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Details on Site Contribution
 
Site contribution
Date: January 2016
Prepared by:
Dr.iur. Martin Ammann, lic.oec., LL.M.
Thomas Kälin, lic.iur., Qualified Expert in Social Insurance with Federal Diploma
Renato Bucher, MLaw, LL.M.
Meyerlustenberger Lachenal Attorneys at Law
Forchstrasse 452
P.O.Box 1432
8032 Zurich
Phone:   +41 44 396 91 91
Fax:   +41 44 396 91 92
E-Mail:   martin.ammann@mll-legal.com
thomas.kaelin@mll-legal.com
renato.bucher@mll-legal.com
Introduction
According to the principle of freedom of contract, the parties to an employment agreement are free to agree on the content and terms of their agreement to an extent that is substantially larger than in most other European jurisdictions. Swiss private employment law contains only a few mandatory provisions, which are of a rather basic nature. Some of them may only be modified in favor of the employee and others may not be modified at all. Most important are mandatory provisions aiming to protect the safety and the health of employees. Public labor law, which can generally not be derogated by the parties, covers, among other things, working hours and breaks, night and Sunday work, special protection for young employees, pregnant women and breastfeeding mothers, work-related injury insurance and industrial accident prevention.
Compared to other countries, the legal regime governing the employment relationship in Switzerland is generally quite liberal and favorable towards the employer. This is partly because labor unions are somehow less influential in Switzerland compared to, for example, labor unions in EU countries, but also because the unemployment rate traditionally has been and still is comparatively low in Switzerland. During the last ten years, the unemployment rate ranged between 2.3% and 4.4%.
For issues relating to employment law, the provisions set forth in the employment contract should be the first point of reference, taking into account mandatory statutory provisions. If the employment contract is silent on a certain issue, then the respective statutory provision applies.
Applicable Law (Main Acts and Ordinances)
  • Swiss Code of Obligations (CO), Articles 319 to 362 [Bundesgesetz betreffend die Ergänzung des Schweizerischen Zivilgesetzbuches (Fünfter Teil: Obligationenrecht), SR 220]
  • Swiss Federal Act on Employment in Trade and Industry [Bundesgesetz über die Arbeit in Industrie, Gewerbe und Handel, SR 822.11] (and numerous ordinances)
  • Swiss Federal Act on Employee Information and Participation in Operations [Bundesgesetz über die Information und Mitsprache der Arbeitnehmerinnen und Arbeitnehmer in den Betrieben, SR 822.14]
  • Swiss Federal Act on Placement Services and the Hiring out of Employees [Bundesgesetz über die Arbeitsvermittlung und den Personalverleih, SR 823.11]
  • Swiss Federal Act on the Declaration of General Applicability of Collective Employment Contracts [Bundesgesetz über die Allgemeinverbindlicherklärung von Gesamtarbeitsverträgen, SR 221.215.311]
  • Swiss Federal Act on Employees Sent to Switzerland [Bundesgesetz über die minimalen Arbeits- und Lohnbedingungen für in die Schweiz entsandten Arbeitnehmerinnen und Arbeitnehmer und flankierende Massnahmen, SR 823.20]
  • Ordinance against Excessive Compensations in Listed Companies [Verordnung gegen übermässige Vergütungen bei börsenkotierten Aktiengesellschaften, SR 221.331]
  • Swiss Federal Act on Old-Age and Survivors' Insurance [Bundesgesetz über die Alters- und Hinterlassenenversicherung, SR 831.10]
  • Swiss Federal Act on Disability Insurance [Bundesgesetz über die Invalidenversicherung, SR 831.20]
  • Swiss Federal Act on Occupational Pension Plans [Bundesgesetz über die berufliche Alters-, Hinterlassenen- und Invalidenvorsorge, SR 831.40]
  • Swiss Federal Act on Accident Insurance [Bundesgesetz über die Unfallversicherung, SR 832.20]
  • Swiss Federal Act on the Compulsory Unemployment Insurance and the Insolvency Compensation [Bundesgesetz über die obligatorische Arbeitslosenversicherung und die Insolvenzentschädigung, SR 837.0]
  • Swiss Federal Act on Health Insurance [Bundesgesetz über die Krankenversicherung, SR 832.10]
  • Agreement on Social Security between the United States and Switzerland [Abkommen zwischen der Schweizerischen Eidgenossenschaft und den Vereinigten Staaten von Amerika über Soziale Sicherheit (mit Schlussprotokoll), SR 0.831.109.336.1] (similar agreements exist with several other countries)
  • Swiss Federal Act on Gender Equality [Bundesgesetz über die Gleichstellung von Frau und Mann, SR 151.1]
  • Swiss Federal Act on Protection from Passive Smoking [Bundesgesetz zum Schutz vor Passivrauchen, SR 818.31]
    Frequently Asked Questions
  • Are there any formal requirements regarding an employment contract?
    An employment contract can validly be concluded in writing, verbally or even tacitly, i.e., an employment contract is also deemed concluded upon acceptance of a persons' work for a certain period of time, given that such work would normally only be performed for remuneration. However, where the employment contract has been concluded for an indefinite duration or for longer than one month, within one month of the beginning of the employment relationship, the employer must inform the employee in writing of certain key aspects of the relationship, such as the names of the contracting parties, the date of the beginning of the employment relationship, the employee's function, the salary and any additional benefits as well as the length of the working week.
    However, certain special employment contracts, e.g., apprenticeship contracts or employment contracts in the framework of personnel leasing and some contractual clauses deviating from the statutory provisions must be in writing in order to be valid.
    In any event, parties are always strongly encouraged to conclude an employment contract in writing for evidence purposes.
  • What are collective and standard employment contracts?
    Collective employment contracts are concluded between employers or employers' associations and labor unions. They determine the relationship between employers and employees. Collective employment contracts generally establish provisions concerning the conclusion, content and termination of individual employment contracts. The terms of collective employment contracts apply if the employer has signed the agreement itself or if he belongs to the employers' association that has signed it. Upon request of all contracting parties, the Swiss Federal Council (the Swiss government) or a canton can declare a collective employment contract generally applicable to a certain branch of industry in general.
    Standard employment contracts are contracts that apply to certain types of professions and that have been adopted by the competent authorities. They specifically determine the conclusion and the termination of employment contracts as well as the terms of employment. However, to a certain extent it is possible to agree on terms that are different to those used in the standard employment contract. In such case, it is necessary to set up a formal employment contract in writing.
  • Is there a statutory minimum wage?
    Generally, there is no statutory minimum wage in Switzerland. Collective or standard employment contracts, however, may stipulate minimum wages, for instance the generally applicable collective employment contract on personnel leasing or the standard employment contract on domestic staff. Further, foreign employees sent to Switzerland for a limited time by their foreign employers are entitled to receive salaries customary in the place of work, even if no generally applicable collective employment contract applies.
  • Are there any other regulations regarding salary amounts?
    In principal, the parties are free to negotiate the salary. However, special rules apply with regard to listed corporations. In 2013, a popular initiative against excessive salaries was adopted by the Swiss people. The initiative set forth numerous rules to be followed by Swiss corporations whose shares are listed at a stock exchange in Switzerland or abroad. For the period until implementing legislation has been enacted by the Federal Parliament, the Swiss Federal Council (the Swiss government) has adopted the Ordinance against Excessive Compensations in Listed Companies which preliminarily implements the initiative and sets various rules regarding the compensation of managers and board members.
  • Will taxes be deducted from the salary?
    No income taxes are withheld from the salary of Swiss employees and employees holding a settlement permit (so-called "C permit"). Foreign nationals having a (temporary) residence permit (so-called "B permit") or a short-term residence permit (so-called "L permit") and who are not married to a Swiss citizen or to a person holding a C permit and cross-border commuters (having a so-called "G permit") are in principle taxed at source, i.e., the employer is obliged to withhold the taxes.
    However, if the salary exceeds a certain threshold (currently CHF 120'000.-- per year), the employee, additionally, has to submit a regular tax declaration and will be taxed individually, whereby the withheld tax will be taken into account.
  • Are there any special issues regarding salary payments which need to be taken into account?
    In general, the employer shall pay out the employee's salary in the national currency, i.e. in Swiss francs. However, the parties to an employment contract may also agree on the payment in another currency, e.g. in US dollars or Euros.
    The employer is generally allowed to set off its own claims against the salary claim of the employee, but only to a quantitatively limited extent. However, a set-off of liability claims against the salary claim is possible without limit if the employee caused damages to the employer intentionally.
    Moreover, an employee cannot, with some exceptions, assign to a third party or pledge his/her future claims to salary payments. Such assignments or pledges would be null and void.
  • Does an employee have the right to salary payments in case of accident or illness?
    If an employee, by no fault of his/her own, is prevented from performing work for reasons inherent in his/her person, such as illness or accident, the employer is obliged to pay the normal wages for a limited period of time, provided that the employment relationship has existed or was concluded for a fixed period of more than three months. Under such an employment relationship, the employer has to pay the wages for three weeks during the first year of employment, and thereafter for an appropriate longer time, which varies from canton to canton (http://www.kmu.admin.ch/personal).
    Most employers, however, choose to insure the wages of their employees for such absence from work (so-called daily allowances insurance).If the insurance, as it is usually agreed upon, offers the employee protection which is in essence equal to the protection foreseen by law, the obligation of the employer to continue paying the normal wages lapses.
    Daily allowances insurances usually foresee that during a maximum number of about 720 days within a period of 900 consecutive days, 80% of the salary shall be paid. This is generally considered to be equivalent to the rules set forth in the law, if the employer pays at least 50% of the insurance premiums.
  • How is the social security system set up?
    In Switzerland, social security is made up of various social insurances, welfare assistance and provisions for the future (pension plan). Every employee has to contribute to the following social insurances:
    (i) old age and survivor's pension scheme [Alters- und Hinterlassenenversicherung, AHV],
    (ii) disability insurance [Invalidenversicherung, IV],
    (iii) insurance against loss of earnings [Erwerbsersatzordnung, EO],
    (iv) occupational pension scheme [Berufliche Vorsorge, BV],
    (v) unemployment insurance [Arbeitslosenversicherung, ALV],
    (vi) accident insurance [Unfallversicherung, UV].
    While employees alone are responsible for their private health insurance [Krankenversicherung, KV], the contributions to the social insurance institutions listed above are split equally between the employer and the employee, and the employer deducts the employee's contributions from the salary, except the contributions to the accident insurance. Regarding the accident insurance, the employer has to bear the costs for coverage of professional accidents, whereas the employee usually bears the costs for coverage of non-professional accidents. The overall contributions amount to 10-15% of the gross salary for both the employee and the employer.
    Special rules apply to self-employed persons. Yet, whether someone indeed qualifies as self-employed depends on the factual circumstances, but not solely on the denomination in contracts or the self-perception of the persons involved.
  • Are there any maternity rights?
    Pregnant women may stay away from or leave work upon a simple notification.
    By law, after having given birth women may not work at all for 8 weeks and only with their consent for another 8 weeks thereafter. There is additional protection for pregnant and breastfeeding women's health and safety with regard to the type and hours of work.
    Women have the right to receive maternity compensation of 80% of their average income made prior to giving birth for 14 weeks after childbirth.
    Furthermore, there is protection against dismissal during pregnancy. In general, pregnant women cannot be dismissed during the entire pregnancy and for a period of 16 weeks as from giving birth. Notices of termination issued during this period are generally null and void.
  • How much vacation is an employee entitled to?
    An employee is entitled to at least four weeks of paid leave in each year of service, and at least five weeks in the case of young employees until completion of the 20th year of age. For an incomplete year of service, vacation has to be granted in proportion to the duration of the employment relationship during such year.
    The employer is obliged to pay the full wage to the employee during his/her vacation.
    The employer is authorized to determine the dates of the vacation, but has to take into consideration the wishes of the employee as far as they are compatible with the interests of the business.
  • Which public holidays are there?
    The number and dates of public holidays vary depending on the canton, and may in some limited cases even vary from community to community.
    Besides the Swiss national holiday (August 1st), all cantons can designate up to 8 public holidays. In practice, most cantons made use of this liberty, but a few cantons have not made full use of this power and designated less than 8 days. Some municipalities have also designated communal holidays. It is however up to the employer to decide whether such communal holidays shall be granted in addition to the vacation.
    Employees have the right (without being paid though) not to work on other religious days in addition to those designated as cantonal religious public holidays. In order to do so, they have to inform the employer at least three days in advance.
  • What are the maximum admissible working hours per week?
    Depending on the profession and the business, the maximum admissible weekly working hours amount to 45 hours (for most office employees and employees in industrial companies) or 50 hours (for all other employees, in particular employees in craft enterprises). There are, however, numerous exceptions, and longer working weeks can be permitted by law or by permission of the authorities. These restrictions do not apply to the top management of a company, but the term top management is interpreted quite narrowly.
    The ordinary working hours per week of a normal full-time employee amount to 40-43 hours. If performance of overtime work becomes necessary, the employee is obligated to perform such work, provided that it is feasible and it can be expected from the employee in good faith.
    Overtime work has to be remunerated at a surcharge of 25% or compensated by time off, unless such compensation is contractually excluded (which is possible within certain limits).
    With regard to the working hours it is important to note that employers are generally obliged to record the (daily and weekly) working hours of each employee, in particular the start and end time of the daily work as well as breaks of at least half an hour. Exceptions are possible, but only under special circumstances.
  • Is night work permitted?
    Work performed at the request of the employer between 11 p.m. and 6 a.m. is considered night work and requires permission by the competent authorities.
    Permission is only granted if the employer can prove that such night work is indispensable for the business. Moreover, night work requires the consent of the employees concerned.
  • Is work on Sundays permitted?
    Working on Sundays at the request of the employer is in general not allowed. However, exceptions can be granted by the competent authorities provided that Sunday work is indispensable for the business.
    Moreover, the cantons are free to designate four Sundays per year during which employees of retail stores can work without special permission from the authorities. This exception is usually used in December for Christmas sales.
    In general, work on Sundays requires the consent of the employees concerned.
  • Are there any statutory provisions on gender discrimination?
    All forms of unequal treatment that cannot be justified by objective reasons related to the nature of work are prohibited by the Swiss Federal Constitution. In particular, the constitution stipulates equal treatment for men and women, but it also prohibits any form of discrimination due to a person's race, age, language, religion, political opinion or any type of physical, mental or psychological disabilities. Therefore, and based on the Swiss Federal Act on Gender Equality, employees may neither directly nor indirectly be discriminated against, e.g., because of their gender, their matrimonial status, their family situation or pregnancy. Sexual harassment is prohibited. Furthermore, men and women are entitled to equal pay for work of equal value – a right explicitly mentioned in the Swiss Federal Constitution.
  • Who owns inventions created by the employee?
    Inventions and designs produced by the employee alone or in collaboration with others in the course of his work for the employer and in performance of his contractual obligations belong to the employer, whether or not they may be protected. No special compensation is due.
    The employer may reserve the right to acquire inventions and designs produced by the employee in the course of his work for the employer, but not in performance of his contractual obligations. The employee has to inform the employer about such inventions in writing. The employer has then six months to decide whether he wishes to acquire the invention or design, or whether the employee shall be free to dispose of it. In case the employer desires to acquire such invention, he has to pay to the employee a separate, appropriate remuneration.
  • Are post-contractual non-competition obligations permitted?
    Non-compete clauses that remain in effect after termination of an employment relationship are permitted, provided there are certain safeguards for the employee: In order for such obligation to be valid, the employee must have had insight into the clientele or manufacturing or business secrets, and the use of such knowledge must be capable of causing considerable harm to the employer. The restriction must be limited in time (up to three years; in most cases, however, not more than one year), to a certain geographical area and to a specific branch of business. No special remuneration is required to make a non-competition clause legally valid. However, granting some compensation helps to allow a more restrictive non-compete obligation.
    A non-compete obligation has no effect if the employment relationship is terminated by the employer without cause. In such cases, it can be important to include a new non-compete clause in a settlement agreement, if such agreement is concluded between the parties.
  • Does a notice period have to be considered when terminating the employment relationship?
    Employment contracts which were concluded for a limited period of time will end automatically upon expiration of the fixed term, without any need to give notice of termination. If the parties tacitly continue their employment relationship, the provisions of a contract for an unlimited period of time become applicable.
    Employment contracts which were concluded for an unlimited period of time may be terminated by either of the contracting parties with a notice period that depends on the length of service. During the probation period, which can last up to three months, a seven day notice period applies. After the probation period the notice period amounts to one month in the first year of service, two months in the second to ninth year of service and three months as from the tenth year of service, always to become effective at the end of a month.
    The parties may alter the notice period by mutual written agreement, but the notice periods must not differ for the employer and the employee and shall not be shorter than one month. However, nothing prevents the parties to an employment contract to mutually agree on an earlier termination.
  • Are there any formal requirements for the termination of an employment contract?
    If no formal requirement has been agreed upon between the parties in the employment contract, the contract can be terminated in writing, verbally or tacitly. For evidence purposes, the parties are strongly encouraged to issue a written notice.
    Unlike in many other jurisdictions, employers in Switzerland possess a certain "freedom to dismiss". Even though the party giving notice shall, upon the request of the other party, state the reasons for giving notice in writing, the termination of an employment relationship is valid even if no reasons are provided.
  • Are there any statutory restrictions to terminating an employment agreement?
    As mentioned in the previous question, employers in Switzerland possess a certain "freedom to dismiss", which means that making someone redundant does not require any objective justification.
    One important limitation to this principle applies however: An employment relationship must not be terminated by either party for abusive reasons, which are listed in the Swiss Code of Obligations. An abusive termination is nevertheless valid; however, the terminating party may be compelled to pay an indemnity of up to six months' salary.
    Apart from that, an employment contract may be terminated by either party at any time in accordance with the legal or contractual notice period, except during certain proscribed periods. For example, if the employee is prevented from performing his work fully or partially by no fault of his/her own due to illness, accident, compulsory military or civil service or during the participation at a foreign aid service, no notice of termination can be given. Moreover, no notice can be given during a pregnancy and for the 16 weeks after giving birth. Any notice given during such period is null and void. If the notice is given prior to the beginning of such period, the expiration of the notice period will be suspended and continues only after termination of the proscribed period.
    Furthermore, there is a special procedure, including information and consultation duties, for mass redundancies. Whether a collective redundancy qualifies as mass redundancy in terms of the Swiss Code of Obligations (and thus triggers the special procedure) depends on the number of persons concerned. In undertakings with more than 20 and less than 100 employees, at least ten employees have to be concerned. In bigger undertakings, the threshold lies at 10% or 30 employees, whichever number is smaller.
    All employment contracts may also be terminated by mutual agreement at any time. If the employee waives inalienable statutory rights in the framework of a termination or settlement agreement , it is important that he/she receives an adequate consideration in return for this waiver, as otherwise the waiver might be deemed invalid.
  • Are there any obligations to adopt social plans in case of mass redundancies?
    The Swiss Code of Obligations provides for a duty to negotiate on a social plan in the case of mass redundancy, provided that at least 30 employees are concerned and that the employer usually has more than 250 employees. The social plan constitutes an agreement which shall contain measures that avoid or reduce the number of redundancies or mitigate the consequences thereof. In case the parties cannot reach an agreement on the social plan, it will be developed by an arbitral tribunal.
  • Is it possible to terminate an employment contract with immediate effect?
    Any party may terminate the employment contract at any time with immediate effect for good cause, i.e. if the terminating party in good faith cannot be expected to continue the employment relationship with the other party. The threshold for such good cause is quite high. Usually, a formal reprimand has to be issued, and a termination with immediate effect can only be given in the case of repeated misbehavior (unless the misbehavior reaches a certain severity).
    In the case of an unjustified dismissal without taking into consideration the applicable notice period by the employer the termination remains nevertheless valid, but the employee keeps the right to claim the compensation which he/she would have earned if the employment relationship had been terminated in accordance with the applicable notice period or until an employment contract concluded for a fixed duration had expired. This amount will then be offset against what the employee saved because of the termination of the employment or what he/he earned or intentionally failed to earn from other work.
    In addition, the judge may compel the employer in such cases to pay a penalty of up to six monthly salaries.
  • Does Swiss law apply in case of non-Swiss employees or employers?
    In international labor relationships, the parties to an employment contract can mutually decide on the law which shall govern the employment relationship. Under Swiss international law principles the choice is very limited: it is only possible to choose either the law of the country the employee has his/her residence or the law of the country where the employer's business establishment or residence is located.
    In the absence of such agreement, if an international labor dispute is brought before a competent Swiss court, the judge will apply Swiss law if the employee has his ordinary place of work in Switzerland.
    In a case where an employee ordinarily works in several countries, the employment agreement is subject to the law of the country of the employer's business establishment or, in the absence of such establishment, the country of the employer's domicile or ordinary residence.
  • What happens with the employees in case of a business transfer?
    If the employer transfers the business or a part thereof to a third party, the employment relationship, including all rights and obligations, is transferred to the acquiring party as of the date of transfer. The transferring and the acquiring party remain jointly and severally liable for all claims of the employee which had arisen before the transfer and, for a limited period of time, even after the transfer.
    The employee has however the possibility to decline such transfer, in which case the employment relationship automatically ends upon expiration of the applicable statutory (but not contractual) notice period.
    If a collective employment contract exists, the acquirer remains bound to that contract for at least one year, unless it expires earlier or is terminated by notice.
    Special rules apply with regard to transfers of a business or parts thereof within the framework of an insolvency or bankruptcy of the transferring party. In such cases a transfer of an employment relationship generally requires an agreement with the acquiring party.
  • Is the employer entitled to relocate an employee or to transfer him to another company?
    The freedom of an employer to change the place of work of an employee depends on whether the place of work is set forth in the employment contract. If this is the case, an employee may only be relocated upon mutual agreement, e.g., through a modification of the employment contract. In case the employment contract does not govern the place of work, the employer may unilaterally relocate the employee, but only to the extent that is reasonable and acceptable for the employee. If the employee's trip to work becomes much longer, this might not be the case.
    The employer is not entitled to transfer the rights from an employment agreement to a third party unless otherwise agreed upon or, under certain circumstances, in the course of a business transfer.
  • How are private placement services and the hiring out of employees governed?
    In general, if an undertaking plans to offer private placement services (i.e. bringing together job seekers and potential employers by whatsoever means), the undertaking needs to obtain the respective license which is issued by the competent cantonal labor authorities. Moreover, in case of cross-border services, an additional license on a federal level is required, which is then issued by the State Secretariat for Economic Affairs (SECO). It is important to keep in mind that such services may generally not be performed by foreign undertakings which do not and even cannot obtain a license issued by the competent authorities.
    Similar rules apply with regard to the hiring out of employees, i.e. personnel leasing. Whoever plans to hire out employees on a commercial basis generally requires a license issued by the competent cantonal authorities. In cross-border situations, an additional license issued by the SECO is required. It is important to note that the legislation applicable to the hiring out of employees explicitly prohibits the hiring out of employees from abroad to a client in Switzerland.
    Providing private placement and hiring out services without having the required licenses may result in considerable fines.
  • Are strikes and collective disputes common in Switzerland?
    The right to strike is recognized under certain conditions: Only the labor unions have a right to call a strike, strikes must be related to work conditions (political strikes are illegal), and strikes are a means of last resort. However, most collective employment contracts provide for a prohibition of strikes. Unlike in some of its neighboring countries, strikes are therefore rather exceptional in Switzerland and usually of very limited impact beyond the target business.
    Checklist
    When drafting an employment contract, the following issues should be taken into consideration:
    1. Which law shall govern the employment contract (an issue only in case of an international employment relationship)?
    2. Is there any collective or standard employment contract that may apply?
    3. Which mandatory statutory provisions have to be respected?
    4. Which form of the employment contract should be used?
    5. Are there any standard or other terms or conditions, such as internal company guidelines, that should be specifically incorporated into the written employment contract?
    6.
    List of most common issues dealt with in individual employment contracts:
  • Name and details of the parties
  • Position and description of duties and competences
  • Place of work
  • Weekly working hours
  • Overtime
  • Gross monthly or annual salary and number of installments per year
  • Fixed and variable parts of salary
  • Deductions from the salary
  • Out-of-pocket expenses
  • Probation period (3 months maximum)
  • Duration of contract (limited or unlimited)
  • Termination of work relationship (notice period)
  • Vacation and public holidays
  • Right to salary payments in case of accident or illness / daily allowances insurance
  • Intellectual property rights
  • Use of company car
  • Confidentiality
  • Non-competition obligations (post-contractual)
    Useful Links
  •  
  • www.admin.ch - The website of the Federal Authorities of the Swiss Confederation
    The website of the Federal Authorities of the Swiss Confederation. On this site, you will find all the
    applicable laws and regulations by following the section
  •  
  • www.ch.ch - The Swiss Portal
    A website that guides you around the administrative offices of the federal government, the cantons and the
    communes. This information portal will provide you with answers to questions you have on the
    administrative and bureaucratic aspects of daily life i
  •  
  • www.seco.admin.ch - Material on the Federal Act on Employment in Trade and Industry
    On this website, you can find numerous materials related to the Federal Act on Employment in Trade and
    Industry, including the applicable ordinances and detailed directives provided by the federal authorities
    regarding the implementation of the rules set
  •  
  • www.seco.admin.ch - Generally applicable collective employment contracts on the federal level
    List of all collective employment contracts which were declared generally applicable by the federal
    authorities.
  •  
  • www.seco.admin.ch - Generally applicable collective employment contracts on the cantonal level
    List of all collective employment contracts which were declared generally applicable by cantonal
    authorities.
  •  
  • www.seco.admin.ch - Standard employment contracts
    List of all standard employment contracts which apply on the federal and cantonal level.
  •  
  • www.treffpunkt-arbeit.ch - Private placement services and hiring out of employees
    A website containing directives, circulars, application forms, templates, etc. regarding private placement
    services and hiring out of employees. Some information is available in English as well.
  •  
  • www.bsv.admin.ch - Federal Social Insurance Office, Switzerland
    Website of the Federal Social Insurance Office, which, inter alia, provides information on the numerous
    social insurances which exist in Switzerland, but also addresses cross-border issues.