FAQ

Yes, however, there are two distinct aspects to this situation:

Social security declaration

• Employers have a legal obligation to declare all employees.
• Chèque service accepts declarations with valid ID and guarantees compliance in this regard.
• Chèque service guarantees your anonymity as an employer with social security authorities.
• The declaration ensures social protection for your employee.

Labor law and immigration law

• Employing someone without a work permit is illegal.
• The employee's declaration does not regularize residence status.
• The responsibility lies with the employer.
• Chèque service cannot be authorized to manage withholding tax.
• Work permits are the responsibility of the Office cantonal de la population et des migrations (OCPM).

Important : declaring to the Social Security is a legal obligation that is separate from obtaining a work permit.

A minimum wage is set by the Contrat-type de l'économie domestique (CTT) in Geneva. It is currently:

•  CHF 24.48 for someone without significant professional experience
•  CHF 24.74 for a person with at least 4 years of significant professional experience

Important : 

• In addition to these minimum wages, vacation allowances may be added depending on the type of contract.
• All wages must be declared to the AVS.

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)

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

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 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 you
• Those over 50 years of age with 5 years of service with you

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

These durations are the legal minimum; you can grant more vacation time. Define this point when hiring, ideally in writing.

Yes, however, there are two distinct aspects to this situation:

Social security declaration

• Your employer has a legal obligation to declare you.
• Chèque service accepts declarations with valid ID.
• Your employer remains anonymous to social security.
• You are entitled to certain social security benefits.

Labor law

• Your employer risks penalties, as employing someone without a work permit is illegal.
• Registering with social security does not regularize your situation.
• Work permits are issued by the Office cantonal de la population et des migrations (OCPM).

Important : Declaring to the Social Security is a legal obligation that is separate from obtaining a work permit.

You must pay your employee at least 80% of his/her 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 your employee has an accident on a Friday, the three days are Friday, Saturday, and Sunday. You will pay at least 80% of his/her salary only for the scheduled working days.

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

If your employee is insured for non-occupational accidents with Chèque service, you will have to pay at least 80% of the first 3 days following the accident. From the 4th day onwards, the insurance company will pay daily allowances of 80% directly to your employee.

If he/she is not insured against non-occupational accidents, you will have to pay the salary according to the Bern Scale (see question “What is the Bern Scale? And when does it apply?”).

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 must be registered from the first worked hour.

If your employee is sick:

• You must request a medical certificate from the third day of absence.
• Without 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 DSBI (Daily Sickness Benefits Insurance): at least 80% of your usual salary based on your scheduled working hours.
• Without DSBI (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.

You pay the total amount of charges to Chèque service, which includes:

• Your employer contributions
• Administrative costs
• Your employee's contributions

How does it work?

1. Your employee's contributions are already deducted from their gross salary.
2. You pay them their net salary (gross salary minus employee contributions and income tax at source, if applicable).
3. You then pay Chèque Service:
   • Your employee social charges (already deducted)
   • Your employers social charges
   • Administrative fees

Important :

• Your employee's social security contributions will be billed to you.
• Everything is detailed on the expense calculation from 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.