Internship Contract Template Guide for Swiss Employers
A Swiss internship contract (Praktikumsvertrag) must clarify duration, weekly Pensum, compensation (if any), mandatory social insurance coverage, and termination conditions. Swiss law treats interns as employees under the Obligationenrecht (OR), so employment protections apply. A clear written agreement prevents disputes over expectations and legal obligations.
Internships in Switzerland are employment relationships governed by the Obligationenrecht (OR), not separate legal status. Unlike some countries, there is no special 'internship' exemption from employment law. Your contract must be written, specific, and comply with cantonal minima.
The biggest mistake is treating an internship as informal or assuming the intern knows the rules. Disputes arise when duration, pay, hours, and insurance responsibilities are vague. A clear template protects both you and the intern.
Duration and Start Date
State the exact start and end date. Internships typically run 3–12 months, but you can offer shorter or longer periods. The contract must be written before work begins. If you later extend the internship, document the extension in writing.
Swiss law does not require a minimum or maximum length, but clarity avoids disputes. If the internship is open-ended (rare), specify a trial period—up to 14 days is common for interns. Renewal or extension must be agreed in writing.
- Use calendar dates, not relative terms ('starting next Monday')
- Specify whether the internship is fixed-term or renewable
- Note any trial period and the conditions for continuation
- Confirm the contract is binding once signed by both parties
- For apprenticeships (Lehre), use a different OR contract form
- Include the intern's full name, date of birth, and address
Working Hours and Pensum
Define the weekly Pensum as a percentage (e.g., 100%, 80%) or as absolute hours (e.g., 40 hours/week). Interns are employees, so the maximum legal working week applies: 45 hours in most cantons, or as set by your cantonal law or applicable GAV (collective bargaining agreement).
Hours over the maximum must be compensated as overtime or time off. Part-time internships (50–80% Pensum) are common for students. State whether work is full-time on-site, hybrid, or remote, and confirm this is binding.
- State Pensum as a percentage (100%, 80%, 50%) or fixed hours per week
- Include daily start and end times, and any flexible or core-hours rules
- Note how overtime is handled: paid extra, banked as time off, or not permitted
- Specify whether holidays or absences reduce the Pensum proportionally
- Confirm the working location: office, home, or split arrangement
- Reference any GAV that applies to your sector and canton
Compensation, Insurance, and Taxes
Internships can be unpaid or paid; both are legal if clearly stated. If paid, set the monthly or hourly rate in CHF and the payment frequency. Even unpaid interns must be covered by mandatory social insurance (AHV/AVS, ALV/AC, and accident insurance). You must pay your share; interns pay theirs via wage deduction.
You must register the intern with the cantonal RAV/ORP (unemployment office) if required by your canton. Verify whether Quellensteuer (withholding tax) applies to the intern's income. If the intern is a Swiss resident, usually yes. Clarify who pays for Berufsunfallversicherung (occupational accident insurance) in the contract.
- State whether the internship is unpaid, or specify hourly/monthly CHF amount
- Confirm payment schedule: monthly, bi-weekly, or other
- Declare that AHV/AVS and ALV/AC contributions are mandatory and split between employer and intern
- State that Quellensteuer will be withheld if the intern is a resident
- Specify who pays Berufsunfallversicherung (typically the employer)
- Confirm whether the intern receives a 13. Monatslohn (13th-month salary) or bonus—rarely, and only if explicitly agreed
Frequently asked questions
- Must I pay an intern in Switzerland?
- No. Swiss law allows unpaid internships if clearly agreed in writing before work begins. However, all interns must be covered by mandatory social insurance (AHV/AVS, ALV/AC), and you must pay the employer's share. If you pay the intern, deduct their employee contributions from wages. Many Swiss employers pay a token amount (e.g., CHF 500–1500/month) to ease the intern's costs.
- What happens if I don't have a written contract?
- Swiss law presumes an employment relationship exists if the intern works on your premises under your direction. Without a written contract, disputes arise over duration, pay, hours, and obligations. The burden of proof shifts to you to show what was agreed. Always use a written contract before the intern starts.
- Can I terminate an internship early?
- Yes, if the contract permits it or Swiss law allows it. For fixed-term contracts, early termination is rare unless there is gross misconduct. For open-ended internships with a trial period (up to 14 days), either party can end it without notice during the trial. After that, standard termination notice applies (e.g., 7 days, or as stated in the contract or applicable GAV). Check your canton's rules.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.