Workplace Health and Safety in Switzerland

Employer Obligations

The employer must take all necessary measures (technical, organisational, personal) to protect workers' physical and mental health (ArG Art. 6). This includes: risk assessments, ergonomic workstations, noise/chemical protection, adequate rest periods, protection from harassment and bullying, and provision of personal protective equipment (PPE) at no cost to the employee. Companies subject to ArG are regularly inspected by SECO and cantonal authorities. Non-compliance can result in fines and mandatory measures.

SUVA and Occupational Diseases

SUVA (Suva, Schweizerische Unfallversicherungsanstalt) is the main accident insurer for commercial and industrial businesses. It provides: accident insurance, accident prevention advisory services, workplace inspections and occupational disease recognition. Occupational diseases listed in UVG Annex 1 (noise-induced hearing loss, asbestosis, chemical skin conditions, respiratory diseases) are covered by UVG. Filing an occupational disease claim: via the treating physician or directly with SUVA.

Special Protections

Specific protections: pregnant and breastfeeding employees are exempt from night work, exposure to harmful substances and heavy physical work, the employer must provide an equivalent day role or pay 80% of salary if unavailable. Young workers (under 18): restricted hours, no night work, no dangerous machines without supervision. Right to refuse dangerous work: employees can refuse work that poses an imminent and serious health risk if the employer has not provided adequate protection, this right is protected (not grounds for dismissal).

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

Who pays for safety equipment in Swiss workplaces?

Always the employer. Personal protective equipment (hard hats, gloves, protective shoes, hearing protection) is provided and paid for by the employer. Any contractual clause making the employee pay for mandatory PPE is invalid.

What is an occupational disease in Switzerland?

A disease caused or significantly aggravated by the professional activity, listed in UVG Annex 1. Common examples: noise-induced hearing loss, asbestosis, contact dermatitis from chemicals. To qualify for UVG compensation, the disease must be on the list or evidence must show a >50% occupational causation.

Can I refuse dangerous work in Switzerland?

Yes, if the work poses an imminent, serious health risk and the employer has not provided adequate protection. This right derives from ArG and CO Art. 328. A dismissal for exercising this right in good faith would be wrongful.

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.