FAQ
Please find here bellow all the information you might need in particular circumstances. Don't hesitate to contact us if you need more information.
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By default, the APGM applies.
To check, you can consult your expense calculation. If “APGM” is not mentioned or the amount is zero, you must have waived the APGM. You will then need to refer to the conditions you have established (e.g., the Berne scale) or substitute the insurance. If in doubt, contact Chèque service.
Important :
- The APGM applies by contract; only contracts with APGM are taken into account when calculating compensation.
- An exemption is possible but must be specified in writing in your employment contract.
- Not taking the APGM and not providing for an alternative can be very costly (payment for up to 720 days).
Yes, keeping a record of hours worked is a legal requirement. Without a record, your employee's record will be used as a reference.
What to note:
- Hours actually worked
- Absences (illness, vacation, etc.)
- You can do this via the reporting platform and delegate it to your employee.
Important:
- This is a requirement under the Code of Obligations and the Standard Employment Contract for Domestic Workers.
- Useful in the event of a dispute or audit.
- Keep these records for at least 5 years.
Generating an invoice is simple:
- Click on “load my account”
- 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
Your registration will be validated when you receive official confirmation :
- By mail for paper applications
- By email for online applications.
Salary declarations and social security contributions are taken into account from the start date of the contract, provided that salaries are declared and contributions are paid.
Important: To obtain confirmation, first send Chèque Service the completed and signed registration form, along with the required documents.
Yes, each employer must register separately.
Why?
- To guarantee full coverage for the employee.
- To ensure protection in the event of an accident (related to the workplace).
- To clarify the responsibilities of each employer.
- a copy of your employee's Social Security card or health insurance card
- valid identity document
For withholding tax (if applicable)
The completed and signed management mandate
A copy of your employee's residence permit
Important: the declaration will only be complete with all the required documents.
No, absence from work does not automatically constitute resignation.
What to do
- Try to contact your employee
- Ask for the reason for their absence
- Request a medical certificate if they are ill or have had an accident
Good to know
- Resignation must be explicit and in writing.
- Unjustified absence may be considered abandonment of post.
Important :
- Document your attempts to contact them.
- Inform Chèque service of the situation.
- If in doubt, seek legal advice.
There are two different situations:
Overtime
This refers to hours worked in excess of the hours agreed in the contract.
Must be compensated in accordance with the agreement with the employee.
According to the Standard Employment Contract for Domestic Workers (CTT), Article 7, paragraph 2, Work on Sundays and public holidays.
The employee can choose between:
A 50% wage increase or paid leave with a 50% increase.
Important:
The employee's agreement is required for Sunday work.
The choice of compensation is up to the employee.
The conditions must be set out in writing.
Yes, pay slips are available after the salary has been declared, via your online account, provided that social security contributions have been paid.
Important:
- You can send these pay slips to your employee, or they can access them directly via the “employee” side of the platform.
- To access the platform, request your activation code from Chèque service.
- It is your responsibility as an employer to provide pay slips and check the amount.
- Pay slips are available upon receipt of payment in the event of a negative balance.
No, the loss of earnings insurance (APGM), i.e. Helsana, only pays daily allowances from the 31st day of illness to compensate for loss of earnings during incapacity for work.
Medical expenses must be submitted to your employee's private health insurance by the employee. These are not covered by the Helsana loss of earnings insurer.
No, Helsana sickness insurance (APGM) only pays daily allowances from the 31st day of illness to compensate for your loss of earnings during your incapacity for work.
Medical expenses must be submitted to your private health insurance. They are not covered by Helsana sickness insurance.
No, your employee is not replaced; it is up to you to hire someone else if necessary.
If you hire a replacement, you must send us a new registration form along with a copy of their Social Security card or valid ID.
Important: The replacement must be declared like any other employee. Do not accept an undeclared replacement!
Advance payment is necessary because social security contributions must be covered before the declaration. This is how the Swiss system works: contributions must be paid before the period in question.
Important: this system guarantees the payment of social security contributions and protects your employee.
Chèque service is reserved for employers who are tax residents of Geneva. For similar services in other cantons, please visit www.cheques-emploi-suisse.ch.
The chèque service is only available to employers who are tax residents of Geneva. For similar services in other cantons, please visit www.cheques-emploi-suisse.ch.