Rockmybaby Nanny Agency Switzerland

Finding the right childcare solution for your family

Difference between a Babysitter, Aupair & Nanny in Switzerland — March 16, 2017

Difference between a Babysitter, Aupair & Nanny in Switzerland

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Many clients have questions regarding the differences between a Nanny, Aupair and Babysitter. We have outlined the main differences below, which may enable you to better understand your needs and requirements. To discuss your childcare needs, please don’t hesitate to contact Rockmybaby® on info@rockmybaby.ch

Babysitter

 

A babysitter is someone who takes care of your child / children for a few hours on an ad hoc basis i.e. when you are going out for dinner or need to attend an appointment etc.

The main role of a babysitter is to care for your children in your absence, making them feel safe and secure and ensuring all their needs are met. In Switzerland, babysitters generally range from the age of 13 upwards, are paid hourly and hold a first aid certificate. All Rockmybaby® babysitter’s are aged from 18 years onwards.

Cost

Depending on age of babysitter anything from 10CHF/20CHF per hour for a teenage babysitter to 25CHF-35CHF per hour for a more experienced babysitter

Working hours

Flexible, ad hoc hours

Aupair 

An au pair is normally a young foreign person who comes to a host country for a cultural experience, to live with the family on a 1 year work permit. They are normally between the ages of 19 and 30. The childcare experience of the Aupair is generally limited.

Cost

The monthly cost of an Aupair to a family is between 1700CHF-2000CHF per month including the Aupair’s allowance of approximately 700-800CHF per month, language school, health and accident insurance, taxes, social contributions and pension (an extra person at the dinner table is also an additional cost)

Working hours

An Aupair works a maximum of 30 hours per week distributed over 6 days per week. Of which only 50% can be unsupervised without a parent.

Nannies

Nannies usually have a childcare education, have experience caring for children and can provide childcare related references. They are employed by the family and their focus is on the care and development of the children. Nannies vary in age and experience and can either be live-in or live-out. A nanny takes care of all child-related duties.

Cost

The salary of a nanny varies between 3600CHF – 6000CHF gross on average for a full-time nanny depending on experience and qualifications. Nannies can be employed on either a full-time or part-time basis and as a live-in or live-out employee.

Working hours

A nanny can work up to a maximum of 50 hours per week, of which all can be independently i.e. no parental supervision restrictions apply.

Nanny / Housekeepers

Nanny / Housekeepers are often requested through our agency who focus on childcare and housekeeping duties (housekeeping that is carried out whilst the children are either at school or in care of a parent for example). This has become a popular choice for parents with older children where the children are at school in the morning and come home in the afternoons. Salaries and working hours similar to Nannies.

For your Nanny, Aupair, Nanny / Housekeeper or Babysitter needs, please contact Rockmybaby on info@rockmybaby.ch and www.rockmybaby.ch

 

General Guidelines for Employing an EU Au Pair in Switzerland (varies per canton) — March 4, 2017

General Guidelines for Employing an EU Au Pair in Switzerland (varies per canton)

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Many clients approach us to ask what are the requirements for hiring EU Aupairs in Switzerland. We have put together below a general overview of the guidelines for hiring EU Aupairs in Switzerland , however this varies from canton to canton (please contact Rockmybaby for further information) –

  • The host family must have a different mother tongue language from the Au Pair
  • Depending on canton, the host family should generally speak the local language to a good level
  • An Au Pair can be employed for up to 2 years. This is the maximum an Au Pair can work in Switzerland as an Au Pair
  • The age range of Au pairs is between 17 and 30 years’ old
  • The host family must complete a contract with the Au Pair. This will be required to secure the L permit required for working in Switzerland.
  • The Au Pair must attend language lessons for minimum 120 hours per year – this is compulsory requirement and the host family are required to pay for this.
  • Maximum working hours is 30 per week in general (however can vary slightly from canton to canton) and the working regulations must be adhered by for each individual Canton with regards to Au Pairs.
  • The Au Pair must have at least one day off a week and at least 1-2 Sundays off a month
  • The host family must insure the au pair with health insurance and pay at least half the costs
  • The Au Pair must not work more than 50% of these hours independently (i.e. a parent has to be present for 50% of working hours)
  • The Au Pair’s job should be simple in nature – no heavy cleaning or complex tasks
  • The Au Pair must have their own bedroom in the home of the host family
  • The host family must have a B or C permit or Swiss Nationality (varies per canton)

Please note Rockmybaby does not assist with the recruitment of non-EU Aupairs.

For your Aupair needs, contact us today – charmian@rockmybaby.ch

What are fair wages for a nanny in Switzerland? — January 19, 2017

What are fair wages for a nanny in Switzerland?

Great Blog post by our Nanny / Household Staff Payroll Partner quitt.ch

Found the right nanny for you in home childcare perfectly matching your requirements and your children needs? Well done! Time to employ and insure your new nanny correctly. As part of this employing process most parents see themselves faced with the question of what a fair wage for the nanny would be. These are our recommendations!

Nanny wage recommendations

Our wage recommendations for nannies are indicated as gross wages. It is import to be aware of the fact that the gross wage is the total remuneration of work carried out before the social security contributions and tax. All of our wage recommendations are based on a full time position with an employment rate of 100% and a working week of 42 hours.

At least CHF 3’450 to 3’800 without vocational training
At least CHF 3’800 to 4’800 with proven professional skills and experience
These values are based on the one hand on the handbook “Alternatives to the day-care centres” of the city of Zurich (available in German only) and on the other hand on the graph below showing the distribution of monthly gross wages of nannies employed via quitt.ch. By paying close attention to the graph you will see that the vast majority of the gross wages of nannys employed via quitt.ch are part of the wage gap indicated above.

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Determing wages for a nanny: What else to consider

Many parents in Switzerland decide to hire nannies since they can look after the children “around the clock” outside the usual opening times of day care centers. Many nannies are so called live-in-nannys living with family of the children to be supervised. Lodging and boarding are provided by the family.

These out-of pocket expenses are called wages in kind which are part of the total wages for nanny, and therefore have to be accounted for accordingly. In Switzerland, the total amount of wages in kind is CHF 990. So for example if the monthly gross salary of a nanny is CHF 2800, the wages of kind of CHF 990 will be added to gross salary. So the entire monthly gross salary of the nanny will be CHF 3790. The AHV and social insurance contributions as well as the taxes will be deducted from the total amount of CHF 3790.

By using our free wage calculator you can calculate the monthly wages for your nanny including the automatic deduction of all social contributions and the cost for the compulsory accident insurance.

Nannies and occupational plans

Most nannies are employed on a monthly basis due to the high number of working hours per week. As soon as their monthly wages exceed CHF 1762.50 per month or CHF 21’150.00 per year they have to be registered with a pension fund (Second Pillar of the Swiss occupation plans).

By the way, nannies directly accommodated by families in Switzerland are generally preferred over nannies having to provide for their own accommodation and boarding!

quitt.ch offers all services needed when it comes to employing, registering and insuring your nanny in accordance with all legal requirements. quitt.ch handles all administrative employer obligations, offers a favorable pension fund solution and provides all important documents such as the monthly pay statements and a professional employment contract. Further information about the employment of a nanny can be found here.

Guidelines for Effective Nanny-Employer Relationship — November 7, 2016

Guidelines for Effective Nanny-Employer Relationship

 

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Nanny / Employer Communication is critical to ensure the longevity and happiness of the working relationship. Conflict, resentment and frustration can build up if communication lines are not kept open and issues are not dealt with effectively. Without communication between the two parties, the relationship will fail.

When a new nanny starts with a new family it can take time for both the nanny and the family to get used to each other’s ways of doing things. The settling in period takes some time for both parties, and compromise may be necessary on both sides.

Here are some important guidelines for communication with your nanny to get your relationship off to a good start –

  • Schedule morning and evening debriefing routines.
  • Ask your nanny to maintain a daily diary / log of main activities and happenings – Rockmybaby® has a nanny diary you can purchase which will allow you to keep track of the child’s / children’s day – contact tanya@rockmybaby.ch to order one.
  • Have a daily check-in time via phone or email / whatsapp.
  • Hold a weekly or monthly meeting in a quiet area with no interruptions.
  • On the agenda for these weekly meetings should be children, job tasks, expectations etc – both parties should be open and share their feelings and opinions in a diplomatic way. Both parties should feel comfortable and respected in sharing their feedback with each other. Be as honest and open as you can focusing on positives and areas of improvement in a diplomatic way.
  • It is best to always be open and direct in your communication and don’t expect your nanny to read between the lines.
  • Be supportive and empathetic when discussing more sensitive topics with your nanny like areas of development. Remain calm and do not show anger or be disrespectful in any way. Always keep communication professional.
  • Communicating around serious issues should be dealt with effectively and in a timely matter, so as not to let resentment and frustration build up.
  • Be an active and good listener.
  • Communicate how grateful you are for your nanny and her work and once in a while give her an unexpected bonus, time off or small gift to show your appreciation.
  • Praise her for the work well done – saying something kind or highlighting what she does well will go a long way to building a positive relationship
  • Be prepared to compromise on less important areas and be open to the nanny’s suggestions and ideas.

Remember that you have an employee-employer relationship with your nanny.

As much as your nanny might feel like part of the family, this is an employer / employee relationship at the end of the day. Always make sure your expectations are clear from the outset to make sure there are no misunderstandings, and have respect for her time off, the contract and duties.

The most successful nanny/employer relationships are where there is a mutual respect between both parties. The nanny / employer is unlike any other employer/employee relationship as she becomes part of your family. It is important for nannies to feel valued and for you to feel heard, hence ongoing communication is critical. With the right amount of attention and care, you can nurture your relationship to be one of the most important ones you will have for your family.

For you nanny recruitment needs, please contact Tanya at tanya@rockmybaby.ch – www.rockmybaby.ch

 

 

Benefits of a Live-in Nanny — October 17, 2016

Benefits of a Live-in Nanny

 

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Have you been thinking of whether a live-in or live-out nanny is better suited to your family? Here are some benefits of a Live-in Nanny which may help you in your decision.

  • Are you in need of a flexible nanny? If you need to travel frequently for work, have irregular working hours, have a busy social life etc, you may want a more flexible nanny than when you have quite predictable working hours.
  • Do you want mornings to be less stressful? A live-in nanny is already in your home, so there is no waiting around in the morning until the nanny arrives.
  • Is cost a factor for you? Live-in nannies receive room and board as part of their compensation package, hence can cost less than live-out nannies.

Whatever you decide, live-in or live-out, be sure to decide for a person that fits in with your family and needs.

Contact us on info@rockmybaby.ch for your nanny needs – http://www.rockmybaby.ch

 

 

Sleep Training Offered by Babyem in Zurich 3 September 2016! — July 28, 2016
Letter of Termination for a Nanny — May 27, 2016

Letter of Termination for a Nanny

 

Kündigungsschreiben Vorlage quitt.chBlog post provided by Quitt.ch

Terminating the employment relationship with your nanny is in general not a particularly pleasant thing to do. It is however part of the administrative obligations you face when employing a nanny or household staff. Below you can download a correct template for the letter of termination.

There may be diverse reasons for terminating the contract of a nanny, babysitter or domestic help. They may be of professional or private nature. Whatever the reason of terminating the contract of your nanny may be, the letter must be formulated correctly and in accordance to the contractual notice period and with indication of all information necessary. Writing such a termination letter to babysitter is not the easiest thing to do, therefore we provide you with a template, free to download.

Download letter of termination

What you need to consider when terminating the contract of your nanny

We would highly recommend submitting a written notice. If you should decide on sending the letter of termination to your nanny by mail, we do, for evidentiary purposes, recommend sending it by registered mail. If the letter of termination should be handed over to your nanny in person, a written receipt would be the best way of confirmation. The termination of the contract will only come into effect, when your nanny has received the letter.

Furthermore, the current address and name as well as the address and name of your nanny or babysitter have to be specified in the letter of termination, the place and date as well as the contract being terminated on the next possible termination date (based on Art. 335c OR regulating notice periods). Both parties have to sign the letter of termination – the employer and the nanny.

Possible protection against dismissal for a nanny

There are several reasons for protection against dismissal for employees in private households. You may not dismiss your nanny in case of sickness, an accident or pregnancy. The duration of military and civilian services is also covered by that regulation in Art. 336c OR. During these periods, your nanny is protected from termination of the contract. Only after that lock up period, the termination can be legally executed.

Being legally protected and insured as an employer

As an employer during the employer-employee relationship in general and after termination of the same, there is always a risk for a legal dispute between the parties. This might be the case when your nanny doesn’t show up for work or never shows up on time anymore as soon as you have terminated their contract on the next possible date. Therefore we recommend a legal protection insurance for private households employing a nanny. The insurance offers a solid protection against legal disputes with household employees. Thanks to the cooperation with the FORTUNA insurance, quitt.ch offers you a stable, inexpensive solution. Find out more about this insurance option here.

Key Receipt – Handing over your Keys to your Nanny — April 5, 2016

Key Receipt – Handing over your Keys to your Nanny

Blog Post by Quitt

Key receipt: You and your nanny on the safe side

During a hand-over of keys between you and your nanny, it is smart and foresighted to have a written document that acknowledges the hand-over and states the approach if the key gets lost. This is where a key receipt is of great help to you.

A key receipt can avoid precarious situations and brings clarity regarding several questions that may occur if a key gets lost. Such questions could include: Which house keys did I give to my nanny? What day was it again? Did one of my children lose one of the keys or was it my nanny? Did I lose them? As the key number is written down on the key receipt, it is clear which exact key was handed over and who will cover the costs in case of a loss of the keys. Therefore, it prevents a big source of misunderstandings and unjustified accusations right from the start.

Key receipt – Reliability for both sides
Our key receipt can be downloaded for free and is available in German, English and French.

Key receipt German
Key receipt English
Key receipt French

Using the provided template is a rapid way to prepare an adequate scripture to document the key hand-over while considering the interests of both sides – the employer and the employee. On the key receipt, the employer and nanny have a choice of two different options of agreement about what to do if the key is lost.

First option: The employer has to cover all expenses that occur if the key gets damaged or lost. If there is any case of gross negligence detectable on side of the employee, he could get held liable and needs to bear a part of the expenses (Art. 321e OR).

Generally speaking, the hand-over of a key brings a big portion of responsibility for the nanny. The risk of a housebreaking after the loss or damage of a key depends on what information is visible on the key. Never sign a key with name or address of the employer. Considering this little hint, it is not necessary to exchange all locks and keys if a single key gets lost. High costs can be avoided by this simple procedure. You will find more information on the legal situation here.
Second option: This is the carefree way. In case the employer has taken out a household insurance with quitt.ch, any costs incurred through the loss or damage of the keys are covered by the household insurance. With this insurance, there will be no trouble in case a key disappears. The nanny as well as the employer can solve the problem without big excitement.

Don’t wait too long with filling out the key receipt. We highly recommend filling out the key receipt right after the signature of the employment contract. This provides the best start for the new employment and supports a good cooperation.
By the way, all employees of quitt.ch have signed this exact key receipt as well!

Preparing for an interview – for nannies — March 22, 2016

Preparing for an interview – for nannies

Preparing for Interview.

We all know how exciting it is to hear that we have been successful in gaining an interview after applying for a position, but planning for this big occasion can cause some nervous anxiety. Here’s some advice for making the most of this exciting opportunity:

  • It’s important to remember that the client has chosen you above other applicants for a reason and therefore they believe you may be a good fit for their family! The next step is to ensure you are fully prepared and ready to demonstrate to the client why they should employ you above all other applicants.
  • Preparing well is the success to most things in life and is crucial to the interview process. Being prepared is a clear indication to the potential employer that you are organised and seriously committed to the position you have applied for. Remember that by ensuring you are well prepared, this reflects positively on how you may also take care of the most precious things in the employer’s life – their children.
  • As geography can make it difficult to interview in person at times, and because potential employers are interviewing for such an important position, many interviews are now completed over Skype or similar video conferencing apps. Many of us find this form of interaction much more difficult to really show off our skill set and particularly our personality. This is why, it is even more important to be prepared. Practice using Skype by video chatting with friends.. There’s nothing worse that arranging an interview, only to have the other person dealing with technical issues. Finally, remember that the interview is two sided. You will also need to decide whether you feel that the position is a good match for you.

Below are a few pointers to keep in mind:

  • Presentation – remember, first impressions count. Make sure you are well dressed, tidy and professional at all times. Even if the interview is over skype, they can see you!
  • Research – know the details of the position you have applied for and show enthusiasm for the role! Use the children/s names and ages in conversation. Let the employer know you are interested in their children; ask about them.
  • Requirements – ensure you have an idea of the job expectations beforehand. When asked questions, expand your answers, highlighting any previous experiences you have that reflect the question. Make sure you include in the conversation any special skills you may have in addition to the requirements. Be precise with your answers and stick to the point! Clarify any unclear job expectations during the interview and try to be positive and flexible where you can be; also be clear with your limits.
  • Paper work – Make sure your CV is at hand and also any written references you may have. This can help if you are asked to clarify anything precise such as previous employment length and dates.
  • The most important of all –Be confident, be yourself and smile!

 

 

Do I have to pay the full wages when my nanny / cleaner is unable to work due to long-term illness? — December 18, 2015

Do I have to pay the full wages when my nanny / cleaner is unable to work due to long-term illness?

Post from our Partner Quitt – for all your nanny / household staff payroll needs

It may very well happen that your domestic helper or nanny is unfit to work for a longer period of time due to a severe illness or pregnancy. In this particular case, must all wages be paid during the entire leave of absence?

Suddenly, there was pain. Off to the hospital a few days later. Diagnosis? Acute appendicitis. The surgery as well as the recovery go smoothly. The only catch? Unfit to work for a longer period of time.

Planed for a long time, finally worked out. The desired offspring is own its way. Anticipation is huge, the kid’s room is fully furnished and equipped. Thus, towards the end of the pregnancy, the doctor orders a strict bed rest. Consequence? Unfit to work for a longer period of time?

Incapacity for work is an issue that addresses employers as well as employees. It might be advisable to both parties to be secured against the above-mentioned cases. In case of prolonged absences due to illness of the employee, according to law the employer is required to pay full wages despite failing labor services (an overview of the different wage scales in Switzerland can be found here). Once the legal obligation of continued sick pay is elapsed, the employee will not be paid anymore. Certainly not an ideal scenario for both parties involved. The solution? A sick pay insurance.

Advantages of a sick pay insurance (KTG) for the employer.

A sick pay insurance has the advantage that the employer is no longer bound to the continued payment of wages required by law. In addition, during the waiting period of 14 days only 80% of the wages need to be paid. Why? The employer bears the risk of continued payment of wages to the insurance company.

The following sample calculation shows the advantage of a sick pay insurance for the employer.

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Advantages of a sick pay insurance (KTG) for the employee.

For employees, in our case cleaners, domestic helpers, nannies, caregivers or babysitters, the advantage is very clear. Financial security is ensured even once the employer is no longer bound to the continued payment of wages required by law. In case of illness or pregnancy, 80% of total wages will be paid continuously. Therefore, a secure income will be provided until the employer is able to work again, to the maximum of 730 days.

Shared insurance premium

The premium of the sick pay insurance amounts to a total of 1.52 % of the gross wage. The total amount of the insurance premium is equally shared between the employer as well as the employee, amounting to 0.76 % for each. Even though a sick pay insurance is not compulsory in Switzerland, we highly recommend it.

The wish, to take out a sick pay insurance, can be expressed by both the employer as well as the employee.

You can take out the sick pay insurance by clicking here. Further information about our different kind of insurance solutions can be found here.

Do you have any questions regarding the sick pay insurance? Do not hesitate to contact Quitt for support in your domestic staff payroll needs.