TopicFederal floor + cantonal layers

Swiss Employment Law

Swiss employment law is federal (Obligationenrecht, ArG, Lohnausweis), with cantonal layers on minimum wages and labour inspection. This hub covers the first-hire checklist, work permits, notice periods, and the cantonal variations every employer needs to track.

5 weeks
Minimum paid vacation (age 21+)
40 to 50h
Maximum weekly working hours
3 months
Standard notice period
Lohnausweis
Annual salary certificate
Verified against official sources in Switzerland. ESTV, SECO, AHV-IV, FDPIC, and cantonal portals.
Status: current
CantonGenevaZurichZugBernBaselVaud
TopicVATCompany FormationAHVEmploymentData ProtectionAnnual Obligations
Business typeFreelancerGmbHAGEmployer
Key Numbers

Swiss Employment Law, at a glance

5 weeks
Minimum paid vacation (age 21+)
Federal floor. Workers under 20 and apprentices get 4 weeks. CCTs may extend.
40 to 50h
Maximum weekly working hours
45h cap for industrial workers, 50h for retail/office. Federal ArG defines.
3 months
Standard notice period
From year 2 of employment. Year 1 is 1 month, after 9 years rises to 4 months.
Lohnausweis
Annual salary certificate
Federally mandated, must be issued to every employee by 31 January for prior year.
Reference

Registration, filing, and key rules

Practical facts for SMEs in Switzerland that need to register, or are already registered.

Hiring and contracts
Written contract requiredRecommended, not strictly mandatory
Probation periodMax 3 months (federal cap)
Work permit requiredNon-EU/EFTA: yes; EU/EFTA: simplified
Workplace canton determinesSource-tax rules + cantonal min. wage
AHV registrationMandatory before first payroll
BVG (occupational pension)Mandatory above CHF 22,050 annual
Accident insurance (UVG)Mandatory, fully employer-paid
Termination and benefits
Notice period (year 1)1 month
Notice period (years 2 to 9)2 months (year 2) / 3 months (3+)
Notice period (year 10+)3 months
Severance (1958-born or earlier)Conditional, see Art. 339b OR
Protection during illness/pregnancyNotice extended
Vacation pro-rataYes, on termination
Final salary certificateMust include accrued vacation balance
Watch Out

Mistakes SMEs make most often, Swiss Employment Law

Four issues that authorities flag regularly in audits of small and medium businesses. Most are avoidable with early setup.

Cantonal minimum wages vary widely
Five cantons (Geneva, Neuchâtel, Jura, Ticino, Basel-Stadt) have statutory minimum wages ranging from CHF 19 to CHF 24/hour. The other 21 have no cantonal floor. Sectoral CCTs may set higher rates in construction, hospitality, security. Check both the canton and your sector.
Lohnausweis is non-negotiable
Every employee must receive a Lohnausweis by 31 January for the prior calendar year. Missing or late issuance is a frequent audit finding and triggers cantonal fines. Use payroll software that generates the certificate automatically.
Notice periods cannot be shortened mid-employment
Once an employee passes a notice-period threshold (year 2, 10+), you cannot revise downward. Contracts that try to do so are voidable; the statutory floor applies. Plan promotion / role-change dates accordingly.
Illness / maternity extends notice automatically
Notice during a period of paid sick leave (up to 30 to 180 days depending on tenure) or during maternity protection (16 weeks) is invalid and starts again when the protection period ends. This catches many small employers off guard.

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Related hubs

By canton or business type

Swiss Employment Law rules are federal, but canton + structure shape how they hit your business.

By canton
By business type