FAQ

Any changes to the employment contract must be made in writing using this form:

• Net or gross salary
• Number of hours
• Change in vacation entitlement (number of weeks)
• Salary in kind (accommodation, meals)

Important: report any changes promptly to keep your file up to date.

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)

aternité)

No, on the contrary. Chèque service was created to register all domestic workers with social security authorities, to fight against undeclared work, and to improve working conditions. 

Chèque service is a private organization bound by confidentiality agreements that only transmits salary data to social security authorities.

Important:

• Chèque service does not condone illegal employment in any way and actively contributes to the fight against undeclared work.
• Employing someone without authorization remains illegal.
• The employer risks penalties.
• The responsibility for checking or requesting a permit lies with the employer.

Chèque service was created to fight against precariousness in the domestic economy and to enable all workers to be registered with social security. 

Chèque service manages your data confidentially; only salary data and information necessary for social security purposes is communicated to the Compensation Fund.

Your personal data remains confidential, as Chèque service is subject to professional secrecy and ensures the anonymity of your employer.

Important: registration with social security is a right, but it does not change your residence status.

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.

No, vacation dates must be set by mutual agreement because:

It is a decision that must be discussed between both parties.

Your employee probably works for several employers.

Your employee must be able to take consecutive vacation days.

Important: Vacations must be planned in a way that respects everyone's needs. If you wish to impose vacation dates, these must be set at least 3 months in advance.

If your employee is sick:

• You must request a medical certificate from the third day of absence.
• Without a it, you are not required to pay the salary, but it is recommended that you do so.
• For more than three days of absence: the certificate must be sent to Chèque service.

Salary is payable if the absence is justified by illness.

The terms of payment depend on your coverage:

• With APGM (sickness benefit insurance): at least 80% of your usual salary based on your scheduled working hours.
• Without APGM (Bern scale): 100% provided this has been agreed in writing.

Important :

• Contact Chèque service to find out what type of coverage you have.
• Check that the medical certificate has been sent.
• Stay in touch with your employee to wish them a speedy recovery and find out when they will be returning to work.
• Inform Chèque service of the return date.

Employees must apply using the registration form or by contacting us at 022 301 73 16 or directly via our contact form.

For information, only one application can be made per family.

The contract may be terminated by either party:

• The employer (dismissal)
• The employee (resignation)

How to proceed

• Comply with the legal notice periods for termination of the contract.
• The legal notice periods are the same for both parties.
• Check that vacation time has been taken and/or paid
• Fill out the Chèque service termination form, which must be signed by both parties, and send it to Chèque service
• Attach the letter of termination of employment so that we can prepare the necessary documents

According to the Contrat-type de l'économie domestique (CTT) - Article 5(1): “The working week shall be 45 hours per week.” However, exceptions to this provision may only be made in writing.

In the event of illness or a non-work-related accident without insurance, and when the employment relationship has lasted more than 3 months or has been agreed for a period of more than 3 months, the employer is required to pay the employee 100% of their salary for a limited period.

Duration of payment according to seniority:

• 1st year (after three months): three weeks' salary
• 2nd year: one month's salary
• 3rd-4th year: two months' salary
• 5th-9th year: three months' salary
• 10th-14th year: four months' salary
• 15th–19th year: 5 months' salary

Employees earn the right to continued salary each year of service. If they're unable to work more than once in the same year, the absences are added together and don't create new entitlements. On each work anniversary, the Bern scale resets.

Important: This scale is a legal minimum. Loss of earnings insurance or an employment contract may provide for more advantageous conditions.

Where possible, your employee must inform you and contact Chèque service within three days of the accident to report it, even if they are not off work. The insurance covers medical expenses and any bills related to the accident, provided that your employee is covered.

Please note that for an employment contract of less than 8 hours, your employee is only covered for work-related accidents. For a contract of 8 hours or more, your employee is covered for work-related and non-work-related accidents by SUVA.

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).

As an employer, you must declare wages at the end of each month. 

By mail

• Send the completed checkbook coupon no later than the 5th of the following month

Online

• Via your Chèque service account no later than the 5th of the following month
• By giving your employee access to enter their hours (with your monthly validation)

For monthly contracts only

• Option to delegate annually for automatic monthly registration
• Any changes must be communicated promptly to Chèque service

Important: reporting is mandatory for all types of salaries (hourly or monthly).

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.