Plan séquence - Les planètes sont-elles alignées pour un ANI prévoyance ?

vendredi 13 octobre 2023

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Les planètes sont-elles alignées pour un ANI de la prévoyance ?

[/vc_customtyping][vc_empty_space height="35px"][vc_column_text css_animation="none" el_class="custom_paragraphe"]L’objectif d’améliorer la couverture prévoyance des Français fait consensus au sein du secteur de l’assurance. En revanche, si certains poussent pour mettre en place un accord national interprofessionnel, d’autres préfèrent laisser les branches négocier. [/vc_column_text][vc_column_text css_animation="none" el_class="custom_paragraphe"]

Par Séverine Charon

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La prévoyance tous azimuts

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Dès le mois de mars 2023, le groupe Vyv a mis le sujet sur la table avec la publication d’un livre blanc intitulé « Améliorer la prévoyance des actifs, un impératif social », qui rappelle que 20 % des salariés ne disposent pas d’une couverture prévoyance complémentaire. La convention collective nationale des cadres a en effet institué en 1947 l’obligation d’une telle couverture pour les cadres mais il n’y a jamais eu de généralisation pour les autres salariés. « Quand a été signé l’ANI de 2013 sur la complémentaire santé, nous avions réussi à glisser l'idée que la prévoyance soit généralisée. La CFDT a continué à pousser les choses car cela nous paraît une injustice que l'obligation ne porte que sur les cadres », explique Jocelyne Cabanal, secrétaire nationale de la CFDT.

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Et tout le monde semble bien y penser. « La prévoyance est un sujet brûlant, et la question de la santé mentale des Français est devenue particulièrement prégnante. » explique Florence Lustman, présidente de France Assureurs.

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« Notre étude montre que pendant les arrêts longs, la première préoccupation, c’est la perte de revenus, avant-même l’état de santé » précise de son côté Agnès Riu, directrice prévoyance du groupe VYV, qui ajoute « il y a eu plusieurs signaux : la crise de la covid a rappelé à chacun sa vulnérabilité. Par ailleurs, le rapport à l’employeur a changé, les entreprises ont plus de difficultés pour recruter.

Si cela a bougé ainsi dans la fonction publique territoriale, c’est notamment pour améliorer l’attractivité de l’emploi. Enfin, les négociations sur la protection sociale complémentaire des fonctionnaires crée un terreau favorable. « Il y a eu un accord historique sur la fonction publique territoriale, le sujet est sur la table comme il ne l’a sans doute jamais été ! » affirme Agnès Riu. « Ce livre blanc est là pour factualiser le sujet et le présenter de manière neutre et objective. Le groupe Vyv est assureur santé et prévoyance, mais opère aussi dans les soins et distribue de l’aide sociale. Personne ne se pose la question d’assurer sa maison, pourquoi la prévoyance n’est-elle pas systématique ? », conclut Agnès Riu.

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Un ANI ? Faut pas demander la lune

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Alors, unis vers l’ANI ? Pas vraiment. Pour certains, le sujet est clair : pour généraliser la prévoyance à tous les salariés, il faut un accord interprofessionnel. « La CFDT appelle de ses vœux une généralisation de la prévoyance et idéalement il faut le poser dans un ANI et l'étendre, pour notamment le secteur de l’agriculture », explique Jocelyne Cabanal qui ajoute : « Il faut que cet ANI étudie aussi la question de la solidarité et de l’assurabilité des branches, en évitant d’aboutir à une situation où certaines ne seraient pas assurables ».

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Pour Vyv et la CFDT, l’ANI est une voie à privilégier pour généraliser la prévoyance, mais pas pour tout le monde. « Il faut laisser les branches négocier. Dans une période récente, des branches importantes en termes d’effectifs, comme la métallurgie et celle de l’emploi à domicile, ont négocié, ayant compris l'intérêt de se couvrir en prévoyance. Plusieurs centaines de milliers salariés non-cadres sont ainsi concernés. Avant de parler de généralisation, il faut donc déjà établir cet état des lieux des travailleurs encore non couverts, mais aussi évaluer les capacités à négocier de ces branches », glisse un représentant de Klesia.

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« Ce qui est inscrit à l’agenda social, ce n’est pas une ouverture des négociations, mais l’élaboration d’un diagnostic partagé de la prévoyance des non-cadres » précise la même personne. Un point de vue partagé par Florence Lustman pour qui, « avant toute chose, il faut établir un diagnostic partagé. C’est le préalable à toute négociation ».

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L'EXEMPLE DES BRANCHES

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« Objectivement, sans ANI, la généralisation de la prévoyance pour tous les salariés du privé relève du vœu pieux. L'ANI santé de 2013, prévoyait des négociations en prévoyance. Dix ans après, certaines branches n’ont toujours pas instauré de régime minimum pour les non cadres », rétorque un autre observateur.

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Les branches ont eu dix ans pour négocier, et nombre d’entre elles n’ont rien fait. Qui dit qu’elles vont s’y mettre, sans obligation de le faire ? D’autant que certaines branches, confrontées à la nécessité impérieuse de revoir leurs minimas salariaux du fait des augmentations successives du SMIC ou encore à celle de compenser le déséquilibre de leurs régimes santé et prévoyance, risquent d’être extrêmement contraintes du point de vue financier. « Il est vrai que plus de 200 branches sur un total de 250 ont déjà créé des obligations en matière de prévoyance visant plus de 80% des salariés du privé. Pour autant, une cinquantaine de branches dont certaines à l’effectif important n'ont rien négocié, alors peut-on en rester là sans fixer un cadre minimum écartant par la même le risque de dumping social pour toutes les entreprises de ces branches ? En outre, il faut ajouter qu’entre 2,5 et 3% de salariés du privé ne relèvent d'aucun dispositif conventionnel mais seulement du code du travail », indique Jérôme Bonizec, directeur grands comptes directs, Branches et Partenariats de développement du groupe Apicil.

Malgré ou à cause de cela, un ANI prévoyance a de nombreux détracteurs. « L’ANI est un terme générique qui recouvre des réalités différentes et peut même renvoyer aux clauses de désignation auxquelles nous sommes formellement opposés », explique Florence Lustman. « La prévoyance, ce n’est pas seulement un sujet de salariés. Il y a un problème de distorsion entre cadres et non-cadres, mais c’est bien loin d’être le seul problème ! », estime de son côté Christophe Ollivier.

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Tous les assureurs sont aussi très crispés quand ils voient ce qu’a donné l’ANI santé en une décennie.

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« Le risque d’une généralisation de la prévoyance par le biais d’un ANI, est de voir le même film se jouer qu’en 2013 avec l’ANI généralisant la complémentaire santé collective : le gouvernement s’était alors empressé de regarder combien ça allait lui coûter en termes d’augmentation des exonérations de cotisations et pour limiter ce surcoût, il a étendu le champ du contrat responsable, ce qui a abouti à une standardisation des garanties », décrypte un connaisseur. « L'ANI reste le pouvoir suprême des partenaires sociaux pour fixer les règles communes interprofessionnelles. On ne peut qu’y être favorable… sous réserve que le gouvernement le transcrive dans la loi, sans modifier le texte, contrairement à ce qui a été fait pour l'ANI santé 2013 ! », ajoute ce dernier.

« On a aujourd’hui de la latitude pour adapter les garanties en prévoyance au plus près des typologies d’adhérents et nous ne voulons pas la perdre. Se faire enfermer dans un schéma serait dangereux, alors qu’il règne un certain flou pour l’assuré du fait des écarts de définition des garanties entre la Sécu et les complémentaires (qui ne reconnaissent pas nécessairement l’invalidité selon les mêmes critères). Ce manque de lisibilité pour l’assuré peut poser un problème autour de ce qui est couvert et de ce qui n’est pas couvert, et c’est un réel problème », détaille Christophe Ollivier, directeur de l’assurance à la FNMF.

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L’ANI santé a traumatisé le secteur et un ANI en prévoyance serait encore plus lourd de conséquences. « La question en suspens, complexe, est de savoir ce que les partenaires sociaux inscriraient dans un ANI prévoyance. On peut difficilement imaginer des dispositions prévoyance d’un niveau élevé dans un cadre commun interprofessionnel, un ANI serait inévitablement un socle commun acceptable pour tous, que la négociation de branche et d’entreprise pourront améliorer. Il faut sans doute fixer une obligation de cotisation et les risques qui doivent être couverts, mais il sera probablement plus compliqué de fixer des niveaux de garantie précis car le coût du risque peut varier de 1 à 3 d’une profession à l’autre pour un même panier de garanties prévoyance, alors qu'il ne varie que marginalement en santé (de 15 à 20 %) », détaille Jérôme Bonizec.

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Un point de vue auquel se rallie Agnès Riu, qui annonce les mêmes ordres de grandeur. « Le terme d’ANI évoque des expériences pas uniquement positives ! Tout l'enjeu d’une généralisation de la prévoyance, via un ANI ou un autre moyen, sera de trouver des schémas qui fonctionnent, permettant d'apporter un niveau de couverture de qualité pour tous, qui ne fasse pas baisser la couverture de ceux qui en bénéficient déjà, et qui ait de la souplesse pour vivre dans le temps et pour s'adapter à la diversité des populations à couvrir et du coût du risque. Si on fixe un niveau de couverture minimum, il faut avoir en tête que d’une population à l'autre on va avoir un coût qui varie de 1 à 4, car les risques ne sont pas les mêmes en fonction de la population ».

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La prévoyance pour tous, chacun tire son plan sur la comète

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Du côté de France Assureurs, il faut d’abord porter ses efforts sur la prévention. « La prévoyance pose une question assurantielle et il existe effectivement des populations qui ne sont pas couvertes aujourd’hui. En particulier, la question de la santé mentale est primordiale. Il y a aujourd’hui un sentiment généralisé d’anxiété. La prévention doit devenir la priorité », explique Florence Lustman. Et c’est au niveau de l’entreprise que cela va se jouer. « Le risque prévoyance augmente et il faut le gérer techniquement. Or l’assurance ne peut fonctionner que si la mutualisation est suffisamment large. Il faut savoir que 88% des branches comptent aujourd’hui moins de 50.000 salariés, ce qui n’est pas forcément suffisant pour assurer une mutualisation efficace des risques. Le bon sens commande d’adapter les garanties aux spécificités de chaque branche et de chaque entreprise tout en permettant la mutualisation la plus large. Il faut un contrat et une campagne de prévention adaptés en fonction des risques réels de chaque entreprise », estime Florence Lustman.

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Ce n’est pas le point de vue de la CFDT, avec Jocelyne Cabanal qui relève : « la question de la mutualisation est très importante sur la prévoyance. La décision du Conseil Constitutionnel a cassé les clauses de désignation et il faudra trouver comment faire fonctionner la solidarité, pour contrer la propension de certains assureurs à prendre tous les bons risques, alors que ceux qui jouent la solidarité sont en difficulté sur l'équilibre des régimes ». Pour la CFDT, il faut s’accrocher aux branches. « La prévoyance a un lien très fort avec le travail, et ça nous paraît donc important que ce soit négocié au niveau des branches, pour assurer la mutualisation et Ia solidarité entre les grandes et les petites entreprises », explique Jocelyne Cabanal.

« Est-ce qu'il faut revenir à la désignation ? Pas forcément, mais il faut trouver un schéma pour que la mutualisation s'opère réellement, ce qui n’est pas le cas aujourd’hui avec la recommandation » confirme Agnès Riu.

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Rien ne permet donc de parier sur un grand soir de la prévoyance, au moins pour les salariés. Et surtout, il y a d’autres chantiers à mener avant, comme le rappelle Jocelyne Cabanal.

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