Employment Rules Specific to Canton Geneva
Canton Geneva has stricter employment protections than most Swiss cantons, including a mandatory minimum wage (currently CHF 24.00/hour for adults), shorter notice periods than the national code, and canton-specific collective labour agreements (GAV). Employers must comply with Geneva's 45-hour standard work week and follow cantonal rules on termination. A lawyer should confirm current minimums and your industry's applicable GAV.
Geneva (Genève) is Switzerland's only canton with a legally binding minimum wage floor—not a suggestion, but a legal requirement. This affects every employer in the canton, regardless of industry or company size.
Unlike cantons that rely on federal labour law (ArG), Geneva has layered its own rules on top. Your employment contracts, pay stubs, notice periods, and termination letters must all account for these local rules.
Minimum Wage and Mandatory Deductions
As of 2024, the Geneva minimum wage is CHF 24.00 per hour for adult workers. This applies to all Pensum levels and contract types. You must pay this even if a collective agreement (GAV) suggests less—the canton's floor always wins.
Geneva also mandates specific deductions and contributions that differ from other cantons. Familiarise yourself with cantonal social insurance rules and ensure your payroll accounts for them correctly.
- Minimum wage applies to all employees, including trainees on reduced Pensum
- No exceptions for probation periods or small team size
- Enforce this in written contracts; verbal agreements do not override law
- Check your industry's GAV—it may set higher minimums
- Annual indexation: verify current rates before each hiring cycle
- Withhold Quellensteuer (source tax) at cantonal rates, not federal
Notice Periods and Termination Rules
Geneva shortens notice periods compared to the federal ArG default (14 days per calendar month). The canton allows notice at the end of a week or month, but requires written confirmation—never email alone without signed acknowledgement.
Termination during probation (if stated in contract) follows Geneva's stricter rules: you must still provide written notice and allow the employee to contest unfair dismissal before the cantonal labour court (Tribunal de l'emploi).
- Notice must be in writing and delivered by recorded mail or hand-delivered with proof
- Termination during probation is still subject to 'good faith' review
- Unfair dismissal claims go to Geneva's labour tribunal, not arbitration
- Provide Arbeitszeugnis (work reference) within 30 days of departure
- Keep termination documentation for at least three years
- Economic termination requires proof of genuine business need, not convenience
Working Hours, Rest Days, and GAV Compliance
Geneva's standard work week is 45 hours (not 42 as in some cantons). Overtime rules and compensation depend heavily on whether your company is covered by a GAV. Most sectors in Geneva have sector-wide collective agreements that supersede individual contract terms.
Rest day and holiday entitlements are also shaped by Geneva's GAV landscape. Always check whether your industry has a binding GAV—ignorance is not a defence in labour disputes.
- Standard work week: 45 hours, paid at ordinary rate
- Overtime (beyond 45 hours) is compensable or time-off, per GAV rules
- All employees entitled to at least one full rest day per week
- Statutory holidays include Geneva-specific dates (e.g., Restoration Day, 15 June)
- Part-time Pensum arrangements must still respect 45-hour canton norm
- Document all GAV applicability; if uncertain, ask URC/ORP (cantonal labour office)
Frequently asked questions
- Do I have to pay CHF 24.00/hour to every employee?
- Yes—the Geneva minimum wage of CHF 24.00/hour applies to all adult workers, regardless of Pensum or contract type. This is a legal floor. If your industry's GAV sets a higher rate, you pay the higher amount. Trainees and apprentices may have different rules; confirm with your canton's labour office (URC).
- What is the notice period in Geneva?
- Geneva allows notice at the end of a week or calendar month (shorter than federal default). The exact period depends on length of service and contract terms, but notice must always be in writing. Consult a Swiss employment lawyer to set correct periods in your contract templates.
- My company is not explicitly covered by a GAV. Am I still bound by one?
- Possibly. Geneva applies many sector GAVs erga omnes (binding on all employers in that sector, even if you did not sign). Check with the URC (cantonal labour office) or your industry association. If a GAV applies, you cannot undercut its terms, even in individual contracts.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.