Part-Time Work in Switzerland

Equal Treatment and Contract

Part-time employees have the same rights as full-time employees on a proportional basis: same hourly wages, same notice periods, same holiday entitlement in weeks, same dismissal protection, same access to GAV (collective agreement) benefits. The employment contract should specify: weekly hours and distribution, hourly or monthly salary, and whether hours can vary. Employers cannot unilaterally reduce hours, this requires a contract amendment or a change-notice.

Social Insurance Thresholds

Two important thresholds: Accident insurance (UVG): non-occupational accident cover only if working 8+ hours per week with the same employer. Below this threshold, the employee must arrange private non-occupational accident cover. Pension insurance (BVG): mandatory for employees earning at least CHF 22,680/year from one employer. Part-timers with multiple jobs may reach this threshold across employers but may need to join the BVG buffer fund for coverage.

Holiday Pay for Hourly Workers

Hourly-paid part-time workers are often paid holiday pay as a wage supplement (8.33% for 4 weeks entitlement, 10.64% for 5 weeks). This is legal only if clearly labelled on payslips. A blanket 'holiday pay included' mention without separate itemisation is invalid and the employee can claim holidays again. The same applies to 13th month pay: if included in hourly rate, it must be explicitly broken out.

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

Do part-time workers in Switzerland get paid holidays?

Yes, the same minimum of 4 weeks (20 working days for a 5-day week) applies. For a 3-day week, 4 weeks equals 12 working days. Holiday pay can be included in the hourly rate but must be clearly itemised on payslips.

Can my employer change my part-time hours without my agreement?

No. Hours are a contractual term. A reduction requires your consent or a change-notice (ordinary dismissal with offer of new terms). The employee can refuse, in which case the original contract remains or is terminated.

Am I insured against non-occupational accidents when working part-time?

Only if you work at least 8 hours per week with that employer. Below this threshold, UVG only covers occupational accidents. You should take out private cover for non-occupational accidents.

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.