Holiday Entitlement in Switzerland

The Legal Minimum and GAV Extensions

Under OR Art. 329a: 4 weeks minimum (20 working days) for adults; 5 weeks minimum (25 working days) for employees under 20. Holidays accrue pro-rata: an employee who starts on 1 October earns 3 months × (1/12 × annual entitlement). Many GAV extend the minimum: 5 or 6 weeks from a certain age (often 50) or after a number of years of service. Your employment contract or GAV determines your specific entitlement.

When Can Holidays Be Paid Out?

Swiss law prohibits holiday payout while the employment relationship continues, holidays must be taken as time off. The only exception: when the employment ends and there are remaining unused holidays, these are paid out in the final settlement. The purpose of holidays is recuperation, a legal principle the Federal Supreme Court has upheld. Contractual provisions purporting to replace holidays with cash during ongoing employment are void.

Illness During Holidays

If an employee falls ill during holidays and provides a medical certificate, the sick days are not counted as holiday (OR Art. 329b). The employee must: immediately notify the employer, obtain a medical certificate, and the sick days are credited back. This is a frequently ignored right. Conversely, falling ill on the last day of employment does not extend the contract, sick leave and end of contract are separate matters.

Context on the Swiss job market helps frame any career decision in Switzerland. Our gross-to-net salary guide shows what Swiss gross salaries look like after AVS, LPP and tax deductions. The salary negotiation guide covers how to use market data in offer discussions and which arguments work with Swiss recruiters. Our guide to working in Switzerland as a foreigner covers entry conditions, permit categories and practical relocation steps. The work permit guide explains B, C, G and L permit categories and processing timelines. For cross-sector salary benchmarks, the Switzerland salary guide covers all major roles and cities.

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Frequently Asked Questions

Can my employer cancel my booked holidays at the last minute?

The employer plans holidays taking employee interests into account (OR 329c). Once agreed, cancelling at the last minute is only possible for exceptional operational reasons. The employer must compensate any non-refundable costs caused by the cancellation.

What if I am sick just before my holidays start?

If you are medically certified as unfit for work before the holiday period starts, the holiday is postponed. If you become ill after the holiday starts, the sick days are credited back to your holiday balance.

Do part-time employees get fewer holiday weeks?

No. Part-time employees get the same number of weeks of holiday. However, fewer calendar days apply: a 3-day week employee's 4 weeks = 12 working days, not 20.

What is the 13th month salary in Switzerland?

The 13th month salary in Switzerland refers to an additional monthly salary paid once a year, typically in December. It is included in annual salary benchmarks as standard: when a Swiss employer quotes CHF 120,000 per year, this normally means 13 monthly payments of approximately CHF 9,231 each, not 12 payments of CHF 10,000. The 13th month is governed by the employment contract or collective agreement (GAV), not by statute. It is subject to social contributions (AHV/ALV) and income tax. Always clarify with a prospective employer whether a quoted annual figure includes or excludes the 13th month.

How do Swiss notice periods work for employment contracts?

Under Swiss law (Code of Obligations, Art. 335c), notice periods during probation (default 1 month, up to 3 months by agreement) are 7 days. After probation, statutory notice periods are: 1 month during the first year, 2 months in years 2 to 9, and 3 months from year 10 onwards. Notice must be given in writing by end of calendar month (or end of the agreed notice period month). Contractual or GAV notice periods can be longer but cannot be shorter than statutory minimums. Protected periods exist (illness, accident, pregnancy) during which termination is suspended or prohibited.