Compatibility

Family and career

Compatibility Family and career

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Relief, care and support

Kite, kindergarten and school

Short-term prevention of work in accordance with Article 36 in the Labor Code

Employers are obligated to provide a maximum of three days Child on presentation of a medical certificate for a maximum of three days with full pay With full pay. It should be noted that employees are obliged to perform their to perform their work in accordance with their contractual agreement. This means that that parents - even in the case of illness of their child - must organize a substitute care child is ill - must organize substitute care, insofar as the health of the sick child permits this.

Longer-term prevention of work in accordance with Article 324a in the Code of Obligations

If employees are prevented from working for reasons that lie in their person person, such as the fulfillment of legal obligations (e.g. taking care of a sick Child), are prevented from working through no fault of their own, the Employer must pay the full salary for a limited period of time (see salary scale) full salary for a limited period of time (cf. salary scale), provided the employment relationship has lasted more than three months or has been entered into for more than three months.

This absence from work through no fault of the employee only applies if employees are unable to fulfill their childcare obligations in any other way otherwise. In the sense of a duty to mitigate loss, the parents are obliged to to make demonstrable efforts to find suitable alternative solutions (e.g. care by relatives or acquaintances) Care by relatives or acquaintances).

In the event of a prolonged, foreseeable illness of the child, employees are therefore insured in the same way as if they themselves were ill. Thus, employers are obliged to continue paying wages for a limited period of time. This is where the employer's daily sickness benefits insurance comes into play.

Important: In practice, employers are willing to pay the majority of employers are willing to grant days off, but without continued payment of wages. Depending on the industry (e.g. construction), it may be difficult for the companies, To immediately release employees with full pay and at the same time reassign the and at the same time reorganize the work that has been left undone. An open discussion in which solutions can be discussed is therefore advisable.

The upbringing of children up to 15 years of age and the care of care of relatives or close relatives in need of care are considered to be a Family duty. If an older child is home sick alone, one has the Have the right to a lunch break of at least 1.5 hours to take care of the child over lunch Child over lunch. Concerned parents may refuse to work overtime if a sick child must be cared for.

Since July 2021, working parents have been entitled to a Interruption of employment due to the health impairment of their child Health impairment of their child, working parents have been entitled to 14 weeks of paid Caregiver leave. During the absence from work, EO daily allowances are paid (EO = Erwerbsersatzordnung = income replacement regulation), which means that the care leave is a financial Employers a financial relief. The insurance pays 80 Percent of the income, but not more than CHF 196 per day. The Leave can be taken on a daily or weekly basis within a time frame of 18 months Months. If both parents are employed, the days of leave can be divided up can be divided individually.

The childcare leave is only granted if the following 4 Conditions are cumulatively fulfilled (Art. 16o EOG):

A child's health is seriously impaired if:

a. a drastic Change has occurred in his or her physical or mental condition;

b. the course or Outcome of this change is difficult to predict or is likely to result in permanent or or increasing impairment or death is to be expected;

c. there is an increased need for Care by the parents; and

d. at least one parent must interrupt employment to care for the child.

The drastic change may be an acute Illness or a gradual deterioration in the child's health be. There is no serious impairment if the illness or an Accident requires a hospital stay or regular visits to the doctor and also makes everyday life more difficult and also makes everyday life difficult, but a positive outcome can be expected (e.g can be expected (e.g. diabetes, pneumonia, broken bones, tonsillectomy, etc.), Tonsillectomy, etc.).

For the same case of illness, the caregiver leave can be taken can only be taken once. A relapse is considered as a new case of illness and leads to the and will lead to the possibility of taking caregiver leave again.

Important: The caregiver leave must be registered with the AHV compensation fund of the employer. The content of this form is a medical certificate. Additional medical reports on the child's Health condition of the child do not have to be submitted. Despite complete registration form (including the medical certificate), the compensation Compensation funds have the possibility to refuse the registration. In such a case in such a case, it is advisable to contact the responsible social counseling To discuss how to proceed against the rejection.

Important: If the mother receives Maternity allowance (incl. extension), the father is not entitled to childcare to the childcare leave. The logic behind this is: only one benefit may be drawn per child from the same insurance company per child.

Doctor's appointments, therapies, etc. can be planned in most cases and as a result, there is no actual entitlement to paid absence. However, parents have a duty of care. If it is necessary for a parent to accompany accompany a child to an appointment or to be present in the hospital (for instructions or educational talks), the employer must give the parent time off (according to Art Art. 36 para. 3 ArG). Experience has shown that employers, if they have been and involved at an early stage, employers accommodate the wishes of parents and seek and look for individual solutions that suit both sides. The following therefore applies: The earlier planning takes place, the sooner and better solutions can be found.

The entitlement to maternity leave is extended if the Newborn child has to stay in hospital for at least 2 weeks immediately after birth hospital for at least 2 weeks. The maternity allowance is extended by the number of days the newborn Newborn must remain in the hospital, up to a maximum of 56 days (8 weeks).

The extension must be submitted to the aHV compensation fund of the employer in the registration form Maternity compensation form. An attached medical certificate must confirm that the newborn child will remain in the hospital immediately after birth and hospital for at least 2 weeks.

Important: The extension will only be granted if it can be proven that the mother had already decided at the time of decided to return to work after the end of the maternity leave employment after the end of the maternity leave.

If the child is born after the 154 days (8 weeks extension + 14 weeks regular maternity leave) is still hospitalized, it may be advisable to request a sick note from the family doctor due to the stressful situation. If necessary, the right to a caregiver leave can also be claimed can be claimed.

Important: The Important: The sick leave must not be issued due to the obligation to be present in the hospital or due to the child's the child's illness, but because of the personal or emotional stress, emotional stress.

In the following, primarily accident insurance as well as insurance of the 1st and 2nd pillar are addressed. and 2nd pillar insurance are addressed. The latter only become relevant in the event of death, Disability and attainment of retirement age. Checks on payments made and also benefits due, so as not to fall into old-age poverty.

Normally, persons who support you are are insured themselves, unless you are acting as the employer. However, since this is not obligatory, it is advisable to have personal liability insurance and possibly collective accident insurance. Ask your your insurance company how this is regulated.