Gleitzeit (flexitime)
Gleitzeit allows employees to choose their start and end times within agreed core hours and a daily or weekly bandwidth. Your obligation is to set clear core hours, ensure attendance is recorded, and respect the 45-hour statutory weekly maximum (or lower by canton or GAV). The most common mistake is leaving Gleitzeit undefined—employees and payroll disputes erupt when rules aren't written down.
Gleitzeit is a flexitime arrangement where employees choose their arrival and departure times, provided they work during mandatory core hours (Kernzeit) and stay within a defined daily or weekly bandwidth. It differs from a fixed 9-to-5 schedule but is not full-schedule freedom.
In Swiss SMEs without dedicated HR, Gleitzeit usually emerges when you want to retain talent (especially in Zurich or Basel tech roles) or accommodate employees with childcare needs. It requires discipline on your part to define, communicate, and monitor.
When Gleitzeit comes up
Gleitzeit appears in employment contracts or internal policies when you decide to offer flexibility. It is common in IT, consulting, and professional services; less common in retail or manufacturing. Some cantons (e.g. Zurich) have no minimum standards, leaving definition to employer and employee.
You may adopt Gleitzeit unilaterally if your GAV (collective labour agreement) permits, or negotiate it with individual employees. Once you offer it to one person, fairness usually requires you offer it to others in similar roles—otherwise discrimination claims can arise.
- Gleitzeit is optional; you are not required to offer it unless a GAV mandates it.
- Core hours (e.g. 09:00–12:00 and 14:00–17:00) are mandatory; flexibility exists outside these.
- Weekly or daily bandwidth (e.g. earliest 07:00, latest 19:00) sets the outer limits.
- Time-tracking is essential: use a simple tool or spreadsheet to record start and end times.
- Overtime and compensatory time-off must still comply with the ArG (45-hour weekly maximum).
- Some cantons allow staggered hours to reduce on-site congestion; check your cantonal workplace rules.
Your obligations under Swiss law
The Federal Employment Act (ArG) sets a 45-hour weekly maximum (or lower by GAV or cantonal law). Gleitzeit does not override this: you must ensure total hours stay within limits. Record-keeping is essential—payroll needs clear evidence of hours worked for accurate wages and overtime calculation.
You must document your Gleitzeit policy in writing—in the employment contract, staff handbook, or internal regulation. Ambiguity invites disputes over whether an employee was 'present' enough or whether hours count as work. Consult a labour lawyer if your policy affects Pensum calculations or Quellensteuer withholding.
- ArG compliance: no employee may work more than 45 hours per week (or less if GAV or canton stipulates lower).
- Write down core hours, bandwidth, and how overtime is handled (e.g. paid, banked, compensatory time-off).
- Attendance records must be accessible to both you and the employee for wage verification.
- Gleitzeit does not mean no accountability; monitor presence and output to ensure fair treatment.
- If a GAV applies to your sector, check whether it mandates or restricts Gleitzeit terms.
- Ensure your time-tracking system is transparent and reasonably accessible to employees.
The most common mistake
Founders and hiring managers often introduce Gleitzeit casually—'just come in when you want'—without defining core hours, bandwidth, or tracking method. Months later, payroll cannot reconcile hours, one employee claims 50 hours weekly while another works 35, and you have no record to defend yourself.
To avoid this: write a one-page Gleitzeit rule before you hire. State core hours, bandwidth, how overtime is handled, and that time must be logged. Have your employee sign it. If you have 5 or more staff, mention Gleitzeit in your staff handbook. A lawyer review costs CHF 300–500 and saves months of conflict.
- Vague Gleitzeit policies create payroll chaos and wage disputes.
- Always document core hours, bandwidth, and overtime rules in writing.
- Use a simple daily or weekly time log—even a shared spreadsheet works for a small team.
- Review logs monthly to catch discrepancies early.
- If an employee consistently breaches Gleitzeit terms (e.g. never attends core hours), address it promptly.
- Gleitzeit is not a substitute for clear performance expectations; flextime does not mean flexible accountability.
Frequently asked questions
- Can I require Gleitzeit attendance records if I trust my team?
- Yes. Even in a trusting relationship, you need records for payroll accuracy, ArG compliance verification, and tax withholding (Quellensteuer). A simple daily log (digital or paper) fulfils this. It protects both you and your employees if hours are ever disputed.
- Does Gleitzeit allow an employee to work from 07:00 to 16:00 instead of 08:00 to 17:00?
- Only if your Gleitzeit policy permits it. You set the bandwidth (e.g. earliest 07:00, latest 19:00) and core hours. If your core hours are 09:00–12:00 and 14:00–17:00, a 07:00–16:00 day violates core times and is not allowed without your permission and written amendment.
- What if a GAV in my sector already defines Gleitzeit terms?
- Your GAV terms supersede your own policy. If your GAV mandates core hours or bandwidth, you must follow it. Check your sector's GAV (available from your industry association or cantonal labour office) before drafting a Gleitzeit policy. If you have no GAV, you are free to set reasonable terms.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.