Hiring household help—whether it’s a cleaner, nanny, gardener, or tutor—can significantly ease your home life in Switzerland. But Swiss regulations are strict, and it’s essential to do everything legally. This guide walks you through each step so you can hire help safely, avoid fines, and build a trusting, smooth working relationship.
1. Decide What Role You Need
The first step is clarifying what tasks you need help with. Common household roles include:
- Cleaner
- Nanny or au pair
- Child tutor or language helper
- Gardener or outdoor maintenance
- Handyman or home improvement
Choose between hiring someone directly yourself or through an agency. Agencies specialize in domestic help and handle documentation, insurance, and payroll, saving you time and reducing liability.
2. Understand Employment Status
In Switzerland, household helpers are considered employees, even if paid privately. That means you are the employer and must follow all rules of Swiss labor law—including minimum wage, insurance, social security, and tax obligations. Misclassifying someone as an independent contractor can result in steep penalties.
3. Set Up Swiss Employer Registry
Before hiring anyone, register with Swiss authorities:
- Register as an employer with social security (AHV/AVS). Contact your cantonal AHV office or register online. You’ll receive an employer number.
- Register with the tax authorities if you’ll be deducting withholding u003c!– employees with special conditions.
- Set up accident insurance (UVG), which covers work-related injuries for the helper and non-occupational coverage for employees working over eight hours per week.
These steps are mandatory—even for part-time hires.
4. Build a Written Employment Contract
In Switzerland, having a written contract is standard, especially when working with household help. Include:
- Job title and duties
- Schedule and working hours
- Salary (minimum wage compliance)
- Probationary period (usually 1–3 months)
- Notice period (typically 1 month)
- Paid vacation entitlement (at least 4 weeks per year)
- Rules regarding sick leave, public holidays, confidentiality
Contracts should follow Swiss standards. Use simple, clear language, and prepare versions in both English and the helper’s native language if needed.
5. Pay Minimum Wages (or Adhere to Industry Standards)
Switzerland has no federal minimum wage, but cantonal minimums or collective agreements may exist in domestic services. To avoid complications:
- Check with local cantonal labor offices or industry associations for minimum rates—these are generally CHF 20–24 hour (varies by canton).
- Agencies typically charge more, but handle compliance for you.
- Clearly state gross hourly wage, payment frequency (often monthly), and any added benefits (food, transport).
If you pay below required rates, you risk back pay and fines.
6. Arrange for Social Contributions
As an employer, you’re responsible for withholding and paying social contributions:
- AHV/IV/EO (old age, disability, and income insurance): Employers pay approximately half of contributions, the rest withholds from the employee’s wages.
- Unemployment insurance (ALV) if salary exceeds CHF 500/month.
- Accident insurance (UVG)—covers job-related incidents and non-work accidents for helpers who exceed eight work hours per week; you must purchase this from an approved insurance provider.
You’ll report and pay these quarterly through your canton’s social security office.
7. Register for Withholding Tax (if required)
If your helper is cross-border (e.g., lives in France but works for you in Switzerland) or not a Swiss or EU/EFTA citizen with a C-permit, you must operate withholding tax (Quellensteuer). The canton withholds income tax from their salary at the appropriate rate and passes it to the authorities.
8. Understand Working Hours, Holidays, and Leave
Swiss law defines entitlements for household helper employees:
- Full-time helpers (approx. 45 hours/week) are entitled to at least 20 working days of paid vacation per year, rising to 25 days for employees under 20.
- Public holidays are paid time off if those days fall on usual working days.
- Sick leave: Employers must cover salary for a statutory period—typically 3–8 weeks—depending on length of service. A medical certificate may be required after a few days.
- Maternity leave: Pregnant helpers are entitled to 14 weeks of paid leave at 80% salary and dismissal protection throughout pregnancy and the first 16 weeks postpartum.
If you work from home, adjust schedules and breaks carefully—Swiss law requires time off for meals and rest.
9. Handle Payroll and Accounting Correctly
Swiss payroll has unique requirements:
- Payslips should show gross salary, social deductions, accident coverage, and net pay.
- Social contributions are reported and paid quarterly via the AHV office.
- Maintain payroll records, contributions, and working hours for 10 years.
Some helpful tools:
- Swiss payroll services or apps like bexio or Abacus
- Agency payroll providers that include contributions and administration in their fees
Keeping clean, accurate records protects you legally and financially.
10. Manage Probation, Performance, and Termination
Employment contracts should include a probation clause—typically 1–3 months. During probation, a 7-day notice period is standard. Afterward, notice is usually one month.
If the helper isn’t a good fit during probation, you can end the contract quickly with minimal formality. After probation, dismissals must follow fair cause and adequate notice. Unjustified or discriminatory dismissal can lead to legal claims or a tribunal.
11. Renewals, Cancellations, or End of Contract
Contracts usually renew automatically each year. Termination rules still apply even if the helper stays. Notice periods trigger at the end of the next month.
Helpers have protected periods where dismissal is forbidden:
- During pregnancy and up to 16 weeks after birth
- During military or civil service
Document conversations honestly and keep communications clear regarding notice and transitions.
12. Ensure Data Privacy and Confidentiality
Helpers often access personal home and family information. A confidentiality clause in the contract protects you and your helper. Be sure to follow general Swiss data privacy rules when storing personal details.
13. Consider Permanent vs Temporary Arrangements
If you provide seasonal or occasional support, consider hiring through a personnel leasing agency, which handles the contract, payroll, insurance, and compliance for a fee. It’s usually more expensive per hour, but saves time and administrative effort.
14. Reimbursements and Benefits
You may offer extras like:
- Free meals or stipends
- Public transport pass or mileage reimbursement
- Help with work-related training
- Bonus after 12 months of service or for holidays
Declare these benefits in your payroll and make sure they comply with Swiss employment law.
15. Build a Positive Working Relationship
Finally, long-term helpers thrive when they feel supported. Tips:
- Set expectations and boundaries early
- Hold regular check-ins (e.g., monthly) to address issues
- Show appreciation—small gifts, bonuses, or vacation time make a big difference
- Be clear with scheduling and changes beforehand
- Provide a safe and respectful work environment as required by law
A happy helper leads to smoother daily life and fewer legal complications.
Final Thoughts
Hiring household help in Switzerland requires careful compliance with labor and administrative regulations—but the benefits are well worth it. You’ll enjoy the convenience of having reliable support, while your help receives fair employment conditions and protection under Swiss law.
By following this step-by-step guide—from registration, contract building, and payroll, to insurance and termination—you’ll ensure a smooth, legal, and respectful arrangement for both parties. Start here, and build a partnership built on trust, clarity, and shared expectations.