Employment Contract Template: Permanent Full-Time (Switzerland)
A Swiss permanent full-time employment contract must document job title, Pensum percentage, salary in CHF, notice periods, and canton-specific terms. The Obligationenrecht sets minimum standards; you may offer more. Clarity on probation length, severance, and Arbeitszeugnis triggers prevents later conflict.
A permanent full-time employment contract is your baseline document when hiring in Switzerland. It needn't be fancy—a one-page letter is legally valid—but it must cover certain facts to avoid misunderstanding and disputes down the line.
This guide walks you through the clauses that matter, what the law requires, what's reasonable to include, and the gaps that commonly spark disagreements.
Core Job Details & Pensum
The contract must state the job title, reporting line, location, and Pensum (as a percentage of full-time: 100% = full-time). Pensum is the Swiss norm—use it instead of hours. A full-time role is typically 100%; part-time is 80%, 60%, etc. Be precise. Vague titles invite disputes about scope later.
Swiss law (Obligationenrecht, Art. 319a) requires written employment contracts to include the type of work and place of work. Canton-specific norms vary: Zurich and Geneva are strict; rural cantons more flexible. Always confirm with your canton's labour office. A simple statement suffices: "Marketing Specialist, 100%, Zurich office, reports to Head of Marketing."
- State job title, Pensum percentage (e.g., 100%, 80%), and main workplace
- Name the direct manager or reporting line
- List key duties in 2–3 lines; avoid over-detail
- Specify if role is on-site, hybrid, or remote
- Note any travel or occasional location changes
- Confirm location subject to canton labour rules
Salary, 13. Monatslohn & Deductions
State the gross monthly salary in CHF and frequency (monthly is standard). If the role qualifies for a 13. Monatslohn (common in Switzerland, though not legally required), say so explicitly: "CHF X per month, plus one 13. Monatslohn in December." Without mention, the employee has no right to it—and this is where disputes start.
Deductions and benefits belong in writing: Quellensteuer withholding (your job), health insurance top-up (if offered), pension contributions (mandatory AHV/ALV/IV). Don't leave these vague. Specify if bonuses or commissions are possible, and under what conditions. Silence implies none.
- Write salary as gross CHF, paid monthly
- Confirm 13. Monatslohn in writing if offered; otherwise note "no 13. Monatslohn"
- List any pension fund or insurance contributions
- Explain Quellensteuer withholding (not optional for employers)
- State if bonuses, commissions, or benefits exist and under which terms
- Avoid percentages or vague language ("competitive", "to be discussed")
Notice Periods & Probation
The law sets a minimum notice period of one month to the 15th or end of a calendar month (Art. 337c OR). You may offer longer (e.g., two months) but cannot reduce it. During probation (typically 3 months, up to 6 if written), either party may terminate with one week's notice. State probation length; if you skip it, the standard period applies.
Common error: writing "probation three months with one-month notice." This is invalid—probation requires shorter notice by law. A dispute here can delay separation. Be explicit: "Probation period: 3 months. During probation, either party may terminate with one week's written notice. After probation, notice is one month to the 15th or end of month."
- Probation period: state 3 or 6 months (in writing to be valid); otherwise law implies none
- During probation: one week's notice applies (non-negotiable)
- After probation: one month notice to 15th or end of month (or longer if you offer)
- For termination, use "notice period" in writing; email alone may not suffice
- Do not state a probation longer than 6 months
- Confirm notice periods are symmetrical (employer and employee have same rights)
Frequently asked questions
- Is a written employment contract legally required in Switzerland?
- Yes. The Obligationenrecht (Art. 319a) requires a written contract for employment relationships. A simple letter suffices; it needn't be a formal document. Handshake agreements are not binding.
- Can I avoid offering a 13. Monatslohn?
- Yes. It is not legally mandated. But if you do not offer it, state "no 13. Monatslohn" in writing. If silent, courts may infer the employee expects one. Clarity prevents disputes.
- Can I set probation to six months or longer?
- Probation can be up to six months if written in the contract. Beyond six months is void. During probation, one week's notice applies. After probation, the statutory one-month notice takes over.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.