FAQ

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

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.

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, your employee is protected from dismissal during their sick leave.

The duration of protection depends on the employee's length of service.

• 1st year: 1 month
• 2nd to 5th year: 3 months
• From the 6th year onwards: 6 months

Any termination during this period is void; the contract can only be terminated at the end of the protection period, which begins on the first day of sick leave. For assistance, contact Chèque service.

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.

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.

The deduction of tax at source is an additional service to your employee's social security declaration. Although optional through Chèque service, this procedure remains a legal obligation on your part.

If you choose to use Chèque service, please note that an additional cost of CHF 50 per fiscal year and per contract will be charged. Furthermore, the default tax rate is 7%. 

The documents and information required to mandate us are:

• The signed withholding tax management mandate
• A copy of the employee's work permit
• The salary provided must be the net amount paid after tax deduction

Important:

• This service simplifies your tax obligations, but you can also go directly through the cantonal tax administration (AFC). 
• The current commission of 2% mentioned on the administrative withholding tax mandate allows a commission to be paid to Chèque service. This commission is not payable by you; it is included in your employee's tax deduction (for example, 2% of 7% of the tax rate, or 0.14% of the taxable salary).

Withholding tax must be deducted from an employee's salary if:

• They hold a B/G/F/L/N work permit.
• They hold an identity card.
• They are Swiss nationals but reside abroad.
• They are minors (under 18 years of age on December 31), regardless of their nationality.

An employee is not subject to withholding tax if they are:

• A Swiss national (adult residing in Switzerland)
• Holders of a C permit
• The spouse of a Swiss national or holder of a C permit

Important:

• This list is not exhaustive. You can find more information by clicking here.
• As an employer, you are legally responsible for withholding tax
• Chèque service handles the withholding and payment on your behalf

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).

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.

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.

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 his/her 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. Daily sickness benefits insurance or an employment contract may provide for more advantageous conditions.

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 then give it to you.

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.

No, your employee is protected in the following cases: illness, accident, maternity leave, and also during military service, civil service, or civil protection service.

The protection period varies depending on the length of the contract:

• One month during the first year of employment
• Three months from the second to the fifth year of employment
• Six months from the sixth year onwards

During this protection period, termination of the contract is void. The protection period must be completed before the contract can be terminated.