1. What is the NAV for Domestic Workers?

The Standard Employment Contract for Employees in Domestic Work (NAV Hauswirtschaft) is a federal regulation that sets minimum standards for employment relationships in private households.

Important to understand: the NAV is not a contract you sign. Think of it as a kind of basic law for domestic employees: it applies automatically to every employment relationship in a private household - unless you have a written employment contract that provides better conditions. You cannot fall below the minimum standards, even with your employee’s consent.

The legal basis is found in Art. 359 ff. of the Swiss Code of Obligations (CO). The NAV sits hierarchically between the law (CO, Labor Act) and the individual employment contract. In practice, this means: your employment contract may deviate from the NAV provisions - but only upward, never downward. You may grant more vacation, but not less.

2. Who Does the NAV Apply To?

The NAV applies to all persons employed in a private household who work an average of at least 5 hours per week for the same employer (Art. 2 NAV) - regardless of nationality or type of work. Whether a part-time cleaner or a full-time nanny: the NAV applies. This includes:

Employer under the NAV is the private individual in whose household the work is performed. Even if you only employ your cleaner 3 hours per week, you are an employer with all obligations. In practice, this means: OASI registration, payroll, accident insurance. Sounds like a lot of effort? It is - if done manually. That is why Clino exists. Are you on the employee side and want to start working as a cleaner in Switzerland? Our guide to starting as a cleaner explains what you need to know.

Not covered by the NAV: Self-employed persons (e.g., an independent cleaning company), persons employed by companies (e.g., temp agencies), family members in their own household, au pairs, and jobs averaging less than 5 hours per week with the same employer (Art. 2 NAV). Want to know if your situation is affected? Our guide Hire a Cleaner in Switzerland explains the distinction for international employers.

3. Minimum Wages 2026 Under the NAV

Minimum wages are regularly adjusted. Since 1 January 2026, the following rates apply. These are binding - a lower wage is not permitted, even if the employee «agrees». In practice, this means: even if your cleaner says «CHF 18 per hour is enough for me,» you may not agree to that.

Monthly wage calculated at 42 hours/week × 4.33 weeks, excluding vacation surcharge. Source: SECO, Ordinance on the NAV for Domestic Workers (SR 221.215.329.4).

If you work as a domestic worker and want to know what a fair wage is, our guide Working as a Cleaner in Switzerland has all the information on rights and earning potential.

To comply with these requirements, you need to register your household worker with the AHV compensation office. Step-by-step guide

4. Working Hours and Overtime

The maximum weekly working time for full-time employees is 45 hours. For part-time employees, this is calculated proportionally.

Anything beyond that counts as overtime and must be specially compensated:

• 25% surcharge on the normal hourly wage, or
• Compensatory time off of equal duration (within 14 weeks), if agreed in writing

In practice, this means: if your nanny normally works until 5 PM and you ask her to stay until 7 PM, those 2 hours are overtime. Either you pay CHF 35 instead of CHF 28 per hour (25% surcharge), or she can leave 2 hours early on another day.

Rest periods: Employees are entitled to at least 11 consecutive hours of rest per day and at least one day off per week (usually Sunday).

5. Vacation and Vacation Surcharge

The NAV for domestic workers sets the following minimum vacation entitlements:

The vacation surcharge is especially important for hourly wage employment: since the domestic worker does not receive a fixed monthly salary, the vacation entitlement must be shown as a percentage surcharge on every payslip. This is mandatory - if the surcharge is not shown, the vacation pay is considered unpaid, even if the hourly wage would otherwise be high enough.

Vacation may not be compensated with money, except upon termination of employment. Vacation must actually be taken - «paying out instead of taking time off» is not allowed. In practice, this means: even if your cleaner says she does not need vacation, you must insist that she takes it.

6. Notice Periods

Notice periods depend on the length of employment. During the probation period (first month), shortened periods apply:

In practice, this means: if you terminate your cleaner in the 3rd year of service on October 15, the employment ends on December 31 (2 months’ notice, effective end of month).

Termination protection: During certain periods, termination is not permitted (so-called blocking periods):

• During illness or accident (30-180 days, depending on year of service)
• During pregnancy and 16 weeks after birth
• During military service

A termination issued during a blocking period is void - it has no effect and must be reissued after the blocking period expires. This should also be clearly regulated in the employment contract.

8. The 13th Month Salary

Contrary to common belief, the 13th month salary in Switzerland is not legally required - not even under the NAV for domestic workers. It is neither a right nor an obligation, as long as it has not been contractually agreed.

In practice, however, the 13th month salary is widespread: around 90% of all full-time employees in Switzerland receive one. If you want to retain a domestic worker long-term, it is a strong signal of appreciation. Remember: a satisfied cleaner who stays is far more valuable than constantly searching for someone new.

For hourly wage arrangements, the 13th month salary can be calculated as a surcharge of 8.33% on gross wages - analogous to the vacation surcharge. Clino correctly shows both surcharges on the payslip.

11. What Must Be in the Employment Contract?

Even though the NAV applies automatically, it is strongly recommended to conclude a written employment contract. It creates clarity for both sides and can - in favor of the employee - go beyond the NAV minimum standards. Use our free employment contract template.

Required information

• Name and address of both parties
• Start of employment
• Function / job description
• Gross wage (hourly or monthly)
• Workload (hours per week)
• Vacation entitlement
• Notice period

Recommended additions

• 13th month salary (yes/no, amount)
• Probation period duration (default: 1 month)
• Overtime compensation rules
• Expense reimbursement (e.g., travel costs)
• Daily sickness benefit insurance
• Place of work and working times
• Confidentiality clause
• Public holiday regulations

12. Hire a Domestic Worker Correctly - with Clino

You now know the rules. But let’s be honest: who wants to manually calculate the vacation surcharge every month, file OASI contributions, and prepare the annual wage statement? Registration alone already has enough steps.

That is exactly what Clino is for. We guide you step by step through all the administration around your domestic worker - NAV-compliant, cantonally correct, for CHF 19.90/month. Find out how we compare: Clino vs. Quitt comparison.

Frequently Asked Questions About the NAV for Domestic Workers