Construction Collective Agreement Switzerland (LMV): Wages and Rights 2026

The LMV (Landesmantelvertrag) has been declared generally binding by the Federal Council, which means it covers every employer operating in the main construction sector, large firms like Implenia or Marti and five-person subcontractors alike. A bricklayer, formwork carpenter or reinforcement worker benefits from the same baseline rights. EU-posted workers and cross-border commuters working on Swiss construction sites are also subject to the LMV for the duration of their assignment, a key protection under Swiss labour law against wage dumping.

Who is covered by the LMV?

The LMV covers the main construction sector: structural work, civil engineering, road laying, earthworks, demolition, masonry and reinforced concrete. It does not cover finishing trades (electricians, plumbers, painters, tilers) which have their own sectoral agreements. To verify whether your employer is subject to the LMV, check whether their primary business falls under construction in the broad sense. The rights it grants go beyond a standard employment contract in terms of leave, wages and early retirement. The National Joint Commission for Construction (CPNB/LAKO) maintains a register and can confirm coverage on request.

Minimum wages in Swiss construction 2026

The LMV defines wage grades according to qualification. Amounts are negotiated annually between the Swiss Contractors' Association (SBV/SSE) and the Unia trade union. Principal grades for 2026 (gross monthly salary, 41.5 hours/week):

Note: exact amounts vary with annual negotiations and region. Consult CPNB/LAKO circulars for updated figures.

Notice periods in the construction sector

The LMV provides more favourable notice period terms than the Code of Obligations baseline. During the first 5 years of service: 1 month's notice to end-of-month. From the 6th year onwards: 2 months' notice to end-of-month. These periods apply equally to both employer and employee, protecting workers in a sector with significant seasonal precarity. During weather-related work stoppages, the contract is not suspended: the bad-weather fund pays 80% of the gross wage.

A bricklayer's notice period is longer than his manager's at most other Swiss firms, the LMV was built for a workforce too seasonal to protect itself.

Early retirement at 60 (PaBK)

One of the LMV's most distinctive features is the construction sector early retirement scheme (Pensionskasse Bau, PaBK). Workers who have contributed sufficiently can retire at 60, five years before the standard AHV retirement age. This provision acknowledges the physical demands of construction work. The pension is jointly financed by employer and employee contributions through the paritarily managed PaBK foundation, with social security coordination handled at cantonal level. Eligibility requires at least 20 years of contributions in the construction sector and no gainful employment after 60.

Other key entitlements under the LMV

The 13th-month salary is mandatory in construction, paid in December or prorated on departure. Annual leave is a minimum of 5 weeks (25 working days), with a 6th week from age 50, which exceeds the working conditions floor set by the Code of Obligations. Working hours are fixed at 41.5 hours per week, with any excess paid at a supplement. Commuting costs between home and site are reimbursed by the employer according to defined scales. If the assignment requires overnight stays away from home, the employer must cover accommodation costs or pay a daily allowance.

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Frequently asked questions

Does the LMV apply to agency workers in construction?

Yes. Agency workers placed on construction sites covered by the LMV must receive wages at least equivalent to LMV rates for the duration of the assignment. The temporary work collective agreement also requires working conditions to be aligned with the user sector's CBA, which limits wage dumping through agency staffing in construction. Agencies that fail to comply are exposed to fines from the joint commissions.

What can I do if my employer does not comply with the LMV?

The National Joint Commission for Construction (CPNB/LAKO) is the enforcement body. It can carry out site inspections, check payslips and issue fines. In parallel, you can file a complaint with the cantonal labour inspectorate. Unia, the main construction trade union, provides free legal support to affiliated workers pursuing wage claims.

What is the difference between the LMV and a cantonal construction agreement?

The LMV is a national agreement binding across the whole main construction sector. Some cantons have supplementary agreements with more generous conditions, notably Geneva, Vaud and Zurich. Where both apply, the more favourable agreement for the worker always prevails. Workers in German-speaking Switzerland should check both the LMV and any applicable cantonal agreement, particularly for minimum wages which may differ.

What are the bad-weather compensation rights under the Swiss construction CCT?

The Schlechtwetterregelung (bad-weather regulation) is one of the LMV's most worker-protective provisions. When meteorological conditions make outdoor construction work impossible or dangerous (heavy rain, frost, storm or exceptional snowfall), the employer is required to notify SECO and the cantonal labour office as soon as a stoppage begins. Workers receive 80% of their gross contractual wage for the hours lost, funded through the bad-weather compensation scheme (financed jointly by employer contributions and the federal unemployment insurance fund under AVIG/LACI). Wage workers on permanent contracts and temporary workers placed at LMV sites are both covered. Workers in purely indoor roles or those performing finishing trades outside LMV scope are not entitled to bad-weather pay through this mechanism and must rely on ordinary short-time work rules instead.

Does the LMV (Landesmantelvertrag) CCT apply to foreign construction workers in Switzerland?

Yes, the LMV applies to all workers performing construction work in Switzerland, regardless of their country of origin or their employer's country of registration. This is the principle of posted worker protection — Swiss minimum conditions cannot be undercut by employing cheaper foreign workers. A foreign subcontractor must pay its workers at least the LMV rates and declare posted workers to the cantonal authority in advance.