Entrusting the administrative management of your staff to ekspert PLC, an Abacus partner specialising in these procedures, means choosing peace of mind and time saving.
Our experts will take care of all the complex formalities and subtleties of the law, so you don’t have to worry or wonder. Find out how Julie, our specialist, clarifies the most technical aspects of training allowances with a customer who has subscribed to our AdminPack service.
Julie (ekspert) : Hello Mr Martin, how can I help you today?
Paul Martin (HR Manager customer): Good morning. I’ve got some questions about training allowances for one of our employees, but frankly I don’t think it’s really useful. I don’t think he’s entitled to it, but I want to be sure.
Julie: I understand your concerns. What exactly do you want to know?
Paul: In my experience, benefits are only available if the child is at least 16. Our employee’s child is 15 and is about to start post-compulsory education. That’s not going to work, is it?
Julie: In reality, if the child has completed compulsory schooling and is at least 15 years old, he or she can receive training allowances from the start of his or her post-compulsory training. The age limit of 16 is not a blocking criterion.
Paul: Really? I thought it was rigid. And these allowances are only paid for a year, aren’t they?
Julie: Not at all. The benefits are paid until the end of the child’s training, but no later than the month in which he or she turns 25.
Paul: OK. But if the child starts training before the age of 16, that complicates things, doesn’t it?
Julie: In fact, if the child starts training before the age of 16, the employee can benefit from the allowances as soon as the child has reached the age of 15. There are no additional complications.
Paul: And if the child works while studying, that cancels out the benefits, doesn’t it?
Julie: No, as long as the child’s gross income does not exceed CHF 2,450 per month or CHF 29,400 per year, including the 13th salary, this does not cancel the benefits. Please note that daily allowances from certain insurance companies are also considered as income.
Paul: I’ve been told that retroactive allowances are impossible. So if the employee doesn’t apply in time, or if they provide us with the training certificate after the training has started, they lose their entitlement.
Julie: That’s not correct.Retroactive claims are possible. If the employee did not apply for benefits from the outset or takes several months, for example, to obtain a training certificate, he or she can do so within 5 years of becoming entitled and receive payments for the periods in the past when he or she was eligible.
Paul: In the end, it’s much more flexible than I thought.Thanks for clarifying!Julie: You’re welcome.Managing child benefit may seem complex, but it’s our speciality. We’re here to make your life easier. See you soon!
By entrusting the management of your child benefit to our specialist teams, you benefit not only from clear and reassuring expertise, but also from a partnership that frees up your resources to concentrate on developing your business.
Contact us today to find out how we can simplify and optimise the administrative management of your staff!