What every family needs to know
One of the Swiss Nanny Association’s most important missions is to raise awareness in the nanny field by ensuring that families and nannies understand their legal rights and obligations.
Over the years, we have seen that thereis widespread confusion in the domestic workers sector. Access to accurate information is often difficult, and the Swiss system, with its combination of federal and cantonal regulations, can feel complex and overwhelming.
This is especially true for expat families and newly arrived households who may not yet speak the local language or be familiar with Swiss administrative procedures.
What is a nanny?
A nanny is a childcare specialist whose workplace is a family’s private home.
They are employed to provide high-quality, individualised childcare and personal attention to the children.
A nanny may work full-time or part-time and may be live-in or live-out.
Their primary role is to support the family by being a loving, nurturing, and trustworthy presence in the children’s lives.
Ideally, a nanny has:
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specialised childcare skills
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a strong understanding of child development
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a genuine love of caring for children
Typical Nannies Duties
A nanny’s primary responsibility is the safety, care, and well-being of the children.
Typical duties include:
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children’s laundry
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tidying children’s rooms
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preparing or packing meals and snacks
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maintaining children’s belongings (toys, stroller, crib, highchair, etc.)
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transporting children to and from school or activities
Some nannies may agree to light housekeeping (e.g. dishwasher, general tidying, kitchen cleaning).
‼️ These tasks are additional and must always be clearly discussed and agreed upon in advance. ‼️
Are you an employer?
We would like to remind families that paying at least the legal minimum wage and the required social insurance contributions is a legal obligation for all employers — without exception.
You are considered an employer even if a nanny works only a few hours per week.
In Switzerland, any paid activity in a private household is subject to social insurance contributions and taxes from the very first franc earned, regardless of the number of hours worked or the amount paid.
How to legally employ a nanny
Nannies are not independent contractors.
They are employees of the family they work for.
By engaging a nanny, you become an employer and are responsible for complying with Swiss labour and social insurance law.
As an employer, you must:
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Provide your nanny with a written employment contract
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Register as an employer
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Pay employer social insurance contributions
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Deduct employee social insurance contributions from the gross wage and transfer them to the appropriate institutions
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Have accident insurance in place
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Enrol eligible employees in a second pillar pension scheme (BVG/LPP)
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Deduct tax at source, when applicable
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Provide a salary certificate at the end of the year
Failing to declare all worked hours — or declaring only part of them — may result in substantial fines.
‼️ If this feels overwhelming, payroll companies can assist with administrative and compliance tasks. ‼️
How much does a nanny cost?
In cantons without a minimum wage, the federal minimum salary for domestic workers applies:
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Limited experience: CHF 20.35/hour gross
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At least 4 years’ experience: CHF 22.30/hour gross
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Swiss or recognised qualification: CHF 24.55/hour gross
The minimum wage is a legal minimum, not a recommended rate.
Typical market rates:
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Monthly salary: CHF 5,000 – CHF 6,500 gross
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Hourly rates: CHF 25 – CHF 40 gross, depending on experience
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Live-in Nanny a deduction for food & accommodation: CHF 990/month
In addition to gross salary, employers must pay:
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AHV/AVS
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accident insurance
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BVG/LPP (if annual salary exceeds CHF 22,050)
‼️ Employers are also responsible for deducting and paying employee contributions. ‼️
Minimum Wage - 2026
Where can I find a nanny?
Placement agencies
We strongly encourage families to work with licensed Swiss nanny agencies, which provide:
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identity verification
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reference checks
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legal compliance
Please note: employers who use non-authorised agencies may face fines of up to CHF 40,000 (RSA Art. 39).
Online platforms & word of mouth
Families who search independently should be aware that:
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identities are usually not verified
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references are not checked
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employment history is not investigated
Online platforms can be useful, but require careful screening, interviews, and reference checks.
‼️ The Swiss Nanny Association is not a placement agency.
We support families by providing clear information and by working alongside reputable, Swiss-licensed nanny agencies. We encourage families to consult our Agencies section when considering professional support. ‼️
Do nannies have formal training?
In Switzerland, there is no legally required formal qualification to work as a nanny. However, many nannies bring years of hands-on experience caring for children, and others have completed advanced training in childcare or education.
At the Swiss Nanny Association, we believe that ongoing education and safety awareness are essential in professional childcare.
This is why we:
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organise training events and workshops for nannies
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actively promote professional standards within the sector
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offer First Aid and CPR courses, specifically tailored to childcare settings
We strongly recommend that all nannies working with families have up-to-date First Aid and CPR certification, as this is a key element of child safety and professional responsibility.
Families are encouraged to discuss training, experience, and certifications openly during the hiring process.
The only limited exceptions
The only exceptions concern young babysitters who work occasionally, specifically:
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Persons under 17 years of age
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Persons aged 17–25, provided their salary does not exceed CHF 750 per calendar year with the same employer
Au pairs are subject to a separate legal framework. Families hosting an au pair must comply with all federal and cantonal regulations, including:
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language requirements
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maximum working hours
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educational components
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programme-specific conditions
Helpful Legal Resources
For official and up-to-date legal information, we recommend consulting the following public sources:
⇥ Canton of Geneva – Legal Database
Geneva legal database (SIL Genève)
⇥ SECO – Federal Normal Employment Contracts (NAV)
Normalarbeitsverträge Bund
⇥ SECO – Overview of Normal Employment Contracts
NAV overview & hourly wage context
⇥ Canton of Geneva – Minimum Wage (optional reference)
Minimum wage in the Canton of Geneva
IMPORTANT!
‼️ External links are provided for informational purposes. Regulations may vary by canton. We recommend consulting the competent authorities for your specific situation. ‼️
‼️ 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.‼️