Employment Confirmation (Arbeitsbestätigung)
An Arbeitsbestätigung is a formal letter from you, the employer, confirming that someone works (or worked) for your company. It states their job title, employment dates, Pensum percentage, and gross salary. Swiss law (ArG article 360b) requires you to provide one on demand when employment ends, and banks, insurance companies, or the RAV/ORP/URC often request one. The most common mistake is leaving it vague or delaying it—be specific about Pensum and salary, and respond within five working days of the request.
An Arbeitsbestätigung is a brief, factual document you issue confirming that someone is employed by your company. It records their job title, employment start and end dates (if applicable), Pensum percentage, and gross annual or monthly salary in CHF.
This document is not the same as an Arbeitszeugnis (work reference), which evaluates performance. An Arbeitsbestätigung is purely administrative: it proves employment existed.
When you must issue one
Swiss law (Obligationenrecht, article 360b) obliges you to issue an Arbeitsbestätigung when employment ends, without the employee asking. You should provide it on the final day of employment or shortly after.
In practice, employees also request one during employment for mortgages, rental applications, insurance claims, or visa sponsors. Banks and landlords regularly ask for proof of current income. The RAV/ORP/URC (cantonal unemployment office) may request one if someone applies for benefits.
- Provide it automatically when employment ends—do not wait for a request.
- Respond to mid-employment requests within five working days.
- Issue one per employee, not per request; multiple requests can reference the same document.
- The format can be a letter on company letterhead or a standard template.
- Include your company name, address, and a date.
- No statutory form exists; clarity and completeness matter more than format.
What must be included
State the employee's full name, job title, and the exact dates they were employed (start and end, if applicable). For ongoing employment, write 'since [date]' or 'from [date] to present'.
Always specify the Pensum percentage (80%, 100%, part-time etc.) and gross salary in CHF—annual or monthly, but be clear which. If they receive a 13. Monatslohn or other regular benefits, you may mention them. If salary varies, state the current rate at the time of issue.
- Full legal name and date of birth (if requested by the bank or authority).
- Job title and main responsibilities in one sentence.
- Employment dates: exact day and month, not just the year.
- Pensum as a percentage or weekly hours.
- Gross salary in CHF (never net—that's tax business).
- Your signature and company stamp if you use one.
The most common mistake
Employers often delay issuing an Arbeitsbestätigung or provide one that is too vague. 'She earns a reasonable salary' or 'around 5,000 CHF' creates problems: banks reject applications, and the employee suffers.
Second mistake: confusing Pensum. If someone works 80% of a standard 42-hour week, write '80%' or '33.6 hours'—not '5 days' (which implies 100%). Ambiguity delays loans or rental approvals for your employee.
- Write exact figures: CHF 5,200 per month, not 'approximately 5,200'.
- Specify Pensum clearly: '80%' or '33.6 hours per week'.
- Don't delay: issue it within five days of request, or on the final employment day without being asked.
- Keep a brief record: note in your file who received one and when.
- Update it if salary changes: a two-year-old confirmation may not satisfy a lender.
- If the employee is on sick leave or unpaid leave, confirm their normal Pensum and salary, not reduced amounts.
Frequently asked questions
- Do I need a lawyer to draft an Arbeitsbestätigung?
- No. A standard letter or template is sufficient. A lawyer would be overkill. Use clear language, include the facts above, and sign it. If your canton's employer association (such as the Zurich Chamber of Commerce) offers a template, use that.
- Can I charge the employee a fee for issuing one?
- No. Swiss law does not permit fees for Arbeitsbestätigungen. Issuing one is a statutory obligation. However, reasonable costs for notarisation (if the recipient requires it) may fall on the employee.
- What if the employee's salary includes a bonus or commission?
- State the guaranteed base salary in CHF. If bonuses are regular and predictable, you can add a note: 'plus variable bonus averaging CHF X per year' or 'plus commission per contract'. For highly variable income, consult the lender or authority requesting the confirmation—they may want the last year's average instead of current only.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.