Reference Letters in Switzerland

The Arbeitszeugnis (Mandatory Work Reference)

Every employee in Switzerland is entitled to an Arbeitszeugnis on request (Art. 330a CO), at any point during or after employment. The reference must be: truthful (factually accurate), complete (covering all main activities), benevolent (no unnecessary harm to re-employment prospects), and clear (no hidden negative language). In practice, Swiss Arbeitszeugnisse are written in coded language, even a good one has established phrasing. 'We always worked with full satisfaction' is positive. 'We worked with satisfaction' is average. 'We noted that she tried hard' is damaging.

The Referenzschreiben (Optional Reference Letter)

A Referenzschreiben is a voluntary letter from a colleague, client, or supervisor, comparable to the Anglo-American reference letter. It is not legally required but increasingly used in international environments. Unlike the Arbeitszeugnis, it is not governed by the benevolence requirement and can be more personalized. Always ask the reference person in advance and provide context about the role you are applying for. Most Swiss HR processes still prioritize Arbeitszeugnisse over Referenzschreiben for Swiss applications.

Verbal References and Employer Liability

Swiss employers giving verbal references must be truthful but benevolent. Giving a negative reference that materially harms the applicant, without factual basis, can lead to liability for damages under CO Art. 41 or 49. Employers who give overly positive references (hiding serious misconduct) can be liable to the new employer if harm results. Best practice: verbal references should stick to facts and periods of employment, personality assessments should be given carefully.

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

When should I request an Arbeitszeugnis?

Request it as soon as you leave a job, memories fade and the process takes time. You can also request a Zwischenzeugnis (interim reference) at any point during employment, e.g. when applying for internal promotions or external positions.

Can I dispute a negative Arbeitszeugnis?

Yes. If the reference is factually wrong or uses hidden negative language, you can ask the employer to amend it. If they refuse, you can file a civil claim, courts regularly order amendments to misleading or incomplete Arbeitszeugnisse.

Can employers check references without my permission?

Employers are expected to ask for your permission before contacting references. Contacting current employers without permission can constitute a privacy violation (nDSG) and may damage your current employment relationship. Reference checks should only happen at a late stage of the hiring process.

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.