FAQ

As the employer, you are responsible for writing the work certificate. You are the only person who can accurately evaluate your employee. The certificate must be complete and truthful.

Essential information to include

• Your contact details as the employer
• Your employee's identity, including their date of birth
• Dates of employment (start and end)
• Description of the position and duties
• Objective performance evaluation (assessment of the employee's skills, performance, and behavior. This must be worded in an objective and respectful manner)
• Mention of the termination of employment 
• Your signature and the date

Important: this is a legal obligation for employers.

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.

Your employers must pay at least 80% of your salary for the first three days following the accident, provided that these days fall on working days (Saturday and Sunday count as part of the three days).

For example: If you have an accident on a Friday, the three days are Friday, Saturday, and Sunday. You will receiveat least 80% of your salary only for the scheduled working days.

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

Where possible, inform your employer and Chèque service within three days to file an accident report, even if you do not have a medical certificate. The insurance will cover medical expenses and any bills related to the accident. Keep all supporting documents and send them to the insurance company.

Please note that with Chèque service, for contracts of less than 8 hours per week, you are only covered for work-related accidents. For contracts of 8 hours pr week or more, you are covered for both work-related and non-work-related accidents by SUVA.

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

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.

If the job was related to the person, such as personal care or personal assistance:

• The contract automatically ends on the date of the employer's death.
• For more information, contact Chèque service.

If the work is not directly related to the person (housework, gardening, etc.), the contract does not automatically end. It continues without any explicit action.

Legal deadlines must be respected in the event of dismissal:

• 1st year: 1 month to the end of a month
• 2nd to 9th year: 2 months to the end of a month
• From the 10th year onwards: 3 months to the end of a month

Important:

• The heirs take over the employer's obligations.
• Salary is due during the notice period, if applicable.

Yes, vacations are mandatory. They cannot be replaced by financial compensation. They are intended to allow your employee to rest and recover; it is a matter of health. It is your responsibility to ensure that they are taken.

Important:

• Ensure that your employee actually takes their vacation during the year, taking into account that they may have several employers.
• The law requires a minimum of two consecutive weeks per year.

Yes, vacations are mandatory. They cannot be replaced by financial compensation. They are for your rest and recovery; it is a matter of health.

Important:

• Plan your vacations in agreement with your various employers.
• You are entitled to a minimum of two consecutive weeks per year.

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 the same employer
• Those over 50 years of age with 5 years of service with the same employer

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

These durations are the legal minimum; your employer may grant more vacation time. This is paid vacation; you can request additional unpaid days (requires your employer's agreement). Define the number of weeks of vacation when you are hired, ideally in writing.

No, vacation dates must be agreed upon mutually, as you must be able to take consecutive days off.

Your needs and those of your employers must be taken into account in the planning. However, vacations planned by the employer in advance (more than three months) are acceptable.

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).

The legal duration of maternity leave is 16 consecutive weeks from the date of delivery. Special measures apply in the event of hospitalization or premature birth. 

It is possible to return to work before the end of maternity leave, however: 

• The first 8 weeks: working is strictly prohibited.
• The following 8 weeks: returning to work is possible, but not recommended.
• In the event of early return to work: loss of remaining maternity allowance.

To find the right person legally, we recommend our partner Ménage emploi.

The advantages:

• Candidates who have already been met and interviewed
• People authorized to work in Geneva
• Profiles that match your needs

How to proceed:

1. Contact Ménage Emploi.
2. Explain your specific needs:
   • Desired schedule
   • Type of tasks
   • Frequency of service
3. They will offer you several suitable profiles.

Important: working with someone who is legally compliant protects you and guarantees a peaceful working relationship.