Switzerland is often praised for its strong economy, competitive salaries, and professional work environment. But for newcomers, understanding their rights as employees can be confusing. Unlike many countries with extensive labor codes, Switzerland’s employment law relies on a mix of federal rules, individual contracts, and collective agreements. This means your rights may depend on your job, your sector, and even your canton.
Whether you’re just starting your job search or you’ve already landed a position, knowing your rights as an employee is essential. This guide breaks down what you’re entitled to at work—from contracts and salaries to working hours, termination rules, and protections.
Work Contracts: What to Expect
In Switzerland, employment contracts can be written or verbal. However, a written contract is standard and strongly recommended. Your contract should clearly state:
- Your job title and responsibilities
- Working hours
- Salary and bonus agreements
- Vacation days
- Notice period for termination
- Any probation period
- Additional terms (e.g., confidentiality, non-compete clauses)
Swiss law does not require a detailed written contract, but if you work longer than a month, your employer must give you a written summary of the most important terms within one month.
Always review your contract carefully before signing. If you’re unsure about the language or specific clauses, consider asking a labor advisor or legal translator for help.
Probation Period
Most Swiss contracts begin with a probation period. This is a trial phase during which either party can terminate the employment more easily. The typical probation period is one month, but it can be extended up to three months if agreed in writing.
During probation, the notice period for dismissal is just seven days. After the probation ends, longer notice periods apply.
Working Hours and Overtime
Swiss law allows a maximum of:
- 45 hours per week for office, industrial, and technical staff
- 50 hours per week for all other sectors
A standard workweek is often around 40 to 42 hours. Anything beyond your regular hours may be considered overtime.
By law, employees must be compensated for overtime with either:
- Time off of equal duration
- Payment at 125% of the regular wage
However, some contracts limit or exclude overtime pay. Senior-level staff may be expected to work extra hours without additional compensation, so check your contract carefully.
You are entitled to a break of at least:
- 15 minutes if working more than 5.5 hours
- 30 minutes if working more than 7 hours
- 1 hour if working more than 9 hours
Work on Sundays and public holidays is generally prohibited unless the job requires it (e.g., healthcare, hospitality). If you work during those times, your employer must request permission and provide compensation or time off.
Vacation and Public Holidays
Swiss employees are entitled to at least four weeks (20 working days) of paid vacation per year. Employees under 20 years old receive five weeks.
Your employer must allow you to take at least two consecutive weeks of leave once per year. Vacation days must be taken—Swiss law discourages payment in lieu of leave unless the contract ends before you can take your time off.
Public holidays vary by canton, but typically include:
- New Year’s Day
- Good Friday
- Easter Monday
- Ascension Day
- National Day (August 1)
- Christmas Day and Boxing Day
Some cantons have additional holidays, and whether they’re paid or not depends on your local regulations and employment agreement.
Sick Leave and Health Protection
If you’re unable to work due to illness, you’re entitled to sick pay. The employer must pay your full salary for a limited time, depending on how long you’ve worked for them. This period ranges from:
- 3 weeks in the first year
- Up to several months in later years (based on cantonal scales)
To qualify, you must notify your employer as soon as possible and usually provide a doctor’s certificate starting from the third day of absence (or earlier, depending on company policy).
Many employers also offer daily sickness allowance insurance (Taggeldversicherung). This provides extended salary coverage, typically 80% of your income for up to 720 days, and is often partially paid by the employer and employee.
Parental Rights
Maternity Leave
Female employees are entitled to 14 weeks (98 days) of paid maternity leave at 80% of their salary, paid through insurance. This leave begins at childbirth and can be extended if the mother is unable to return to work for health reasons.
Some employers offer longer paid maternity leave, but the minimum is federally mandated.
During pregnancy and for 16 weeks after childbirth, dismissal is legally prohibited. Employers cannot fire you during this period.
Paternity Leave
Fathers are entitled to 10 working days of paid leave within the first six months of the child’s birth. This can be taken consecutively or spread over several days.
Parental Leave and Childcare
There’s no official “parental leave” beyond maternity or paternity benefits. However, some employers offer family-friendly policies like flexible hours or remote work.
Employees are also allowed short paid absences for urgent family responsibilities, such as a child’s illness, under the Swiss Civil Code.
Salary and Payment Rules
Switzerland does not have a universal minimum wage, but some cantons (such as Geneva, Neuchâtel, Ticino, and Jura) have introduced cantonal minimum wages—typically between CHF 20 and 24 per hour.
Wages are usually negotiated individually or through collective labor agreements. Your contract should clearly specify:
- Monthly gross salary
- Bonus conditions, if applicable
- 13th salary (a common but not mandatory extra monthly payment in December)
Salaries are generally paid monthly, and payslips include deductions for:
- Social security (AHV/AVS)
- Unemployment insurance
- Accident insurance
- Pension fund (second pillar, if applicable)
Check your payslip to understand deductions and net pay. Your employer must provide a detailed breakdown.
Workplace Protection and Discrimination
Swiss law prohibits discrimination based on:
- Gender
- Pregnancy
- Race or ethnicity
- Age
- Religion
- Sexual orientation
Harassment, bullying, or any form of discrimination is illegal. Employers must provide a safe and respectful work environment. If you’re experiencing problems, speak with your HR department, company ombudsperson, or contact your canton’s labor inspectorate.
Whistleblower protections exist but are limited. If you expose workplace violations, you should seek legal advice to ensure your rights are protected.
Termination and Notice Periods
Swiss law allows flexible termination rules but requires clear notice periods. Unless your contract says otherwise, the standard notice periods are:
- 7 days during the probation period
- 1 month in the first year of employment
- 2 months in the second to ninth year
- 3 months after the tenth year
Termination must be in writing, and you are entitled to work through your notice or receive pay in lieu.
You cannot be dismissed during certain protected periods, including:
- Pregnancy and 16 weeks after childbirth
- While performing military or civil service
- During sick leave, for a limited duration depending on years worked
If you believe you were unfairly dismissed, you can challenge the decision in court. However, Swiss law focuses on compensation rather than reinstatement.
Collective Agreements
Some industries have Collective Labor Agreements (CLAs) that set minimum standards for pay, working hours, and conditions. These apply automatically to all workers in certain sectors, such as construction, hospitality, and cleaning.
CLAs are often negotiated by trade unions and employer associations. They offer stronger protections than individual contracts and cannot be bypassed by employers.
To find out if your industry has a CLA, check with your HR department or visit the SECO (State Secretariat for Economic Affairs) website.
Final Thoughts
Swiss employment law balances flexibility with strong worker protections. While your rights may differ slightly depending on your canton or industry, you can generally expect fair treatment, predictable work conditions, and reliable pay.
The most important thing is to read your contract carefully, understand your obligations, and know when to ask for help. Trade unions, legal clinics, and employee associations can all support you if you encounter problems at work.
As an expat, knowing your rights gives you more control over your career, protects you from exploitation, and helps you integrate successfully into Swiss working life.