In Switzerland, there are no specific qualifications required to work as a nanny. However, having some form of education or training in child development, early childhood education, or a related field is highly desirable, as it can demonstrate to potential employers that you have a good understanding of child development and can provide appropriate care for children. The Swiss Nanny Association recommends all nannies to have taken First Aid and CPR classes. That being said, employers typically look for candidates who have a combination of education and experience working with children, whether that be through previous nanny positions, working in a daycare center or as a teacher. Employers also tend to be more interested in a person's soft skills (e.g. patience, organization, good communication skills) and their ability to provide a safe and nurturing environment for their children.

Minimum nanny salaries in Switzerland are updated each year. 👉 You can find the latest information here:

The salary of a nanny in Switzerland can vary depending on a number of factors, including qualifications, experience, and location. The hourly rate for a nanny in Switzerland typically ranges from CHF 25 to over CHF 40 per hour.

Always agree a gross wage! Gross wages are the total amount of money earned by an employee before any taxes or deductions have been taken out. Gross wages are stated in the employment contract, and are the basis for calculating taxes and social security contributions. Net wages, are the total amount of money paid to an employee after taxes and other deductions have been taken out. Your gross wage is not the total cost for your employer. Your employer also contributes to your social insurances.

Any paid work performed in private households is subject to compulsory contributions with the exception of young people ( under 23 years old). This means that all your work needs to be declared and social insurance contributions need to be deducted by your employer. Working "off the books" or on the "black" can have a number of consequences, both for you and the employer. For you, the main consequence is that they are not covered by social insurance and are not entitled to benefits such as unemployment benefits and are not building up a pension. Not having your income declared is subject to fines and penalties.

Hourly wages have to include 8,33% on top of the agreed salary to include holiday pay. This set up is only possible if : • The work is irregular or short term AND • The contract clearly states this AND • The monthly pay slips clearly state this Monthly wages The formula to calculate a monthly wage based on an hourly rate is: Monthly Wage = Hourly Rate x Hours Worked Per Week x 52 Weeks : 12 Months

Guaranteed hours refers to the number of hours that an employer agrees to pay an employee for each week of work. These hours are typically specified in an employment contract. Swiss law clearly states that when an employee is available to work but the employer doesn’t need the service, the employer is still responsible for paying the salary but the employee doesn’t have to make up the lost time.

Banking Hours: Some employers will request that their nanny ‘bank’ time to make up unworked hours that they were paid under their guaranteed hours, this is forbidden.

Swiss law requires that all employees are entitled to at least four weeks' paid holiday per year. This means that employees are entitled to at least 20 working days of paid holiday per year when working full time. The specific details of an employee's paid holidays, such as how and when the time off can be taken, are typically set out in the employment contract. SNA advises nannies to ask for two weeks chosen by the nanny.

The Swiss law also sets a statutory minimum of 11 public holidays per year. Those are holidays that are considered as non-working days and employers are required to provide employees with paid leave on those days.

Overtime is defined as any hours worked beyond the regular working hours specified in an employment contract. The rules and regulations governing overtime pay are based on the Swiss Code of Obligations. Generally, Swiss law requires that overtime be compensated at a higher rate than regular working hours, at 150%. Employers are also required to keep records of the overtime worked by their employees and to pay them for any overtime worked.

The requirements for entry into and residence in Switzerland are not the same for citizens of European Union (EU) and European Free Trade Association (EFTA) countries and people from the rest of the world (third countries). If you are from an EU or EFTA country (Iceland, Norway, Liechtenstein) you have the right to enter, live and work in Switzerland. Your employer has to apply for a permit with the cantonal immigration office. People from outside the EU/EFTA can only come to work in Switzerland if they are a manager, specialist or other skilled professional. No permit will be given to non EU/EFTA citizens to work as a nanny!

In Switzerland undocumented people have basic employment rights, as well as access to the means to implement those rights. But their immigration status makes them afraid to claim their rights. Often employers use the workers's migration status as an excuse to pay under legal minimum wage or threaten to denounce the worker to the authorities when they speak up.

YES! • While SNA recognizes that some of its members may not have a valid work permit, our events, trainings and community are open to all individuals working in the in-home childcare industry in Switzerland. • SNA is unable to refer its members who do not have a valid work permit to member agencies. • SNA respects the confidentiality of the data communicated by its members and does not denounce individuals who may be in an illegal situation. SNA discourage people who are not yet in Switzerland to come here to work if there is no chance they will be granted a permit.