In general, (part-time) employment is considered an important resource for many affected parents to stay healthy.
In contrast to the family situation, work is often experienced as a place of normality, balance and distraction. At the same time, working is not possible in every case and sometimes workloads have to be reduced or parents give up their jobs altogether.
Note 1: Use occupation as a source of energy
For you parents, your child often comes first and you would usually do anything to make sure he or she is doing well. Sometimes the special situation at home means giving up your job or reducing your workload. But also remember that working can give you the opportunity to socialize, receive recognition, and sometimes even provide respite. Many parents of children with rare
Diseases describe the job to a large extent as a source of energy and an important
as an important balance to the care and family situation. If it is financially possible, it may be worthwhile to talk to the
alternative solutions with the employer and, for example, to opt for part-time work for both parents
Part-time work for both parents.
Note 2: Inform employers and create understanding
Professionals don't always want to tell the workplace about their family Situation at work, and that's fine. However, if the private situation has an impact on the professional activity (e.g. short-term absences due to emergencies) due to emergencies) or if there is a desire to create understanding for "more creative" working time models, it is important to inform superiors about the situation at home. Honesty and transparency can lay the foundation for good cooperation.
Note 3: Finding solutions together for compatibility
Talk to your employer and try to find a solution to reconcile your family and work situation. Employers may even be able to advise and support you in finding ways to reconcile your family and professional life. Otherwise, it is important to look for solutions that are both
both for you as parents and for the company (e.g. flexible working hours
Working hours, home office). If you are thinking about reducing your working hours
or unpaid absences, keep in mind that this will always have an impact on
always have an impact on wages, insurance benefits and pension plans
Note 4: Separate work and private life
Flexible working hours, home office or even self-employment Self-employment - with all its advantages and disadvantages - are ways of reconciling career and family. In many situations, these are good solutions. Note, however, that some solutions make it more difficult to separate work and private life, which can create new challenges.
Note 5: Check job change
If you want to work and your current job is not compatible with your private life Job is not compatible with your private life or no viable solutions can be found, it is time to think about a job change. We live in a time in which competent employees are in demand and many companies are making great to accommodate their employees in terms of work-life balance. In addition, a step into self-employment (of course depending on the professional background, the industry and the background, the industry and financial possibilities) can also be a way to be more flexible in be more flexible in everyday working life.
Note 6: Long-term planning in the event of career discontinuation and reduction in the degree of employment
Often, one or both parents reduce their working hours in order to care for their Child or even give it up completely. If the child's care situation changes If the child's care situation changes, for example, when the child starts kindergarten or school, or if a child dies, then many things change fundamentally again: care settings, financial support, etc. The return to work can mean a sense of purpose and security. Resuming work can provide a sense of purpose and security at this point. In order to make the start more successful, it is of great importance to never completely give up one's own occupation, if possible.
Note 7: Accepting relief is not weakness and keeps from overloading
Note 8: Ensure enough sleep
Working parents repeatedly emphasize the Importance of sufficient and restful sleep. In this case, it may be a good idea for parents to alternate take turns with regard to "night duty". Also take advantage of the overnight programs offered by daycare centers, kindergartens and schools, Kindergartens and schools. If necessary, there are also offers from respite services or children's spitex in your region that take over night services.
Note 9: Plan ahead for emergency situations
Emergencies cannot always be prevented and can lead to a sudden need to leave the workplace. Normally these are rare and can be handled well in the workplace. Here it can be it can be useful to inform the employer in advance about possible emergencies and to agree on the procedure. This also allows the employer to plan ahead.
Emergency plans are also helpful for all caregivers. They can all read up on how to recognize critical situations
and, in the best case, how to avert such a situation or what to do if an emergency occurs. You know your child best and you know what situations can become emergencies
Can become emergencies. The simpler and clearer the instructions are with all the necessary information including the important contacts and phone numbers, the better.
Note 10: Insurance benefits and (non)occupation
In Switzerland, there are relatively few statutory regulations on the Reconciling gainful employment and the care of dependents. It regulations or agreements should be sought that ensure continued payment of wages, so that subsequently insurance contributions continue to be paid. In this way, there are no gaps in the old-age provision. Uniform legal regulations regarding the obligation to continue to pay wages there are only a few. These can vary greatly from employer to employer on a on a voluntary basis. Take a look at what your employment contract and personnel Employment contract and personnel regulations. Ask your employer (he is obliged to provide all information relevant to employment) information). The contractual regulations depend on the type and duration of the employment relationship of the employment relationship (fixed-term, unlimited), the employment contract (individual (individual employment contract, sectoral contract, collective employment contract), the number of years of Years of service, the employer (public, private), etc.
What support and relief services are available to ensure that childcare is available and that working is possible at all?
How much entitlement to paid days off do I have in the event of my child's illness?
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.
What is considered family duty?
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.
How is absence from work regulated if my child has an increased need for care over an extended period of time?
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.
What are the legal rights when my child has a doctor's appointment, therapy or surgery?
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.
What are my legal rights if my child needs inpatient treatment during maternity leave?
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.
Which specific insurances are relevant for parents who are not or only partially employed?
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.
Old-age and survivors' insurance (AHV), disability insurance (IV) and compensation for loss of earnings (EO)
AHV, IV and EO are mandatory insurances Insurances. Persons living or working in Switzerland are insured and must pay insured and must pay contributions. If one parent is gainfully employed, no contributions have to be paid for the non-working parent be paid for the non-working parent. In general, you are obliged to pay contributions to the AHV from the 1st January of your 20th birthday. In general, you are obliged to pay contributions to the AHV, IV and EO from your 20th birthday. Important: Check the contributions contributions paid and pay any missing contributions as far as possible. For AHV/IV, contribution gaps can be paid retroactively for five years. At aHV contribution gap, the pension is reduced by 2.3% per year.
Occupational pension plan (2nd pillar)
As the second pillar, the occupational pension pillar, alongside the AHV/IV/EO as the first pillar, is to enable insured persons to continue their previous standard of living in an appropriate manner. It strives together with the first pillar, to achieve a retirement income of around 60 percent of the last salary. The 2nd pillar is a compulsory insurance, but is only paid out from an annual salary (so-called coordination salary) of at least CHF 21,510. 21`510.- CHF. If possible, it is advisable to pay a part-time Part-time job, it is advisable to aim for a salary above this limit, so that contributions to the contributions to the occupational pension plan are paid.
are subject to compulsory accident insurance. Important: If the minimum working time is
hours per week, non-occupational accidents are not covered by the insurance
are not covered by the insurance. Self-employed persons and persons who are not gainfully employed and who
Who are strongly recommended to take out an insurance policy
is strongly recommended.
How can I insure people around me who support me and which insurances are important?
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.
Interesting technical articles from the KMSK knowledge books "Rare Diseases
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5. KMSK Knowledge Book "Rare Diseases - Digital Knowledge Platform for Parents and Professionals"
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