FAQ

Yes, however, there are two distinct aspects to this situation:

Social security declaration

• Employers have a legal obligation to declare all employees.
• Chèque service accepts declarations with valid ID and guarantees compliance in this regard.
• Chèque service guarantees your anonymity as an employer with social security authorities.
• The declaration ensures social protection for your employee.

Labor law and immigration law

• Employing someone without a work permit is illegal.
• The employee's declaration does not regularize residence status.
• The responsibility lies with the employer.
• Chèque service cannot be authorized to manage withholding tax.
• Work permits are the responsibility of the Office cantonal de la population et des migrations (OCPM).

Important : declaring to the Social Security is a legal obligation that is separate from obtaining a work permit.

It depends on your type of contract:

Monthly contract

All public holidays are paid, even if there is no work on that day. Only strictly necessary work may be required of the employee. In the event of exceptional work on a public holiday, a 50% surcharge will apply.

Hourly contract

Only August 1 is paid when it falls on a normal working day. Other public holidays are not paid and no work is required, except in the case of strictly necessary work. If exceptional work has to be carried out on a public holiday, a 50% premium will be paid.

A minimum wage is set by the Contrat-type de l'économie domestique (CTT) in Geneva. It is currently:

•  CHF 24.48 for someone without significant professional experience
•  CHF 24.74 for a person with at least 4 years of significant professional experience

Important : 

• In addition to these minimum wages, vacation allowances may be added depending on the type of contract.
• All wages must be declared to the AVS.

Yes, however, there are two distinct aspects to this situation:

Social security declaration

• Your employer has a legal obligation to declare you.
• Chèque service accepts declarations with valid ID.
• Your employer remains anonymous to social security.
• You are entitled to certain social security benefits.

Labor law

• Your employer risks penalties, as employing someone without a work permit is illegal.
• Registering with social security does not regularize your situation.
• Work permits are issued by the Office cantonal de la population et des migrations (OCPM).

Important : Declaring to the Social Security is a legal obligation that is separate from obtaining a work permit.

If your employee is insured for non-occupational accidents with Chèque service, you will have to pay 100% of the first 3 days. From the 4th day onwards, the insurance company will pay daily allowances of 80% directly to your employee.

If he/she is not insured against non-occupational accidents, you will have to pay the salary according to the Bern Scale (see question “What is the Bern Scale? And when does it apply?”).

The right to vacation depends on age and years of service:

5 weeks of vacation for:

• Those under 20 years of age
• Employees with 20 years of service with you
• Those over 50 years of age with 5 years of service with you

A minimum of 4 weeks of vacation for all other cases (from 20 years of age)

These durations are the legal minimum; you can grant more vacation time. Define this point when hiring, ideally in writing.

A notice period must be observed between the announcement and the actual end of the contract. 

The legal notice periods vary depending on the length of employment:

During the trial period, i.e., during the first month, the notice period is seven days.

After the trial period

First year: one month's notice to the end of a month

2nd to 9th year: 2 months' notice to the end of a month

From the 10th year onwards: 3 months' notice to the end of a month

These notice periods apply to both dismissals and resignations.

Important rules

• Notice must be given in writing - it cannot be implied
• Inform Chèque service promptly using the termination form

Employee protection

After the trial period, the employer cannot terminate the contract:

• During a period of incapacity for work (illness/accident)
• During pregnancy and for 16 weeks after childbirth (maternity leave)

You must pay your employee 100% of his/her salary for the first three days, provided that these days fall on working days (Saturday and Sunday count as part of the three days).

For example: If your employee has an accident on a Friday, the three days are Friday, Saturday, and Sunday. You will pay 100% of his/her salary only for the scheduled working days.

From the fourth day onwards, the accident insurance (SUVA) will pay your employee daily allowances of 80% directly.

Yes, Chèque service will order an AVS card for you.

Required documents

• A copy of a valid document:
  • Passport
  • ID card

Important : the card will be sent to your employer, who will give it to you.

No, your employee must be registered from the first worked hour.

Contractual changes must follow a specific procedure:

1. Fill out the change form
2. Have it signed by you and your employee
3. Send it to Chèque service

Important:

• All changes must be communicated in writing
• The agreement of both parties is required
• Changes are only effective after validation by Chèque service
• Respect the notice period

You pay the total amount of charges to Chèque service, which includes:

• Your employer contributions
• Administrative costs
• Your employee's contributions

How does it work?

1. Your employee's contributions are already deducted from their gross salary.
2. You pay them their net salary (gross salary - employee contributions - income tax at source, if applicable).
3. You then pay Chèque Service :
   • 
     

Comment ça marche ?

1. Les charges de votre employé·e sont déjà déduites de son salaire brut
2. Vous lui versez son salaire net (salaire brut - charges employé·e - impôt à la source si applicable)
3. Vous payez ensuite à Chèque service :
   • Employee expenses (already deducted)
   • Your own expenses
   • Administrative costs

Important :

• Your employee pays their share, but you are the one who pays it to Chèque service.
• Everything is detailed on the monthly invoice from Chèque service.

These two types of salaries work differently:

Hourly wage

• It is based on the hours actually worked.
• The amount varies each month depending on the number of weeks in the month.
• Vacation pay may be included or paid separately.

Monthly salary

• The amount is the same each month.
• The salary is independent of the worked hours.
• It may include salary in kind (accommodation/food).

Paid vacation is a legal obligation that can be managed in two ways:

Vacation included

• Compensation is included in the hourly wage
• No pay during vacation
• Recommended for hourly contracts 
• No possibility of including vacation compensation in the monthly salary

Vacation not included

• No additional compensation in the hourly wage
• Salary is paid during vacation
• Mandatory for monthly salary

Important: The choice of method must be clearly discussed between the employer and the employee, ideally specified on the employment contract.