Vacation Leave in Switzerland: Rights, Carryover & Legal Minimums
Navigate Swiss vacation law with clarity. From federal minimums through collective bargaining standards, understand your entitlements, carryover rules, and timing negotiations in a Swiss context.
Switzerland's vacation framework balances federal legal minimums with extensive cantonal and sector-specific customization through collective labor agreements (Gesamtarbeitsvertrag, or GAV). The federal minimum is 2 weeks (10 working days), but most employers provide 4–5 weeks through GAV or direct negotiation. Part-time employees receive full vacation days rather than pro-rated allocations:a 50% employee still receives 2–2.5 weeks annually. Carryover rules vary: unused vacation typically expires by December 31, though some cantons and GAVs permit 1–2 weeks to roll into the following year. Illness during vacation returns days to your balance; sick leave replaces vacation in such instances.
- Federal minimum: 2 weeks (10 working days) per year for all employees
- Practical standard: 4–5 weeks via GAV (collective agreement) in most sectors and company sizes
- Part-time entitlement: Full weeks, not pro-rated; 50% employment = 1 full week minimum (50% × 2 weeks federal minimum)
- Carryover rules: Unused vacation expires Dec 31 in most cases; 1–2 weeks may roll over under GAV or cantonal rules
- Employer scheduling: Employer sets vacation calendar, but employee preference is negotiable and often honored
- Illness during vacation: Vacation days returned to balance; sick leave applies instead with medical certificate
- Payment during vacation: Full salary paid, no deductions or reductions
- Public holidays: Separate from vacation; 8–13 recognized holidays annually vary by canton
- Entitlement accrual: Vacation days accrue monthly (for example, 4 weeks ÷ 12 months ≈ 3.3 days/month)
- Notice period: Typically 2–4 weeks advance notice for vacation requests, as set by employer policy or contract
Federal Minimums vs. Collective Agreements
Swiss labor law (Obligationenrecht, or OR Article 329a) mandates a minimum of 2 weeks (10 working days) annually for all employees regardless of sector or company size. However, this federal floor is rarely the practical entitlement. Most employers:whether bound by collective bargaining agreements (GAV) or offering competitive packages:extend 4–5 weeks as standard. The construction, metalworking, hospitality, and public sectors often provide 5+ weeks through their respective GAVs. Finance, tech, and professional services typically offer 4–5 weeks as baseline. Part-time employees do not receive pro-rated vacation; instead, they receive full weeks scaled to their employment percentage. A 50% employee receives 1 week (50% × 2 weeks minimum), while a 80% employee receives 1.6 weeks, rounded to 2 weeks under most Swiss practices.
Your employment contract specifies your exact vacation entitlement; review it carefully at hiring. If your contract references a GAV, that collective agreement overrides individual negotiation for vacation and other benefits. Many employers allow negotiation during hiring if you come from abroad or have relevant seniority elsewhere; this is your primary opportunity to secure higher vacation. After hiring, requesting additional vacation through unilateral agreement is difficult:most employers will not grant increases outside GAV amendments.
Carryover, Accrual, and Expiration
Unused vacation expires December 31 in most Swiss cases. This means vacation does not automatically roll into the following year; it lapses. However, some cantons (e.g., Basel-Stadt, Jura) and sector-specific GAVs permit employees to carry forward 1–2 weeks into the next calendar year, typically under conditions that the employer failed to schedule vacation due to operational demands. Check your cantonal labor law and GAV for carryover eligibility. Some employers voluntarily allow carryover; request this in writing if unsure.
Vacation accrues monthly based on your annual entitlement. If you receive 4 weeks (20 working days) annually, you accrue roughly 1.67 days per month. This means you technically earn vacation rights progressively; an employee who leaves after 6 months is entitled to approximately 2 weeks of severance vacation pay. Upon employment termination, unused vacation must be paid out at your regular salary rate:employers cannot withhold this as a penalty. Vacation payout during termination is legally mandatory and calculated at your ordinary daily wage.
Employers set vacation schedules annually, typically requiring submission of preferences by October or November for the following year. Your employer preference is usually considered but not guaranteed; the employer has final authority to balance operational needs with employee preferences. If disputes arise over scheduling, mediation through cantonal labor offices or union representatives can assist. Blocking vacation entirely for extended periods (e.g., refusing all requests for 6+ months) is often deemed abusive and may violate cantonal or GAV provisions.
Illness, Payment, and Public Holidays
If you fall ill during scheduled vacation, vacation days return to your balance and sick leave applies instead. You must provide a medical certificate (Arztzeugunis) from your doctor, typically required after the second consecutive day of absence. Your employer cannot deduct vacation time once you have submitted medical proof of illness. This protection ensures that genuine illness does not consume your vacation entitlement. If you become ill on the first day of a two-week vacation block, those two weeks revert to your vacation balance, and sick leave covers the illness period.
You receive full salary during vacation with no deductions or reductions. Vacation is a paid right, not unpaid time off. Your salary, bonuses, and benefits continue uninterrupted during vacation periods. Employers cannot reduce your vacation salary based on reduced company productivity or other operational factors. If you work during vacation (e.g., remote work emergencies), negotiate additional compensation or vacation day restoration with your employer in writing.
Public holidays:such as January 1, Christmas, and national/cantonal days:are separate from vacation entitlement and number 8–13 annually depending on your canton. Zurich recognizes 12 public holidays; Geneva, 11; and rural cantons may include additional local holidays. Public holidays are paid leave, and many employers prohibit vacation scheduling on these dates. If you work on a public holiday, you are typically entitled to additional compensation (e.g., surcharge of 25–50%) or a replacement day off, as set by your employment contract or GAV.
Negotiation, Disputes, and Best Practices
Vacation entitlement is your primary negotiation lever during hiring. If relocating from abroad or bringing significant experience, explicitly request 5+ weeks during salary and benefits discussion; this is far easier than negotiating increases after employment begins. Many multinational employers and tech firms offer 5–6 weeks to international hires. Once hired, collective agreements and your contract are binding; unilateral requests for more vacation are rarely granted unless your canton's labor office intervenes.
Document vacation requests in writing:email your manager a summary of planned dates and receive written confirmation before booking flights or hotels. Keep records of approved vacation, carryover if applicable, and any illness-related reversals. Payroll records should reflect your vacation balance each month; request a breakdown if unclear. If your employer refuses to allow vacation despite sufficient accrual, or if carryover is promised but not honored, escalate internally (HR, union rep) or contact your cantonal labor office (Arbeitsamtamt) for mediation. Vacation rights disputes occasionally result in small claims or arbitration.
Frequently Asked Questions
Do part-time employees receive less vacation?
No. Part-time employees in Switzerland receive full vacation weeks, not pro-rated allocations. A 50% employee receives the same number of weeks as a full-time colleague:typically 2 weeks minimum (federal) or 4–5 weeks (GAV standard). The entitlement is based on weeks, not hours. Some employers do pro-rate during the first year of partial employment, but ongoing part-time workers receive full-week allocations, a worker protection unique to Swiss labor law.
Can my employer refuse my vacation request?
Your employer can set the vacation schedule and deny specific requests if operational demands require it. However, your employee preference is typically considered and often honored, especially if requested well in advance. If your employer blocks all vacation for extended periods (6+ months), this may violate cantonal labor law or your GAV as an abuse of employer authority. Document your requests and escalate disputes through union representatives or cantonal labor offices if necessary.
What happens to my vacation if I get sick during my scheduled time off?
Vacation days are returned to your balance when you provide a medical certificate. You must submit a doctor's note (Arztzeugunis) to your employer, typically required after the second day of illness. Once confirmed, the vacation period reverts to your vacation account, and sick leave (with full pay) applies instead. This protection ensures illness does not consume your vacation entitlement.
When does unused vacation expire, and can I carry it into the next year?
Unused vacation typically expires on December 31 each year under Swiss law. However, some cantons and collective agreements permit 1–2 weeks to roll over into the next year, particularly if the employer failed to schedule vacation due to operational demands. Check your employment contract and cantonal labor law for carryover provisions. Upon termination of employment, all unused vacation must be paid out at your regular salary rate.