Our most important mission is to raise awareness in the nanny field by informing families and nannies about their legal obligations.
We have learned that there is widespread confusion in the domestic workers field and that the correct information is often inaccessible. The Swiss system with federal and cantonal rules can be confusing, especially to the expat community. Newly arriving families do not understand the local language and can find the paperwork overwhelming.
We would like to remind employers that paying minimum wage and social insurance are legal obligations for all employers,
But are you an employer? Most likely yes!
Even engaging a nanny for two hours means you are an employer, and have commitments.
"Any paid activity in a private household is subject to social insurance contributions and taxes, including the smallest salaries beginning with the first Franc."
The only exceptions are YOUNG babysitters who OCCASIONALLY watch your children:
Persons under 17 years of age;
Persons aged between 17 and 25, provided that their salary does not exceed 750 francs per calendar year with the same employer.
Au Pairs: If you want to host an au pair, you need to follow ALL the federal and cantonal rules of this particular program ( language requirements, max. hours, ..)
During interviews it can come up that there are nannies who want to work undeclared. However, potential employers must remember that in Switzerland, employers are solely responsible for declaring correctly and not doing so will put them at risk.
People found employing workers illegally will be required to pay back taxes and social security payments and
could face fines of up to CHF 40.000.
It is possible for an employee to demand an inspection when he or she feels that working conditions are unfair. All employees also have the ability to assert their rights to the cantonal tribunals, regarding their immigration status.
How to legally employ a nanny?
Nannies are not independent contractors but are employees of the family for whom they work for, by engaging a nanny you are an employer and need to be aware of the rules and regulations that come with this.
It is your responsibility to register as an employer and to pay social insurance contributions on your nanny's behalf.
If you do not declare, or only declare a part of the hours your nanny worked, you may recieve a substanial fine.
Provide your nanny with an employment contract
Register as an employer
Pay Employer's social Insurance Contributions
Deducting the employee social insurance contributions from the gross wage and paying them to the appropriate institutions.
Have accident insurance in place
Enrol eligible employees into a second pillar pension scheme
Deduct taxes when your nanny is liable to pay tax at source
Provide your nanny with a salary certificate at the end of the year.
If this all sounds overwhelming , there are payroll companies who can help!
quitt. takes care of the registration, payroll accounting and insurance of your nanny or Au Pair.
Frequently asked questions
A nanny is a very important part of your family and your child's life so choose wisely and communicate frequently and openly.
WHAT IS A NANNY
A nanny is a child care specialist whose workplace is a family’s private home. A nanny is employed by a family to provide the highest level of customized child care and to give personalized attention to the family’s children. A nanny may be employed full time or part time, and the nanny may or may not live with the family. The nanny’s role is to provide support to the family by serving as a loving, nurturing and trustworthy companion to the children.
Ideally, a nanny will have specialized child care skills, a deep understanding of children and a genuine love of caring for children.
A nanny is a person whose primary and sometimes only function is limited to caring for the children. *Definition from the International Nanny Association
A newborn care specialist is a nanny who typically has specialized training and always has extensive experience in newborn care or nursing. Newborn care specialists often provide 24 hour child care for families with newborns during the first weeks of a child’s life.
A governess is an educationally qualified nanny employed by a family for the full or part-time private home education or tutoring of the family’s children. A governess functions as an educator and is not usually employed to perform domestic tasks or to meet the physical needs of the family’s children.
WHAT ARE TYPICAL NANNY DUTIES?
A nanny is first and foremost responsible for the safety, care and well-being of your children. Other duties that nannies are typically responsible for include cleaning that is related to the children. This includes children's laundry, cleaning up the children’s rooms, making or packing children’s snacks and meals and the maintenance, cleaning & care of children’s belongings (highchair, crib, toys, stroller etc.), driving children to and from school and activities.
Other nannies are willing to do light housekeeping, such as unloading and loading the dishwasher, general tidying/straightening, sweeping/light mopping/wiping of kitchen and taking out the garbage. If a nanny is willing to do housekeeping tasks for you,this is extra and shouldn't be expected without discussing it prior and the nanny agreeing to these terms.
DO NANNIES HAVE FORMAL TRAINING?
In Switzerland, no formal training is required to be a nanny, but many nannies have years of actual experience working with children others have advanced child care training. The Swiss Nanny Association recommends all nannies to have taken First Aid and CPR classes.
WHERE CAN I FIND A NANNY?
SNA is not an agency nor does it function as one. We aim to increase the number of qualified nannies by offering training and networking opportunities to our members. At the same time we wish to reassure parents that recruiting via a reputable, Swiss licensed nanny agency is the safest and most efficient way to find a reliable nanny.
Please be aware: any person who, in their capacity as an employer, should have recourse to the services of a non-authorized agency, is liable to fines of up to CHF 40 000.- [Article 39 paragraph 2 subparagraph of the RSA].
Online, word of mouth
When searching for a nanny on their own or on online platforms, parents should be aware that candidate’s identities are never verified, their childcare references are never checked and their employment history is never investigated. Internet based referral services can provide a viable method for finding a nanny if a parent is willing to invest time to screen, interview and check the references of a nanny candidate.
HOW MUCH DOES A NANNY COST?
For Geneva and Neuchâtel the cantonal minimum wages apply!
In the cantons without a minimum wage, the minimum salary for domestic staff including nannies in Switzerland is based on experience and qualifications:
For a full-time nanny with limited experience, the legal minimum salary is approximately CHF 3800.- per month gross.
For an experienced nanny in Switzerland you would be looking at an average of between CHF 5000.- and CHF 6500.- per month gross.
Hourly rates for nannies range between CHF 19.20.- and 40.- per hour gross, once again depending on experience and qualifications.
For live-in nannies, an amount of CHF 990.- can be deducted from their salaries for food and accommodation.
On top of the gross salary, the employer has to add his social contributions, like AHV/AVS, accident insurance and BVG/LPP (if the annual salary is above CHF 21150.-). The employer is also responsible for deducting the employee contributions from the monthly gross salary and paying them to the appropriate institutions
If you want personal advice and guidance,
become an SNA family member.
**The materials available at this website are for informational purposes only and not for the purpose of providing legal advice.
You should contact the competent authorities and/or your attorney to obtain advice with respect to any particular issue or problem under no circumstances, including, but not limited to, negligence, shall the SNA be liable for any special or consequential damages that result from the access or use of, or the inability to access or use, the materials at the Website.**