Employment Contract in Switzerland: What Should You Check Before Signing?
Mandatory elements of a Swiss employment contract, probation rules, required documents, and registration obligations — step by step, based on 2025–2026 data.
What elements must a Swiss employment contract contain?
Swiss employment law is based on the Code of Obligations (Obligationenrecht / OR), which Articles 319–362govern employment relationships. The law does not require a written contract, but under OR Article 330b, the employer must inform the employee in writing of the key terms no later than one month after the employment relationship begins if the contract is for more than one month.
A fully comprehensive written employment contract typically includes the following:
Item | Content |
|---|---|
Parties’ details | Employer’s company name, employee’s name, address |
Job title | Position, brief description of duties |
Start of employment | Exact date; indefinite or fixed term |
Working hours | Weekly hours (standard: 40–42 hours/week), overtime rules |
Place of work | Worksite, possibility of home office |
Gross salary | Monthly amount in CHF, payment date |
Thirteenth-month salary | If applicable: when and how it is paid |
Vacation | Statutory minimum: 4 weeks/year (5 weeks for those under 25) |
Probation period | Duration and notice period during probation |
Notice period | Notice periods after probation according to years of service |
Collective agreement (GAV/CCT) | If applicable to the sector, reference to the GAV |
What should you pay particular attention to when setting the salary?
Switzerland has no uniform federal minimum wage — with the exception of a few cantons (e.g. Genève, Neuchâtel, Jura, Tessin, Basel-Stadt), where a cantonal minimum wage applies. However, in many sectors the sectoral collective agreement (Gesamtarbeitsvertrag / GAV) sets a mandatory minimum wage.
If you work in a sector covered by a GAV (e.g. construction, hospitality, cleaning, healthcare), check whether the salary stated in your contract meets the GAV minimum. The list of valid GAVs is available on arbeit.swiss.
How long is the probation period (Probezeit) in Switzerland, and what rules apply to it?
Under OR Article 335b, the probation period (Probezeit) is by default one month. In writing — or under the applicable GAV — it may be extended to a maximum of three months. A probation period longer than three months is not legally valid, even if it is written into the contract.
Termination during the probation period
During the probation period, either party may terminate the employment relationship with a 7-day notice period on any day. This is one of the shortest notice periods in Europe — and also one of the most common surprises for Hungarians arriving in Switzerland.
Important exception: if the probation period is interrupted due to illness, accident, pregnancy, or mandatory military/civilian service, it is extended by the same number of days as the interruption lasted.
Notice periods after the probation period
Once the probation period has ended, the minimum notice periods under OR Article 335c apply (unless the contract or the GAV provides more favourable terms):
Length of employment | Minimum notice period |
|---|---|
Until the end of the 1st year of employment | 1 month |
2nd–9th year of employment | 2 months |
From the 10th year of employment | 3 months |
By default, notice takes effect at the end of the month (unless the contract provides otherwise).
What documents does the employer request before concluding the contract?
Before concluding the contract and starting employment, a Swiss employer typically requests the following documents:
Documents that are mandatory or almost always requested:
Valid passport or identity card — for identification and verification of the right of residence
Residence permit (Ausländerausweis) — if you already have one; if not, the employer will help with the application
AHV number (AHV-Nummer / numéro AVS) — if you have already worked in Switzerland; if this is your first job in Switzerland, the employer will apply for it on your behalf
Bank account number with a Swiss bank (in IBAN format) — for salary transfer
Proof of tax residency — especially if subject to withholding tax (Quellensteuer)
Documents requested depending on the profession:
Diplomas, certificates of qualifications (possibly in an SBFI-recognised version — see below)
References or letters of recommendation from previous employers
Certificate of good conduct (Strafregisterauszug) — especially for roles in finance, healthcare or work involving children
Certificate of medical fitness (in certain sectors)
Recognition of Hungarian qualifications in Switzerland
A Hungarian higher-education qualification is not automatically recognised for every job. For regulated professions (doctor, dentist, pharmacist, lawyer, and certain engineering fields), prior recognition by the State Secretariat for Education, Research and Innovation (Staatssekretariat für Bildung, Forschung und Innovation / SBFI) is mandatory. For non-regulated professions, the employer decides at their own discretion — but to make the process easier, it is worth obtaining the SBFI guidance detailed in the svajc.com Knowledge Base.
What social insurance registration obligations apply?
When employment begins, the employer is required to register you with the Swiss social insurance system. You do not need to take active steps yourself — but it is advisable to check that this has been done.
The three mandatory pillars:
1. AHV/AVS and IV/AI (first pillar — state pension and disability insurance) The employer deducts about 5.3% of your salary as AHV/AVS contributions, and pays the same amount from their own side. The AHV number is your valid identifier throughout your entire stay in Switzerland.
2. Berufliche Vorsorge / BVG (second pillar — occupational pension) Mandatory for all employees whose annual income exceeds the BVG entry threshold (in 2025: CHF 22 050/year — ⚠️ see internal notes). The deduction rate depends on age and the pension fund’s rules.
3. SUVA or private insurer accident insurance (UVG) Occupational accident insurance (Berufsunfall) is mandatory for all employees. For those working 8+ hours per week, non-occupational accident insurance (Nichtberufsunfall) is also mandatory — this is paid by the employer.
Health insurance (Krankenkasse / KVG): This is not the employer’s responsibility — you must arrange it yourself, no later than within 3 months of arriving in Switzerland. The insurance is valid retroactively from the day of arrival. Cantonal premiums vary significantly: in Zürich and Genève, the monthly premium for basic insurance (Grundversicherung) is much higher than, for example, in Appenzell Innerrhoden.
Tasks before signing — checklist
Please check the following points before signing the employment contract:
[ ] Length of probation period — maximum 3 months; if longer, it is legally invalid
[ ] Probationary period notice period — 7 days (statutory minimum); check that the contract does not set a shorter period
[ ] Notice period after the probationary period — at least the minimum under OR 335c
[ ] Gross salary and payment date — monthly or biweekly; when it is transferred
[ ] Thirteenth-month salary — whether it is due, and when it is paid (usually in December or semi-annually)
[ ] Overtime rules — whether it is compensated, and how (supplement or time off)
[ ] GAV reference — if applicable to the sector, whether the contract refers to it and whether the salary meets the minimum
[ ] Place of work and home office — whether this is specified, if important
[ ] Confidentiality and non-compete clause — whether it exists, and to what extent it restricts future employment
[ ] Applicable law — for a contract concluded in Switzerland, Swiss law is the default; a foreign-law clause is suspicious
What rights and obligations do you have during the probationary period as a Hungarian employee?
As a Hungarian citizen, you are an EU citizen, so under the Agreement on the Free Movement of Persons (Freizügigkeitsabkommen / FZA, 1999) you enjoy the same labour-law protection as Swiss employees. No work permit is required — a residence permit is sufficient (B permit / Ausländerausweis B), which you can apply for together with your employer at the cantonal migration authority (Migrationsamt).
Rights that also apply during the probationary period:
Right to salary payment for days worked
Accident insurance coverage from the first working day
Sick leave in limited form (under Article OR 324a, proportionate to the length of employment)
Pregnancy protection: a pregnant employee may not be dismissed because of pregnancy, even during the probationary period
Obligations during the probationary period:
Duty to work in accordance with the conditions set out in the contract
Confidentiality regarding the employer’s business data
Immediate reporting in the event of illness and submission of a medical certificate (the employer may request this from the first day — this may vary by canton and internal regulations)
What should you watch out for? — Common mistakes and risks
1. Oral promises not recorded in writing If the employer verbally promises a higher salary, a bonus, or the option to work from home, but this is not included in the contract, it is not legally enforceable. Ask for all important terms in writing.
2. Excessively long probation period A probation period longer than three months is legally invalid — but if you do not object, the employer may still apply it. Know your rights.
3. Ignoring a non-compete clause (Konkurrenzverbot) Some contracts prohibit you from working in a similar field in Switzerland for a certain period after the employment relationship ends (usually 1–2 years). This can limit your future job opportunities.
4. Confusing withholding tax (Quellensteuer) with tax filing If you do not have a Swiss residence permit (C permit / Niederlassungsbewilligung) and your annual gross salary does not exceed CHF 120 000, your income tax is deducted directly from your salary by the employer (Quellensteuer). This does not exempt you from any tax return obligation — in some cantons, filing an annual return is mandatory above a certain income threshold.
5. Delayed conclusion of health insurance You must arrange your own Krankenkasse — the employer does not take care of this. If you miss the 3-month deadline, the canton will assign an insurer ex officio, and the premium will be charged retroactively with a late-payment surcharge.
6. Failing to settle Hungarian social insurance status When starting work in Switzerland, you must notify OEP (Országos Egészségbiztosítási Pénztár) of the start of your foreign insured status. Failure to do so may result in double contribution payments or problems with access to domestic benefits.
How can the employment relationship be terminated — rules on notice and contract termination?
Ordinary termination (ordentliche Kündigung)
Either party may terminate the employment relationship subject to the notice periods under OR 335c. (see table above). Written notice is recommended, although the law does not make it mandatory — written form is essential for evidentiary purposes.
Immediate termination (fristlose Kündigung)
This is only possible for an “important reason” (wichtiger Grund) — e.g. serious breach of trust, theft, or prolonged incapacity to work. If the other party disputes it, the lawfulness of immediate termination must be proven in court.
Prohibition periods (Sperrfristen)
Under Article OR 336c., the employer may not terminate during the following periods:
In the event of illness or accident: 30 days in the first year, 90 days in years 2–5, 180 days from the 5th year
During pregnancy and within 16 weeks after childbirth
During compulsory military or civil service
If the employer nevertheless gives notice during these periods, the termination is void (nichtig).
Unfair termination (missbräuchliche Kündigung)
If the reason for termination is unlawful (e.g. trade union membership, pregnancy, religion, sex), the employee may claim compensation — up to 6 months’ salary. However, the termination does not become invalid; only a claim for compensation arises.
Sources
ch.ch — Switzerland’s official government portal: https://www.ch.ch/en/
arbeit.swiss — The labour market portal of the State Secretariat for Economic Affairs (SECO): https://www.arbeit.swiss/
Swiss Code of Obligations (Obligationenrecht / OR), Articles 319–362 — admin.ch
State Secretariat for Education, Research and Innovation (SBFI) — sbfi.admin.ch
AHV/AVS information sheet — ahv-iv.ch
Related Articles
What should you know about Swiss employment contracts and probation periods?
Swiss residence permits in 2026: L, B and C types for Hungarians
A complete guide to the Swiss healthcare system for Hungarians
How does the first pillar work in Switzerland from a Hungarian perspective?
How can you find a job in Switzerland by professional field?
In Brief
When reviewing a Swiss employment contract, the most important points are the salary, probation period, notice periods, any GAV reference, and insurance registrations. The probation period is 1 month by default and may be up to 3 months; during this period, the notice period is 7 days. A written contract is not mandatory, but the key terms must be clearly documented, otherwise verbal promises are difficult to enforce.
Key Takeaways
- Check whether the probation period is no longer than 3 months; any longer clause is legally invalid.
- Verify that the notice period during probation is 7 days, and after probation that it meets the minimum under OR 335c.
- Examine whether the gross salary reaches the GAV minimum for the relevant sector, if one applies.
- Put the 13th salary, payment date, overtime compensation, and home office conditions in writing.
- Review any non-compete and confidentiality clauses, as they may also restrict future employment.
- Arrange health insurance within 3 months, as this is not handled by the employer.
Frequently Asked Questions
Is it mandatory to put a Swiss employment contract in writing?
No, it is not mandatory, because Swiss law recognizes an employment relationship even without a written contract. However, if the contract is for more than one month, the employer must provide written information on the key terms no later than within one month.
How long is the probation period in Switzerland, and can it be longer than three months?
The default probation period is one month. It may be extended in writing or under the applicable GAV to a maximum of three months; any longer probation period is not legally valid.
What is the notice period during probation?
During probation, either party may terminate the employment relationship with 7 days' notice. Notice may be given for any day, not only for the end of a month.
Is there a national minimum wage in Switzerland?
There is no uniform federal minimum wage, but some cantons have a cantonal minimum wage. In addition, many sectors have a GAV that sets a mandatory minimum wage, so the contractual salary should always be compared with that as well.
Who arranges health insurance after starting work in Switzerland?
The employee must arrange health insurance, no later than within 3 months of arriving in Switzerland. The insurance applies retroactively from the date of arrival.
What documents may the employer request before signing the contract?
Typically, a passport or identity card, residence permit, AHV number, Swiss bank account details, and, where applicable, proof of tax residence are requested. Depending on the profession, a diploma, references, a criminal record certificate, or a medical fitness certificate may also be required.
What should you pay attention to regarding dismissal prohibitions?
The employer may not terminate employment during illness, accident, pregnancy, the 16 weeks after childbirth, or during compulsory military or civil service. If notice is given during such a protected period, the termination is void.
This guide is available after registration
During the launch period, the full knowledge base is available with free registration.
CHF 0 during launch
- All guides and checklists
- Downloadable PDF templates
- Sample documents
- Early access to new content
Preview - the guide continues after login
Related guides
- 🔒 Employment Contract and Probation in Switzerland: What Should You Watch Out For?
- What do you need to know about Swiss employment contracts and probationary periods?