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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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)
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.
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.
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)
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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 sock leave. For assistance, contact Chèque service.
You must notify your employer of your absence as soon as possible.
You are entitled to your salary as long as the absence is due to illness. Your employer may require proof in the form of a medical certificate from a doctor. It is customary for this requirement to be requested from the third day of absence onwards.
If you are absent for more than three consecutive days, your employer may request a copy of the medical certificate, which you must also send to Chèque service.
Your salary must be paid during your absence, depending on whether or not you have taken out sick pay insurance (APGM). For more details, please contact Chèque service.
No, you are protected against dismissal during your sick leave.
The duration of protection depends on your 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.
Important:
- Be proactive and submit your sick notes
- At the end of your sick leave, offer your services to your employer
You must indicate this by clicking on “zero salary” and stating the reason (vacation, unpaid leave, illness, accident, etc.).
Important: It is not possible to indicate “0” hours worked, and a reason for non-payment of salary is mandatory.
In the event of illness or a non-work-related accident without insurance coverage, 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.
- In the domestic economy, in order to apply the Bern scale, it must be mentioned in writing, ideally in the employment contract.
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).
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, 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!
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.
By default, the APGM applies.
To check, you can consult your pay slips or ask your employers directly. If “APGM” is not mentioned, this means that the agreement you have with your employer applies.
Important :
- The APGM applies by contract; only contracts with APGM are taken into account when calculating compensation.
- Another system is possible but must be specified in your contract.
- If in doubt, contact Chèque service.