Lehrstelle (Apprenticeship): Employer Obligations in Switzerland
A Lehrstelle is a structured apprenticeship position combining on-the-job training at your company with mandatory classroom instruction at a vocational school (Berufsschule). As a training company, you must follow cantonal regulations, pay the apprentice according to the collective agreement (GAV) if applicable, provide structured mentoring, and keep accurate training records. The most common mistake is treating an apprentice like an unpaid helper rather than as a learner with statutory protections and wage rights.
A Lehrstelle is a formal apprenticeship contract under Swiss labour law binding an employer (training company) to teach a young person a recognised trade or profession over 3–4 years, combining practical work at your company with mandatory vocational school attendance.
Lehrstellen are governed by the Apprenticeship Act (Berufsbildungsgesetz, BBG) at federal level and by cantonal regulations. Your obligations begin the moment you sign a training contract and continue throughout the apprenticeship term.
When a Lehrstelle Arises in Your Business
You create a Lehrstelle when you decide to train a young person in a recognised occupation. This is voluntary—no law forces you to hire apprentices—but once you commit, strict duties apply. You must register your company with your cantonal apprenticeship office (Lehramt) and be approved as a training company before signing the first contract.
Lehrstellen typically run September to August and follow the Swiss dual-education calendar. Your apprentice attends Berufsschule 1–2 days per week (or in block format); the rest of the time they work under your supervision at your company.
- Registration with cantonal Lehramt is mandatory before hiring your first apprentice.
- Apprenticeship contracts must be in writing and signed by you, the apprentice, and (if under 18) their legal guardian.
- The contract must state the apprenticeship duration, weekly Pensum, wage, and the specific trade being learned.
- Your company must have the infrastructure, equipment, and qualified staff to deliver meaningful training.
- Berufsschule attendance is legally required; you must grant paid time off for school days.
- Cantonal rules vary—check your local Lehramt for specific approval criteria and oversight.
Your Core Obligations as a Training Company
You must pay your apprentice at least the minimum wage set by applicable collective agreements (GAV). In many cantons and trades, there is no statutory minimum—meaning the GAV (if one exists for your sector) applies. If no GAV exists, you must still pay a reasonable wage proportionate to work performed and age. Wages are typically lower than skilled worker rates but must never be exploitative.
You are responsible for structured, progressive training under a qualified instructor. You may not use apprentices as cheap labour. You must maintain a training plan, document progress, and allow your apprentice to develop genuine job skills. At the end of the apprenticeship, you must provide a detailed training certificate (Arbeitszeugnis) describing their abilities and conduct.
- Pay must comply with applicable GAV or be demonstrably fair market wage for your canton and trade.
- You must assign a named instructor or mentor responsible for day-to-day training.
- Working hours are limited: maximum 9 hours per day, 45 hours per week (under 18: 40 hours); extra work requires compensation.
- Apprentices have the same holiday entitlement as other employees (minimum 20 days annual leave for under-18s).
- You must cover costs of Berufsschule, textbooks, and any required safety equipment or uniforms.
- Social insurance (AHV, ALV, UV, Pensionskasse) contributions are mandatory; the apprentice's share is deducted from wages.
Common Mistakes and What to Avoid
The single most common error is hiring someone as an 'apprentice' without proper registration, a written contract, or genuine training—essentially creating an underpaid junior worker position. This exposes you to enforcement action from the cantonal Lehramt and potential wage back-payment claims.
Other pitfalls include failing to release the apprentice for Berufsschule, paying below-market wages without a GAV framework, not documenting training progress, and dismissing an apprentice without proper notice or justification. Early termination requires grounds and must follow cantonal procedure; 'at will' termination does not apply to apprenticeships in the way it might to other roles.
- Do not hire an 'apprentice' without first registering your company with the cantonal Lehramt.
- Do not treat apprentice wages as discretionary; cross-check against GAV or equivalent before setting pay.
- Do not refuse or discourage Berufsschule attendance; it is a legal requirement and your obligation to facilitate it.
- Do not skip the training contract in writing or use a generic employment contract instead.
- Do not terminate an apprenticeship casually; you need documented grounds and must follow cantonal notice periods and dispute procedures.
- Do not withhold training opportunities or use apprentices solely for menial tasks unrelated to the trade.
Frequently asked questions
- Do I have to hire apprentices?
- No. Offering a Lehrstelle is voluntary. However, if you choose to train someone, you must meet all legal requirements. Many SMEs find apprenticeships worthwhile because they build a skilled workforce and create a pipeline of potential employees.
- What is the minimum wage for an apprentice in Switzerland?
- There is no federal statutory minimum for apprentices. You must follow the applicable collective agreement (GAV) for your sector and canton if one exists. If none exists, you must pay a reasonable, documented wage. Your cantonal Lehramt can advise on typical rates for your trade and region.
- Can I end an apprenticeship early?
- Yes, but only with documented grounds (serious misconduct, repeated poor performance, or mutual agreement). You must follow cantonal notice periods—typically 2–4 weeks. Arbitrary termination or termination without proper notice exposes you to legal challenge and potential damages. Consult your cantonal Lehramt or a lawyer before proceeding.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.