FAQ

Yes, under two conditions:

• Your employer must reside in Geneva.
• Your main activity (75% of your total activity) must be in Switzerland.

Important: these two conditions are mandatory for registration with Swiss social security and therefore via Chèque service.

Contact Check Service, and we will send you a new one quickly:

• By returning the slip found in the completed checkbook to us
• By phone at 022 301 73 16 Monday through Friday from 9 a.m. to 12 p.m.
• By email

Generating an invoice is simple:

1. Click on “load my account”
2. Choose the amount:

• Number of months desired (3 months by default)
• OR custom amount

Payment options

• Print the PDF invoice with the QR code
• Scan the QR code directly with your banking app

Contact Check service providing:

• The problem encountered
• A screenshot if possible
• Your login email address
• Your cell phone number

This information will allow us to reactivate your account quickly.

The right to paid leave for the other parent begins on the day the child is born. 

The other parent's leave:

• lasts 14 calendar days (including weekends), or 10 working days if taken as individual days
• must be taken within 6 months of the birth
• is paid leave covered by loss of earnings compensation (APG)

Important: any days not taken after 6 months are lost.

In order for us to change your last name in our database, please send us a copy of your civil status certificate, which must specify your old and new names.

Important: the civil status certificate is the only document accepted for this change.

By default, invoices are sent to you by mail, but you can change this setting.

To change your preferences:

1. Go to “My Profile.”
2. Go to “Notifications.”
3. Choose your preferred method:

• Online self-management
• Receipt by mail

Important:

• You can change this setting at any time according to your needs.
• If you manage your online account, you are not required to pay invoices received by mail.

• If travel time is normally considered working time and paid: yes, you must also pay for the additional travel time caused by the disruptions.
• If travel time is normally not considered working time and is therefore unpaid: no, the additional commuting time is not your responsibility and does not have to be paid.

• If travel time is normally paid: yes, your employer must also pay for the additional travel time caused by the disruptions.
• If travel time is not normally paid: no, the longer travel time is not the responsibility of your employer and does not have to be paid.

You are not required to pay wages if your employee cannot work due to a reason beyond their control (other than illness, accident, or legal obligations), for example significant transport delays.

We encourage you to discuss the situation with your employee to see whether the missed hours can be made up at a later date or whether the workday can be rescheduled.

For employees paid by the hour, only the hours actually worked are normally paid.

La loi dit que les parents doivent s’occuper de leurs enfants jusqu’à 15 ans.

Si l’école ou la crèche ferme à cause d’une décision de l’État, votre employé peut donc rester à la maison pour garder ses enfants.

Le salaire reste à votre charge pendant 3 jours par cas et au maximum 10 jours par année au total.

If you are unable to work due to circumstances beyond your control and unrelated to illness, an accident, or a legal obligation (for example, a major disruption to public transport), your employer is generally not required to pay your wages for the time not worked.

We encourage you to discuss the situation with your employer to see whether the missed hours can be made up at a later date or whether your workday can be rescheduled.

For employees paid by the hour, only the hours actually worked are normally paid.

No. We recommend discussing the situation with your employer and trying to find a practical arrangement, such as rescheduling your workday where possible.

If you refuse to attend work, you are generally not entitled to receive wages for the time not worked.

Your employer has a duty to protect the health and safety of employees. If demonstrations, road closures, or other disruptions make travelling to work dangerous or extremely difficult, both parties should act reasonably and seek a practical solution based on the circumstances.

When an employee is unable to get to work for reasons beyond their control, the employer and employee may agree to reschedule the working hours or make up the missed time on another day, where this is feasible.