Betriebsferien (Company Holidays)
Betriebsferien are fixed periods when your entire company closes and all employees take unpaid or paid leave together. Common in Switzerland, especially manufacturing and smaller firms. You set the dates, communicate them in advance, and must comply with the employee's holiday entitlement under the ArG (Labour Act).
Betriebsferien are designated weeks or days when your entire business shuts down and every employee, regardless of Pensum, must be absent simultaneously. Unlike individual vacation, these are company-wide closures—typically 1 to 3 weeks during summer or around year-end.
Many Swiss SMEs use Betriebsferien to simplify payroll, reduce operational costs, and give the team a shared break. However, they are not automatic; they require clear notice and respect for minimum holiday entitlements under Swiss law.
When Betriebsferien Come Up
Betriebsferien typically arise when you plan the annual calendar. You must decide whether to close the entire operation for a fixed period. Many Swiss firms close during summer (often July or August) or around Christmas and New Year.
You must announce Betriebsferien well in advance—usually at least 2 to 3 months—so employees can plan personal commitments. The timing and duration depend on your industry: retail and manufacturing often close August; professional services may close around year-end.
- Set Betriebsferien dates in your employment contract or company handbook
- Communicate closure dates before the calendar year begins if possible
- Align with industry practice in your canton and sector
- Account for staggered leave in regulated industries where closure is prohibited
- Ensure notice period complies with any GAV (collective agreement) in your sector
- Document the policy to avoid disputes over whether days count as paid or unpaid
Your Legal Obligation
Under the ArG (Federal Labour Act), employees have a minimum annual holiday entitlement: 4 weeks for all staff, or 5 weeks if your firm has a GAV. Betriebsferien must not reduce this minimum. Any days beyond the statutory entitlement are typically unpaid unless your policy or contract states otherwise.
If you close for 3 weeks and an employee is entitled to 4 weeks, they retain 1 week of personal holiday. You cannot force them to use all their statutory entitlement during Betriebsferien. A cantonal employment lawyer can clarify local rules; some cantons have stricter requirements.
- Betriebsferien count toward the minimum 4-week (or 5-week GAV) entitlement
- Any excess closure days require separate approval or are unpaid
- Document whether Betriebsferien are paid or unpaid in your employment contract
- Respect exceptions for employees on sick leave or maternity/paternity leave
- Ensure Betriebsferien do not circumvent notice periods for holiday requests
- Consult local labour law if you operate across multiple cantons
The Most Common Mistake
The biggest error is assuming Betriebsferien automatically satisfy an employee's full holiday entitlement without tracking remaining days. If you close for 3 weeks, some staff still have 1 or 2 weeks of personal holiday left—and you must allow them to use it.
Another frequent mistake is imposing unpaid Betriebsferien without clear prior notice in the contract. Employees may argue the closure was unlawful and claim compensation. Always document your closure policy in writing and ensure it appears in new employment contracts.
- Not tracking individual holiday balances after Betriebsferien—use payroll software
- Failing to communicate closure dates early enough to employees
- Imposing unpaid days beyond the employment contract terms
- Ignoring exceptions for protected absences (illness, maternity, military service)
- Closing longer than stated in the contract or industry GAV
- Not distinguishing between paid and unpaid Betriebsferien in payroll records
Frequently asked questions
- Can I make Betriebsferien unpaid?
- Only if your employment contract or company handbook explicitly states so and was communicated in advance. Days within the statutory 4-week minimum must generally be paid. Unpaid closure days beyond that entitlement require clear consent. Verify your cantonal rules.
- What if an employee is on sick leave during Betriebsferien?
- Sick leave and Betriebsferien are separate. If an employee is ill during closure, they are not counted as absent for holiday purposes. They retain their full holiday entitlement after recovery. Pay salary during the sick period as usual, not as holiday.
- Must I pay a 13. Monatslohn if I close the business?
- No. The 13. Monatslohn (if contractual) is an annual salary supplement, not affected by Betriebsferien. Betriebsferien closure does not trigger an additional payment. However, confirm your contract and any GAV terms.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.