Notice Periods in Switzerland: Overview and Calculation

Statutory Notice Periods

Art. 335c OR/CO sets minimum notice periods: 1 month in the 1st year of service, 2 months from 2nd to 9th year of service, 3 months from the 10th year of service onward. These apply equally to employer and employee. The contract may provide longer periods; shorter periods require a GAV provision.

Commencement Date and Calculation

The notice period typically commences at month-end following the month in which notice is given. Notice given on 15 March starts on 31 March; with a 2-month period, it ends on 31 May. Some contracts specify mid-month start dates. Written notice by registered letter (eingeschriebener Brief) is the safest method.

Extensions and Exceptions

Contractually agreed longer periods are binding on both parties. A GAV can shorten the statutory minimums – for example, 2 weeks in the first month for seasonal roles. During probation, a special 7-day period applies.

Immediate Dismissal

Immediate dismissal for serious cause (Art. 337 OR) is always possible but requires a sufficiently serious ground. Examples: theft, violence, gross breach of trust. Without valid grounds, immediate dismissal may expose the dismissing party to damages. In dispute, the labour court decides.

Notice period table by years of service

Years of service	Statutory notice (CO Art. 335c)	Notice end date (notice given 15 March)
Less than 1 year	1 month	30 April
2–9 years	2 months	31 May
10 years or more	3 months	30 June

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Frequently Asked Questions

How long is the notice period in Switzerland?

1 month in the first year of service, 2 months from years 2–9, and 3 months from year 10 onward. The contract or GAV may provide longer periods.

When does the notice period start?

Generally at month-end following the month in which notice was given. Notice on 15 March runs from 31 March.

Can I agree to a shorter notice period in my contract?

Shorter-than-statutory periods can only be agreed via a GAV, not through the individual contract alone.

Does illness extend or pause the notice period in Switzerland?

The notice period itself is not extended by illness, it runs its course. However, if the employer dismisses an employee and the notice period falls during a statutory protection period (Sperrfrist: 30 days in year 1, 90 days in years 2–5, 180 days from year 6), the dismissal is void. If the employer gives notice before illness begins, the notice period is suspended for the duration of the protection period and restarts once it expires. The practical effect is significant: a 2-month notice given in year 6 during the first week of illness can extend the employment relationship by up to 180 + 60 days.