Canton Zürich Employment Rules
Canton Zürich follows Swiss federal employment law (ArG) but adds cantonal rules on notice periods, working hours, and employment contracts. As a Zürich employer, you must comply with both federal and cantonal requirements. The canton enforces stricter rules on termination notice—typically four weeks to the 15th or end of a calendar month for most roles.
Employment in Canton Zürich is governed by the Swiss Federal Labour Act (Arbeitsgesetz, ArG) plus cantonal employment regulations (Arbeitsgesetzgebung). You cannot ignore either level. Zürich's cantonal rules often run parallel to federal law but sometimes impose tighter constraints.
Your main obligation is to include correct notice periods and termination rules in every employment contract. Zürich employers who assume federal rules suffice often find themselves in disputes over notice periods or redundancy procedures.
Notice Periods and Termination
The ArG sets a minimum notice period of one week to the end of a day for probation (first 30 days). For probation, both parties can terminate with one week's notice. After probation, the standard is one month to the 15th or end of a month.
Zürich permits employment contracts to lengthen notice periods, but not shorten them below federal minimums. Many Zürich employers use three months to the end of a calendar month for management roles. Always state notice periods in your employment contract in writing (Schriftform required under ArG).
- Probation may not exceed 90 days (ArG § 14a)
- Notice during probation: one week to any day
- Notice after probation: one month to 15th or end of month (minimum)
- Contracts may extend notice periods; must be symmetric (same for employer and employee)
- Termination without cause requires written notice; bad faith termination may trigger severance liability
- Zürich enforces notice rules strictly—non-compliance can void termination
Working Hours and Pensum
The ArG caps standard working hours at 45 hours per week (or lower by cantonal rule). Zürich follows the 45-hour ceiling but allows GAV (collective labour agreements) to set lower maximums. Your contract must state weekly Pensum percentage or exact hours clearly.
Overtime is permitted only when justified by business needs and must be tracked. Compensation is either pay or time-in-lieu (Zeitausgleich), never both. Zürich employers must document all overtime in payroll.
- Standard maximum: 45 hours per week (ArG § 9)
- State Pensum percentage (e.g. 100%, 80%) in every contract
- Overtime requires written agreement and business justification
- Overtime compensation: cash or time-in-lieu, at premium rate or 1:1
- Evening and night work requires worker consent and is regulated under ArG § 14
- Breaks: 15 minutes for 5.5–7 hours work, 30 minutes for longer shifts
Contracts and Record-Keeping
Every employment must be documented in a written contract (ArG § 320) within 30 days of start. The contract must include job title, Pensum, hourly wage or annual salary, notice periods, and start date. Zürich cantonal authority (Amt für Wirtschaft) can request these documents.
Keep employment contracts, payroll records, and absence documentation for at least five years. Non-compliance with record-keeping invites scrutiny from the cantonal labour inspectorate. Many Zürich disputes arise from missing or unclear contract terms.
- Written contract required within 30 days of employment start
- Include: job title, duties, Pensum, wage, notice periods, holiday entitlement
- Handwritten signature or e-signature (qualified) accepted
- Retain all contracts and payroll records for five years minimum
- Zürich cantonal labour inspectorate (Arbeitsinspektorat) can request documents without notice
- Wage statements must itemize gross, deductions, and net pay each pay period
Frequently asked questions
- Can I terminate a Zürich employee without notice during probation?
- Yes. During probation (max. 90 days), either party may terminate with one week's notice to any day. After probation ends, you must follow the notice period in the contract (minimum one month to 15th or end of month).
- What happens if I don't have a written employment contract?
- The ArG requires written contracts within 30 days. Without one, Zürich cantonal courts will assume the employee's version of terms (salary, hours, duties) and you lose the ability to enforce non-standard notice periods or non-compete clauses.
- Are there special rules for part-time or temporary staff in Zürich?
- Part-time and temporary workers follow the same ArG and cantonal rules. You must still issue a written contract, state the Pensum percentage, and comply with notice periods. Temporary contracts may include a fixed end date instead of notice-based termination.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.