13th Month Salary (13. Monatslohn)
The 13. Monatslohn is a bonus payment equal to one month's gross salary, typically paid in November or December. It is not required by Swiss labour law unless your employment contract, company policy, or applicable Gesamtarbeitsvertrag (GAV) specifies it. Where promised or customary, it becomes a legal obligation.
The 13. Monatslohn—or 13th month salary—is an annual bonus equal to one full month of gross wages. In Switzerland, it is common in certain sectors and cantons, but it is not a universal legal entitlement under the Arbeitsgesetz (ArG).
Whether you must pay it depends on your employment contract, written company policy, and any applicable Gesamtarbeitsvertrag (GAV). Once established as a practice, it becomes enforceable through contract law.
When does it apply?
The 13. Monatslohn applies if your employment contract explicitly includes it, if your company's written policy promises it, or if your industry's GAV mandates it—especially in banking, insurance, and retail. Many Swiss employers in Geneva, Zurich, and Basel offer it as standard.
Part-time staff (Pensum below 100%) receive a pro-rata bonus based on their actual Pensum percentage. An employee on 80% Pensum gets 80% of the 13. Monatslohn. The payment is typically made before the holiday period—November or December—though timing varies by contract.
- Only binding if named in the employment contract or written company handbook
- Governed by the contract itself, not by Swiss labour law defaults
- Common in finance, insurance, pharmaceuticals, and larger SMEs
- Applies pro-rata to part-time employees based on Pensum percentage
- Must be paid in the year it covers unless contract states otherwise
- If discontinued, notification and notice period apply like any contract change
Your obligations as an employer
If you have promised the 13. Monatslohn in writing—whether in an individual contract or company policy—you must pay it in full and on time. Failure to do so is a breach of contract and can lead to wage claims. Withholding it as punishment or using it as leverage is not permitted.
When an employee leaves mid-year, you must calculate and pay a pro-rata 13. Monatslohn for the months worked, unless the contract explicitly states otherwise. For example, an employee who leaves at the end of June receives half the annual bonus. No deductions are permitted except Quellensteuer (source tax).
- Pay the full agreed amount by the promised date
- Calculate pro-rata 13. Monatslohn for employees who leave mid-year
- Include it in the final payslip if the employment ends before the usual payment date
- Do not withhold, reduce, or delay payment as discipline or penalty
- Document the promise clearly in contracts or employee handbook to avoid disputes
- Treat it like regular gross salary for tax purposes (employee and employer contributions apply)
The most common mistake
The biggest error is promising the 13. Monatslohn verbally or by informal practice, then assuming you can stop paying it without consequence. Once employees come to expect it—especially over several years—Swiss courts view it as an implicit contract term, and discontinuing it requires formal notice and often compensation negotiations.
A second frequent mistake is forgetting to calculate it pro-rata for part-time staff or mid-year departures. Paying only the full amount to full-time employees, or nothing to someone who leaves in July, creates wage disputes. Always document the policy in writing and apply it consistently.
- Do not establish it informally; put it in writing from the start
- Never discontinue a long-standing practice without legal advice and proper notice
- Do not forget pro-rata calculations for part-time or departing employees
- Do not treat it as discretionary once promised—it becomes a contractual right
- Do not exclude certain employee categories unfairly (e.g., only full-time, not part-time)
- Consult a Swiss employment lawyer before changing or cancelling the benefit
Frequently asked questions
- Do I have to pay a 13. Monatslohn?
- Only if your employment contract, company handbook, or applicable GAV specifies it. Swiss labour law does not mandate it. However, if you have paid it for years, courts may treat it as an implicit obligation. Document your policy clearly to avoid confusion.
- What if an employee leaves after 6 months?
- You must pay a pro-rata 13. Monatslohn for the 6 months worked (half of the annual amount) unless the contract explicitly says the bonus is only for full-year employment. Pay it in the final payslip, including all applicable Quellensteuer.
- Does the 13. Monatslohn count toward minimum wage or holidays?
- Yes, the 13. Monatslohn is gross salary for all legal purposes: Quellensteuer, AHV, IV, and UVG contributions apply to it. It does not replace or reduce the legal minimum of 20 holiday days or statutory severance rules.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.