{"id":16772,"date":"2019-08-30T17:59:37","date_gmt":"2019-08-30T15:59:37","guid":{"rendered":"http:\/\/cowydaxe.cyon.site\/?page_id=16772"},"modified":"2021-12-09T09:28:28","modified_gmt":"2021-12-09T08:28:28","slug":"glossary","status":"publish","type":"page","link":"http:\/\/cowydaxe.cyon.site\/en\/glossary\/","title":{"rendered":"Employer ABC"},"content":{"rendered":"[vc_row][vc_column][vc_column_text css=”.vc_custom_1563976641751{margin-bottom: 50px !important;}”]\n

Employer ABC<\/h2>\n[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_raw_html]JTNDc3BhbiUyMGlkJTNEJTIyYWNjaWRlbnQlMjIlM0UlM0MlMkZzcGFuJTNF[\/vc_raw_html][vc_column_text css=”.vc_custom_1571033371349{margin-bottom: 60px !important;}”]In our employer ABC\u202fwe explain the most relevant terms of Swiss labour law and portray the social security institutions you might come across while trying to employ domestic staff. Please click on the respective initial letter to reach the term you are looking for.<\/span><\/span>\u00a0<\/span><\/p>\n

Do you want to make an addition to a term or miss a\u00a0<\/span><\/span>particular one<\/span><\/span>? You are warmly welcome to send us an e-mail\u00a0<\/span><\/span>to<\/span><\/span>\u202f<\/span><\/span>office@cowydaxe.cyon.site<\/span><\/span><\/a>. Thank you!<\/span><\/span>\u00a0<\/span>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text el_class=”glossarmenu”]\n

A<\/a> B<\/a> C<\/a> D E<\/a> F<\/a> G<\/a> H<\/a> I<\/span><\/span><\/a> J K L<\/a> M<\/a> N<\/a> O <\/a>P<\/a> Q R<\/a> S<\/a> T<\/a> U V<\/a> W<\/a> X Y Z<\/span><\/h3>\n[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_raw_html]JTNDc3BhbiUyMGlkJTNEJTIydXZnJTIyJTIwc3R5bGUlMjAlM0QlMjAlMjJwYWRkaW5nLXRvcCUzQSUyMDc3cHglM0IlMjIlM0UlM0MlMkZzcGFuJTNF[\/vc_raw_html]
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Accident<\/span><\/span><\/a><\/h4>\n

According to the Swiss Accident Insurance Act all employees in Switzerland\u00a0<\/span><\/span>have to<\/span><\/span>\u00a0be insured against accidents by their employer.\u00a0<\/span><\/span>While the premium of the occupational accident insurance (BU) is paid by the employer, the premium of the non-occupational accident insurance (NBU) is paid by the employee. The non-occupational accident insurance is compulsory for employees who work more than eight hours a week for the same employer. Accident insurance premiums for private employers of domestic employees\u00a0<\/span><\/span>have to<\/span><\/span>\u00a0be paid for each paid activity (for each employee).<\/span><\/span>\u00a0<\/span>
<\/span>quitt<\/span><\/span> takes out accident insurance for all customers with\u00a0<\/span><\/span>Baloise<\/span><\/span>\u00a0Insurance<\/span><\/span>. This accident insurance package is exclusively offered to private employers of domestic employees. You will find more information on compulsory accident insurance in our glossary under the keyword<\/span><\/span>\u202f\u00ab<\/span>Accident insurance (UVG)<\/span><\/a>\u00bb.<\/span>
\nTo take out accident insurance please click\u202f<\/span><\/span>here<\/span><\/span><\/a>.<\/span><\/span>
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Accident insurance (UVG)<\/span><\/span>\u00a0<\/span><\/a><\/h4>\n

The compulsory accident insurance protects employees against harm owing to accident. Domestic employees who work less than eight hours a week for the same employer are only protected against harm owing to an occupational accident<\/span><\/span>\u00a0(BU)<\/span><\/span>\u00a0\u2013 accidents that happen at work or on the way to work. Employees who work on average more than eight hours a week for the same employer are also protected against accidents in their spare time (non-occupational accidents<\/span><\/span>\u00a0NBU<\/span><\/span>).<\/span><\/span>\u00a0<\/span>
<\/span>Accident insurance covers the costs for medical treatment caused by an accident.\u00a0<\/span><\/span>If an employee is partly or completely unable return to work after an accident, the insurance pays 80% of the insured wage starting from the third day after the day of the accident.<\/span><\/span>\u00a0<\/span>[\/vc_column_text]

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Au pairs<\/span><\/span><\/a>\u00a0<\/span><\/span><\/h4>\n

Au pairs are youngsters who live with a guest family in a different language region and help their guest families out with childcare and domestic work. Apart from board and lodge, au pairs receive a net wage of approximately CHF 700.00 \u2013 CHF 800.00. The activity rate is usually limited to a maximum of 30 hours a week and attending a language course in the local language mandatory.<\/span>\u00a0<\/span><\/p>\n

Au-pairs are legal employees in the household and must be correctly registered and insured.\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\n

You can also find detailed information in our b<\/span><\/span>log<\/span><\/span> post \u00abAu-pairs<\/a>\u00bb.<\/span><\/span>\u00a0<\/span><\/span>[\/vc_column_text]

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Black labour<\/span><\/span><\/a>\u00a0<\/span><\/h4>\n

\u00abBlack\u00a0<\/span><\/span>labour<\/span><\/span>\u00bb generally disregards legal\u00a0<\/span><\/span>labour<\/span><\/span>\u00a0registration and\u00a0<\/span><\/span>licence<\/span><\/span>\u00a0management requirements. Depending on the individual scope and situation of an employer-<\/span><\/span>employee relationship, registration and\u00a0<\/span><\/span>licence<\/span><\/span>\u00a0management requirements consist of obtaining a work permit, registering the employment at the compensation office, paying the withholding tax to the cantonal tax office, purchasing a mandatory accident insurance as well as registering the employee with a pension fund<\/span><\/span>\u00a0(BVG)<\/span><\/span>.<\/span><\/span>\u00a0<\/span><\/span><\/p>\n

Transgressions against the federal law on measures against black\u00a0<\/span><\/span>labour<\/span><\/span>\u00a0(Article 10 of the BGSA) will be sanctioned by\u00a0<\/span><\/span>C<\/span><\/span>antonal administrative and tribunal authorities.<\/span><\/span>\u00a0<\/span><\/p>\n

You will find more information on the mentioned Registration and licence requirements in our glossary under the keywords\u202f\u00ab<\/span>Old age and survivors\u2019 insurance (AHV)<\/span><\/a>\u00bb,\u202f<\/span>\u00abWithholding tax<\/span><\/a>\u00bb,\u202f<\/span>\u00abSimplified billing procedure<\/span><\/a>\u00bb,\u202f<\/span>\u00abPension fund (BVG)<\/span><\/a>\u00bb,\u202f<\/span>\u00abAccident insurance (UVG)<\/span><\/a>\u00bb\u202fas\u00a0well\u00a0as\u202f<\/span>\u00abWork permit<\/span><\/a>\u00bb.<\/span>\u00a0<\/span>[\/vc_column_text]

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Contract of employment<\/span><\/span>\u00a0<\/span><\/h4>\n

Does an employment contract have to be concluded in writing?<\/span>\u00a0<\/span>No, not in principle. An employment contract can be concluded verbally (Art. 320 OR).\u00a0<\/span>\u00a0<\/span><\/p>\n

For reasons of preserving evidence and to create clarity in the employment relationship, however, it is always advisable to draw up employment contracts in writing. Such a reservation of written form is also necessary for subsequent amendments to the contract. With\u00a0<\/span>quitt<\/span> you can create an employment contract with just a few clicks. However, it is up to you how you use and further develop this employment contract.\u00a0<\/span>\u00a0<\/span>[\/vc_column_text]

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The current contribution rates are as follows:\u00a0<\/span>\u00a0<\/span><\/p>\n

AHV 8.70%<\/span>
\nIV 1.40%<\/span>
\nEO 0.50%<\/span>
\nTotal 10.60%<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\n

Contributions\u00a0<\/span>rates of<\/span> the AHV\/IV\/EO and unemployment insurance ALV are split equally between the employer and the employee: AHV\/IV\/EO 5.275% each and ALV 1.1% each.<\/span>\u00a0<\/span><\/p>\n

The employer additionally pays contributions to the family equalization fund and possible administrative fees, which vary from one Canton to another.\u00a0<\/span>\u00a0<\/span><\/p>\n

The contributions are calculated\u00a0<\/span>on the basis of<\/span>\u00a0the gross salary paid.<\/span>\u00a0<\/span>[\/vc_column_text]

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E<\/span><\/span>mployer<\/span><\/span>\u00a0<\/span><\/span>defence<\/span><\/span>\u00a0insurance<\/span><\/span>\u00a0<\/span><\/h4>\n

As a rule, legal disputes involving you as a private employer are not covered by private legal protection insurance<\/span>s<\/span>.\u00a0<\/span>Our<\/span>\u00a0insurance covers this gap and protects you comprehensively in\u00a0<\/span>labour<\/span>\u00a0disputes with your employees.<\/span>\u00a0<\/span><\/p>\n

quitt<\/span>offers this complementary insurance in cooperation with the TCS. You can select this insurance during the registration process or add it to your product selection in your <\/span>quitt<\/span>.account<\/span> at any time. Further information is available <\/span>here<\/span><\/a>.<\/span>\u00a0<\/span><\/p>\n[\/vc_column_text]

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Extraordinary Spare Time<\/span><\/span><\/a>\u00a0<\/span><\/h4>\n

The law (Article 329 (3) of the Swiss Code<\/span><\/span>\u00a0of Obligations<\/span><\/span>) foresees that the employer shall grant the employee the required time for special occasions within the regular time of work (so-called \u201caccepted spare days and hours\u201d).<\/span><\/span>\u00a0<\/span>
<\/span>These accepted spare days and hours have to be taken in consultation with the employer.\u00a0<\/span><\/span>Valid special occasions are personal issues such as change of domicile, consultations with physicians or authorities or family events (death, birth, marriage of close relatives) as well as spare time to search for a new job once termination has been announced.<\/span><\/span>\u00a0<\/span>[\/vc_column_text]

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Family equalization fund (FAK)<\/span><\/span><\/a>\u00a0<\/span><\/h4>\n

For children up to the age of 16, employees receive a child allowance of at least CHF 200 per child per month. For sick children or children with disabilities who are unable to work, employees receive the family allowance until the children are 20 years old. For children aged 16 to 25 who are in education, employees are entitled to an education allowance of at least CHF 250 per child per month.<\/span>\u00a0<\/span><\/p>\n

This is w<\/span>h<\/span>y<\/span>\u00a0a<\/span>ll private employers of domestic employees are\u00a0<\/span>bound<\/span>\u00a0<\/span>to pay contributions to the FAK. The rate is established by the\u00a0<\/span>C<\/span>antonal family equalization fund. Employees can claim family\u00a0<\/span>allowances<\/span>\u00a0<\/span>via their employer. If the\u00a0<\/span>allowances<\/span>\u00a0<\/span>are granted, they will be allocated to the employees via their employer. In case an employee has more than one employer, the employer that pays the highest salary is responsible for the claim and its allocation. The family equalization fund decides to which parent the\u00a0<\/span>allowances<\/span>\u00a0<\/span>will be allocated.<\/span>\u00a0<\/span><\/p>\n

There<\/span>\u00a0i<\/span>s one allowance per child. If several persons are entitled to family allowances, the following order applies:\u00a0<\/span>\u00a0<\/span><\/p>\n

    \n
  1. the person who <\/span>works<\/span><\/li>\n
  2. the person who has parental custody or had parental custody until the child reached legal age<\/span><\/li>\n
  3. the person who predominantly lives together with the child or lived together until he or she reached<\/span>legal<\/span>age<\/span>\u00a0<\/span><\/li>\n
  4. the person entitled to receive allowances in the child’s Canton of residence<\/span><\/li>\n
  5. the person who has the higher AHV <\/span>relevant<\/span>income from salaried employment<\/span>\u00a0<\/span><\/li>\n
  6. the person who has the higher AHV <\/span>relevant<\/span>income from self-employment<\/span>\u00a0<\/span><\/li>\n<\/ol>\n

    Eligible for family\u00a0<\/span>allowances<\/span>\u00a0<\/span>are employees with an AHV relevant income of at least<\/span> CHF 7170 <\/b>per\u00a0<\/span>year<\/span>\u00a0<\/span>or<\/span>\u00a0CHF 597 <\/b>per month (status 2021). The allocated amount of family <\/span><\/span>allowances<\/span><\/span>\u00a0<\/span><\/span>varies from Canton to Canton.<\/span><\/span>\u00a0<\/span><\/span><\/span><\/p>\n

    If the simplified billing procedure applies, the family equalization fund grants the family\u00a0<\/span><\/span>allowances<\/span><\/span>\u00a0<\/span><\/span>only after the yearly wage declaration has been submitted in the first quarter of the following year.<\/span><\/span>\u00a0<\/span><\/p>\n

    You will find more information in our glossary under the keywords\u202f<\/span>\u00abAHV\u00a0contribution<\/span><\/a>\u00bb\u202fand\u202f<\/span>\u00abSimplified billing procedure<\/span><\/a>\u00bb.<\/span>\u00a0<\/span>[\/vc_column_text]

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    Gross wage<\/span><\/span><\/a>\u00a0<\/span><\/h4>\n

    The gross wage corresponds to the salary before the deduction of the employee\u2019s social security contributions. The employee\u2019s social security contributions consist of the contributions to AHV, IV and EO, the contributions to the unemployment insurance (ALV), the non-occupational accident insurance (NBU) as well as the pension fund (BVG).<\/span>\u00a0<\/span>If all these contributions are deducted from the gross wage, this results in the net wage, which is finally paid to the employee.<\/span>\u00a0<\/span><\/p>\n

    We generally recommend you fix the gross wage in the contract of employment, as it will be used as the basis for the calculation of taxes and social security contributions. As an employer you will benefit from the stipulation of a gross wage since changes in the social security contribution or the withholding tax rates will not only impact your employment costs but evenly affect both employer and employee.<\/span>\u00a0<\/span><\/p>\n

    For a detailed calculation of the employment costs of your domestic help we recommend our <\/span>Wage calculator<\/span><\/a>.<\/span>\u00a0<\/span><\/p>\n

    You\u00a0will find\u00a0more\u00a0information\u00a0on wage\u00a0contributions\u00a0in\u00a0our\u00a0glossary\u00a0under\u00a0the\u00a0keywords\u202f<\/span>\u00abNet wage<\/span><\/a>\u00bb,\u202f<\/span>\u00abAHV\u00a0contributions<\/span><\/a>\u00bb,\u202f<\/span>\u00abWithholding tax<\/span><\/a>\u00bb,\u202f<\/span>\u00abAccident insurance (UVG)<\/span><\/a>\u00bb\u202fas\u00a0well\u00a0as\u202f<\/span>\u00abPension fund (BVG)<\/span><\/a>\u00bb.<\/span>\u00a0<\/span>[\/vc_column_text]

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    Household insurance<\/span><\/span><\/a>\u00a0<\/span><\/h4>\n

    Damage caused by an employee at work is usually not covered by the employee\u2019s private liability insurance. <\/span>Our<\/span>\u00a0<\/span>household insurance fills this gap by protecting the employer\u2019s household effects from potential damage caused by his or her employee. Thanks to our partnership with\u00a0<\/span>Baloise<\/span>\u00a0Insurance\u00a0<\/span>as a private employer you will benefit from a cost-efficient household insurance which has been specifically adapted to the needs of domestic employment.<\/span>\u00a0<\/span><\/p>\n

    The household insurance package of\u00a0<\/span>quitt<\/span> is exclusively offered to private employers of domestic employees.\u00a0<\/span>\u00a0<\/span><\/p>\n

    You can select the household insurance during the registration process or add it to your product selection in your <\/span>quitt<\/span>.account<\/span>\u00a0at any time. You can find further information about\u00a0<\/span>our<\/span> household insurance here<\/span><\/span>.<\/span><\/span><\/a><\/span><\/p>\n

    You will find more information on damage of household effects in our blog post <\/span><\/span><\/span>\u00abDamage of household effects<\/span><\/a>\u00bb.<\/span>\u00a0<\/span>[\/vc_column_text]

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    interim-accident-insurance<\/a><\/h4>\n

    You are on unpaid leave, your employment relationship has been terminated or the workload has been reduced to less than 8 hours per week. With an agreement insurance<\/a>, you are covered for a maximum of 6 additional months in case of non-occupational accidents according to the provisions of the Accident Insurance Act.[\/vc_column_text]

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    Liability<\/span><\/span><\/a><\/h4>\n

    You are liable if you harm someone, intentionally or unintentionally. You are thus liable for this\u00a0<\/span>harm or damage.<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\n

    Damage caused by an employee at work is usually not covered by the employee\u2019s private liability insurance. The employee is only liable for damage that he or she deliberately and carelessly inflicted upon the employer (Article 321e of the Swiss Code<\/span>\u00a0of Obligations<\/span>).\u00a0<\/span>Our<\/span>\u00a0<\/span>household insurance fills this gap by protecting the employer\u2019s household effects from potential damage caused by his or her employee. Thanks to our partnership with\u00a0<\/span>Baloise<\/span>\u00a0Insurance<\/span>\u00a0<\/span>as a private employer you will benefit from a cost-efficient household insurance which has been specifically adapted to the needs of domestic employment.<\/span>\u00a0<\/span>You can\u00a0<\/span>select our\u00a0<\/span>household insurance during the registration process or add it to your product selection in your <\/span>quitt<\/span>.account<\/span>\u00a0at any time. You can find further information about the housing comprehensive insurance<\/span>\u202f<\/span>here<\/span><\/a>.<\/span>\u00a0<\/span>[\/vc_column_text]

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    Maternity leave<\/span><\/span><\/a>\u00a0<\/span><\/h4>\n

    All working mothers are entitled to paid maternity leave\u00a0<\/span>and receive<\/span>\u00a0“maternity compensation”. This applies to employees, self-employed persons, unemployed persons and women who work in their husband’s business and receive a wage. Unlike maternity leave, there is no statutory paternity leave or parental leave.<\/span>\u00a0<\/span><\/p>\n

    The employee cannot be dismissed during maternity leave.<\/span>\u00a0<\/span>Working women are eligible for 14 weeks of maternity leave. During these 14 weeks they receive a maternity compensation of 80% of their average past income, however not more than CHF 196.00 per day.<\/span>\u00a0<\/span><\/p>\n

    Eligible are female employees who were insured by the AHV nine months prior to the birth of their child and who have worked for at least five months during this period. Moreover, they need a valid employer-employee relationship at the time of birth of the child.<\/span>\u00a0<\/span><\/p>\n

    The costs of the maternity compensation are sustained by the compensation office from the day of birth. If the employer continues to pay the employee\u2019s salary during maternity leave, the compensation in the form of daily allowance<\/span>s<\/span>\u00a0is disbursed to the employer at the end of the month. If this is not the case, the maternity compensation is disbursed directly to the employee.<\/span>\u00a0<\/span>You can find out more about “Maternity leave” in our\u00a0<\/span>blog<\/span>\u00a0<\/span>post \u00ab<\/span>Maternity compensation in a nutshell<\/a>\u00bb.<\/span>\u00a0<\/span>[\/vc_column_text]

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    Minimum wage<\/span><\/b><\/a>\u00a0<\/span><\/h4>\n

    There is no such thing as a generally accepted minim<\/span>um<\/span>\u00a0wage in Switzerland. There are, however, regulations according to the standard employment contract for domestic employment (NAV\u00a0<\/span>Hauswirtschaft<\/span>\u00a0for all employments starting from at least an average of five working hours a week with the same employer \u2013 Status as of January 1<\/span>st<\/span>\u202f2017<\/span>) that have to be respected. These regulations exclude the following employer-employee relationships: au pairs, apprenticeships, traineeships as well as day nannies.<\/span>\u00a0<\/span><\/p>\n

    Apart from the Canton of Geneva, the following hourly minimal gross wages (excluding vacation compensations) are applicable in Switzerland:<\/span>\u00a0<\/span><\/p>\n