Stillzeit (Breastfeeding Time at Work)
Stillzeit is paid time an employer must grant nursing mothers to breastfeed or express milk during the working day. The federal obligation exists under the Labour Act (ArG); specific duration and flexibility rules differ by canton and sometimes by collective labour agreement (GAV). Most employers wrongly assume it must happen off-site or during breaks—it doesn't.
Stillzeit (literally 'nursing time') is the paid duration an employer must allow an employee who is breastfeeding to nurse an infant or express milk at work. This is a legal entitlement, not a favour.
The right exists at federal level under the ArG (Arbeitsgesetz, Labour Act), Articles 34 and 35a. Canton-specific rules and GAVs often set stricter or more detailed terms. Your canton's labour inspectorate (Arbeitsinspektorat) or sectoral GAV is your first reference point for exact thresholds.
When Stillzeit applies and what you must provide
Stillzeit applies from birth until the child reaches approximately 15 months old—though the exact end point and frequency depend on individual need and canton rules. The mother may request it once, twice, or more per day depending on her child's feeding pattern and her own lactation.
You must grant Stillzeit during paid working time. The employee does not lose wages. Duration is typically one hour per day (some cantons specify two half-hour slots or similar flexibility). A quiet, private space—not a toilet—is a standard requirement. Exact conditions are set by cantonal labour law or relevant GAV.
- Federal minimum: ArG Article 34 mandates reasonable time for breastfeeding
- Canton-specific rules: check your canton's labour ordinance or contact your Arbeitsinspektorat
- GAV may be stricter: collective agreements sometimes offer longer or more flexible Stillzeit
- Duration: typically one hour daily, sometimes split into shorter breaks
- Location: must be a private, appropriate space (not a washroom)
- Paid time: employee retains full wages during Stillzeit
Your employer obligations
You must allow Stillzeit without penalty to the employee's wages, benefits, or job security. The employee should give reasonable notice of her needs, but you cannot refuse or make it conditional on business convenience alone.
Discuss timing and logistics with the mother early—before she returns from maternity leave or as soon as she informs you of her intention to breastfeed. Document any agreement in writing (email is fine) so both parties are clear on duration and timing.
- Grant Stillzeit as a legal right, not discretionary
- Provide a clean, private, non-washroom space if on-site nursing occurs
- Do not deduct wages or penalise absences for Stillzeit
- Keep records of agreed Stillzeit schedule for labour inspection purposes
- Respect medical or privacy concerns—pumping or nursing is confidential
- Check your cantonal rules before setting policy; some cantons are more prescriptive
Most common mistake
The most frequent error is assuming Stillzeit must fit into existing breaks or must happen away from the workplace. Many employers tell mothers 'use your lunch break' or 'arrange it outside work hours.' This violates the ArG. Stillzeit is a *separate entitlement* to paid work time.
A second common slip: failing to provide a suitable space and expecting the mother to improvise in a cupboard or car. Even in a small SME, a clean, lockable office corner satisfies the requirement. Lack of space is not a valid reason to deny Stillzeit—it signals you need to plan differently.
- Error: 'Use your break time' — wrong; Stillzeit is additional paid time
- Error: 'Work from home to manage feeding' — your choice to allow it, not her obligation
- Error: No suitable space — you must provide or arrange one
- Error: Treating Stillzeit as unpaid leave — it must be compensated
- Error: Refusing flexibility because it 'disrupts shifts' — reasonable accommodation is mandatory
- Error: Not asking; assuming — discuss explicitly with the employee
Frequently asked questions
- Can I ask the mother to express milk at home instead of at work?
- You can discuss it, and she may prefer to. But you cannot make it a condition. If she chooses to nurse or pump at work, you must permit it and provide Stillzeit. The choice is hers, not a management directive.
- How long exactly is Stillzeit in my canton?
- Federal law requires 'reasonable' time; cantons specify the detail. Most Swiss cantons allow one hour daily (sometimes split). Check your cantonal labour inspectorate website (e.g., Kanton Zurich, Bern, Vaud labour offices publish clear guidance). A GAV in your sector may differ; ask your employer association.
- What if the mother returns after maternity leave but hasn't mentioned Stillzeit?
- You are not required to offer Stillzeit unprompted, but you must not discourage her from requesting it. When she returns, a brief conversation about her plans (childcare, feeding method, Stillzeit needs) is professional practice. If she later asks, you cannot refuse retroactively.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.