trial period? ». In the insurance sector, the collective agreement acts as a rule of the social game, negotiated and regularly updated between trade unions and employers. It should be added that this text supplements the Labour Code by providing rights specific to your profession. It is also noted that, for some recent hires, the discovery of the text gives very concrete answers to their questions about schedules or bonuses.
The collective agreement insurance: definition and legal value
The collective agreement for insurance companies (IDCC 1672) is an agreement signed between the social partners in the insurance sector (employee unions and employers' federations). It lays the foundations for social, wage and labour rights for all those in the sector, in France or Luxembourg. The legislation is enforceable against the employment contract: it is impossible for the employer to derogate from it, unless it is more favourable. Some social law trainers point out that the convention often serves as a reference point for disputes.
A figure that strikes: the insurance agreement directly concerns more than140,000 employeesin France, mainly in regional headquarters, agencies or platforms. It happens regularly that a collaborator discovers his connection only when he analyses his payroll.
What the convention really changes in your daily life
A decisive point: the collective insurance agreement is updated by the sector every 2-3 years (last version France on 14/05/2026, in Luxembourg for the period 2024-2026). It covers minimum remuneration, working hours (35 hours/week, annual amplitude 1712 hours), compulsory premiums, specific leave, notice, trial periods, foresight, training arrangements or termination of the contract (licensing, retirement...).
There are many more discreet rights in the articles: for example, an annual experience bonusminimum of 1 %ceiling between5 %and20 %according to seniority, accessible to all employees in the branch. This small advantage is sometimes discovered during a change of classification or position.
Coverage and identification in insurance
Who is really concerned with the insurance agreement? What to do when you are HR, new hire or multi-site employer? It is regularly observed that clarity on this point avoids inconveniences on the side of USSRAF or Prudsmen.
Identify the applicable convention: IDCC, NAF code and quick checks
The basic tool remains your IDCC (Collective Convention Identifier). For the insurance sector, keep the code1672. Check it on your payroll or via Kbis extract from the company. Next, the NAF/APE code, assigned by INSEE when creating the structure, provides additional verification. Here are some associated codes:
- 6512Z (Life insurance)
- 6520Z (Reinsurance)
- 6630Z, 6511Z, 6622Z, 6629Z, 8299Z, 7010Z, 7490B (Related Activities)
Once your area is specified, the connection becomes clear. In practice, even when a change of employer occurs, your conventional rights remain attached to the main branch, not to the job title. Some HR report that the issue is systematically raised during internal mobility.
| Sector | ICCD | NAF code (examples) |
|---|---|---|
| Insurance (France) | 1672 | 6512Z, 6520Z, 6630Z... |
| Brokering | 2335 | 6622Z |
| General Agencies | 2335 | 6622Z, 6629Z |
| Insurance (Lux) |
Key points: relevant employees and sectoral boundaries
The Insurance Companies Convention applies in France to any employee employed by a company whose main activity is insurance (excluding mutual insurance, brokerage and general agencies, which have their own specific texts). It covers both commercial, IT, legal, administrative and support functions. Non-employees and corporate agents remain outside the perimeter.
Any doubt about your connection? It is often recommended to contact the HR department or specialized legal assistance: according to a project manager, it is sometimes better to check once too much than to miss a statutory right.
Insurance, brokerage, general agencies: what are the conventional differences?
At this stage, many make the mistake: insurance, brokerage and agencies are separate legal worlds, with different collective agreements. Micro anecdote: it is not uncommon for an employee to discover an error in pay or leave, calculated... according to the wrong text after a transfer to a subsidiary or on a redemption. It can be seen that blurry often arises when activity is transferred.
Avoiding confusion: table of sectoral correspondence
In practice, the official sector of activity determines the applicable convention. The general correspondence is as follows:
| Type of enterprise | Applicable Convention |
|---|---|
| Insurance company (AXA, Allianz...) | Collective agreement insurance IDCC 1672 |
| Brokerage | Collective Insurance Brokerage Agreement (IDCC 2335, NAF 6622Z) |
| General Agency | Collective Agreement General Agencies (IDCC 2335, NAF 6622Z/6629Z) |
| Mutual insurance | Specific text (often FNMF/MAT) |
| Insurance Luxembourg | ACA sectoral collective agreement Luxembourg |
In case of doubt: verify and secure its rights
It is best to do the test: if you work with an insurer and your payroll mentions IDCC 2335, there may be confusion: the risk of non-compliance exists on the employer side, especially when merging, mobility or outsourcing. Some business guides alert on convention search engines, available in particular on the official websiteCollective Convention – Labour Code.
In practice, more70 %In the case of industrial disputes for error of agreement, the result is a sector confusion (source: judicial summary 2023). This statistic often surprises new HR managers when they take up positions.
Guaranteed rights and benefits in the insurance agreement
Here, the collective text looks like a treasure chest: bonuses, holidays, special protections... Regularly, some employees miss a key advantage, due to lack of information about their pay or when using an HR tool. A training manager recently reported that the discovery of a specific leave has changed the situation for several families within the group.
Remuneration, working hours and major premiums
The minimum standard set by the insurance agreement is:35h/week(or1712h/year). Overtime is capped at70h/year(individual quota), with an increase of25 %36th to 43rd hours, then50 %Beyond. In addition, the majority of employees benefit from:
- An annual experience bonus:1 %per year, capped at5 %, 10 %, 15 %or20 %according to the professional class.
- A holiday allowance (50 %a minimum monthly payment), which can be combined with the 13th month.
- Specific supplements for night work or Sunday:+50 %.
There are also minimum wage scales by level and seniority, to be found in detail in the official annexes to the Convention – the most recent being distributed in PDF format (see resources box). Some managers recommend that these annexes be consulted specifically in annual negotiations.
Paid leave, specific leave and child care
Beyond26 working daysthe insurance agreement provides for various additional leave:1 dayfor the return to school of a child,5 to 15 daysfor an anniversary of seniority,4-5 daysfor a wedding or PACS,3 dayson the occasion of a birth or adoption, until14 daysin case of death of a child, etc. Some rare situations (disability, severe illness of the child) are entitled to5 daysSpecific. In practice, the educated employee gains it, especially when managing a complex family situation or unexpected absence.
A small amount of detail on HR records: an employee can also benefit from a day off every two months, a relatively unknown but well-existing advantage. Sometimes an employee tests the demand... and obtain this leave without difficulty.
Provision and conventional social guarantees
The Convention provides for the provision of insurance coverage for all employees, with compensation for sick leave after 1 year of service:100 %of earnings during3 months. Notice of departure:1 monthfor managers,3 monthsfor other employees. The terms of compensation for dismissal vary according to seniority and category, with official tables detailed in the text. Some lawyers stress the need to review each amendment when it comes into force.
It can be assumed that the understanding of these guarantees avoids many surprises, particularly during a breach of contract or a prolonged absence.
Practical procedures and audit tools
The multitude of conventions can be confusing: here is how to find and use the simplest control tools.
How do I check your convention in practice?
- Look at the IDCC code on your payroll, often at the top.
- Ask HR for confirmation or pay – sometimes an HR has all the codes in memory.
- Use the official search engine ofDigital Labour Code.
For verification via NAF code or company, most large HR platforms have simulators. If the situation remains uncertain (mergers, mobility, employer offences, international structure), the use of an expert or trade union is generally the chosen option – a specialist lawyer believes that this solves 80% of difficult cases.
Practical tools and resources to download
- Dynamic FAQ (segmentation salaried/HR/employer, France/Luxembourg), allowing to quickly find a suitable option.
- Model letters: request for leave, sick leave, notice – appreciated by many users in complex procedures.
- PDF guides to download: updated fact sheets, rights simulators, recett used by many when preparing an interview or negotiation.
- Customer or expert reviews inserts: medium4,7/5on the main sectoral portals – some testimonies also mention the valuable help received through these resources.
Moreover, those who take five minutes to test online tools regularly earn much more during HR negotiations – this is highlighted by some social management consultants.
Current issues, vigilance and insurance remedies
The collective insurance agreement is changing all the2 to 3 years. It's best to keep an eye on new versions and not ignore any changes, since many rights take effect on the date of signature... And not retroactively. Some HR officials also point out that due diligence on application dates avoid unnecessary litigation.
Updates, new guarantees, remedies
The latest update to France is that of the14/05/2026; The current period extends from2024 to 2026. If you have any doubts about the validity of your version, it is best to check the date on the back page or visit the HR intranet site. In case of dispute or forgetfulness of treaty law, it is customary to start the internal dialogue (HR, SSC), then, if necessary, with the Labour Inspectorate or a union. Some experts in the sector refer to the importance of keeping a written record (mail, registered mail) for any request related to the convention.
Finally, why not take advantage of the experience of others? On average, expert sites display customer reviews between4.6 and 4.8/5proof that access to rights works... If you go to the end of the process. Is it always that simple? Sometimes not: sometimes an employee waits for weeks without an answer, but perseverance usually ends up paying.
Quick FAQ: everything employees, HR or employers need to remember (synthesis)
- How do I know if the insurance agreement applies to my situation?Check IDCC1672or NAF code on the payroll. If there is any confusion, speak to HR or a trade expert.
- What distinctions between insurance, brokerage, agency?Each sector has its own convention: it is better not to confuse.
- Where to find the official text?OnLegislation (France)orACA site (Luxembourg).
- What are the major rights?Minimum wage,26 working days of paid leave, miscellaneous premiums, foresight, notice, sickness protection, salary scale, etc. Some benefits are sometimes little known: an HR reports having to publish a special note for adoption leave.
- What to do in case of doubt or dispute?First consult your HR, an expert or a trade union, and then, if necessary, the Labour Inspectorate or the Labor Workers. A social law expert regularly recalls this procedure as the most effective.
Resources to consult or download
- Full-text insurance agreement on legislation
- ACA collective agreement Luxembourg PDF 2024-2026
- Rights simulator, leave/prime table onFact Sheet.net– A HR lawyer frequently advises this comparison for annual negotiation.
- Model letters: demand, rupture, compensation, on most HR portals – some employees cite these models as an asset in complex procedures.
Last point to note: the earlier you learn, the more protected your rights are – and often better valued during HR change or negotiation. Is it still intuitive? It's not always obvious: but, according to several experts, this time spent is well worth it.