Working in Switzerland: contracts, rights and labour law 2026
Switzerland has no statutory minimum wage at the federal level — but cantonal minimums exist in Geneva (24.32 CHF/h in 2026) and Vaud (21.45 CHF/h). The Swiss Code of Obligations (CO) governs most employment relationships, supplemented by collective labour agreements (CCT) in many sectors. For professionals arriving from France, the UK or elsewhere, several conventions differ significantly from what they are used to.
Switzerland operates a liberal employment model that balances significant employer flexibility with strong worker protections in specific areas. The relatively long notice periods (often 1–3 months after the first year), the probation period of up to 3 months, and the Certificat de Travail (employment certificate) system are among the features most unfamiliar to incoming expatriates.
- Notice period: 1 month (year 1), 2 months (years 2–9), 3 months (year 10+), unless CCT or contract differs
- Probation: up to 3 months (extendable by mutual agreement to 6 months)
- Annual leave: minimum 4 weeks for employees over 20, 5 weeks for under 20 and those over 50 in many CCTs
- 13th month salary: standard in most sectors; negotiate accordingly (salary always discussed as annual, 13 months included)
- AVS contributions: 5.3% employee share (employer contributes an additional 5.3%)
- LAMal health insurance: mandatory, individual subscription, not covered by employer
The employment contract in Switzerland
Swiss employment contracts can be oral or written, but written contracts are standard in professional environments. The contract must specify the start date, role, salary (including the 13th month if applicable), notice period, probation period and place of work. Any term deviating from legal minimums requires explicit contractual agreement — without it, the CO defaults apply.
Indefinite contracts (CDI equivalent) are the norm. Fixed-term contracts are less common than in France and subject to restrictions: they cannot be renewed more than once without becoming indefinite. Swiss employers rarely use probationary clauses beyond 3 months — if a contract specifies 6 months' probation, verify that a valid CCT justifies it.
Salary structure: the 13th month
The 13th month salary is nearly universal in Swiss formal employment and is typically paid in December. All salary negotiations and benchmarks in Switzerland are expressed as annual gross salary including the 13th month — a critical distinction when comparing with French or UK salary expectations. A candidate who quotes a net monthly figure without accounting for the 13th month typically ends up with a lower annual package than intended.
Many Swiss employers also offer year-end bonuses on top of the 13th month, particularly in banking and pharma. These are discretionary unless specified in the contract.
Social contributions and net pay
Gross-to-net calculations in Switzerland differ significantly from France. The main employee-side deductions are: AVS/AI/APG (5.3%), unemployment insurance (2.2%), LPP (occupational pension — variable, roughly 6–10% depending on age and fund), and LAMal (health insurance — not deducted from salary, paid directly to the insurer). A rough rule of thumb: net pay represents approximately 75–82% of gross for a Geneva-based employee, depending on LPP contributions and family situation.
The Certificat de Travail
The Certificat de Travail is a formal written certificate from each employer confirming dates of employment, role, and performance. Every employer is legally required to provide one on request (Article 330a CO), and Swiss recruiters routinely ask for them — often for all positions held in the last 10 years. For professionals arriving from countries where such certificates are not standard, obtaining equivalent documentation from previous employers before applying in Switzerland is strongly recommended.
Frequently asked questions
Is there a minimum wage in Switzerland?
There is no federal minimum wage, but several cantons have implemented cantonal minimums: Geneva (24.32 CHF/h in 2026) and Vaud (21.45 CHF/h) are the main ones in French-speaking Switzerland. Many sectors have minimum wages set by collective labour agreements (CCT) that may exceed cantonal minimums.
How long is the notice period in Switzerland?
Under the Code of Obligations, the standard notice period is 1 month during the first year of employment, 2 months between years 2 and 9, and 3 months from year 10 onwards. Collective agreements and individual contracts may specify longer periods. Notice must be given at the end of a calendar month unless otherwise agreed.
What is the difference between a B permit and a C permit?
The B permit (Autorisation de séjour) is a renewable temporary residence permit typically valid for 1 year (EU/EFTA nationals) or as specified in the work contract. The C permit (Autorisation d'établissement) is a permanent residence permit available after 5 years (EU/EFTA) or 10 years (non-EU/EFTA) of continuous residence in Switzerland. C permit holders have the same labour market rights as Swiss nationals.
Is health insurance provided by the employer in Switzerland?
No. Swiss health insurance (LAMal) is mandatory for all residents but is taken out individually, not through the employer. Each person must subscribe to a recognised LAMal insurer within 3 months of arrival. Premiums vary significantly between insurers and cantons — comparison platforms (comparis.ch, priminfo.ch) allow online comparison. Employers are not required to contribute to LAMal but some do so voluntarily or via benefits packages.