Interim Reference (Zwischenzeugnis)
A Zwischenzeugnis is an interim employment reference issued to an employee during their tenure, typically requested when changing roles within the company or before leaving. Unlike a final Arbeitszeugnis, it covers only the period worked so far. Swiss employers must issue one if requested; it must be truthful, fair, and not damage the employee's future prospects.
An employee working at your company can request a Zwischenzeugnis at any time—they do not have to wait until leaving. This written reference documents their performance and conduct up to the date of issue.
The Zwischenzeugnis is distinct from the final Arbeitszeugnis you provide when employment ends. Both are legally regulated, but the interim version serves employees who want proof of their work history mid-career, often for internal promotions, external applications, or to create a record while their current employer is still evaluating them.
When a Zwischenzeugnis is Requested
Employees most often request a Zwischenzeugnis before leaving your company—to support applications elsewhere—or when moving to a different role internally. Some request one simply as a snapshot of their standing.
A request can come informally (in conversation) or formally (in writing to your HR contact). There is no statutory cooling-off period; once requested, you must comply promptly, typically within 5 working days.
- Most common: employee preparing to job-hunt while still employed
- Internal transfer: employee wants documented proof of performance in current role
- Legal record: creates dated evidence of the employment relationship
- No automatic trigger: only issued when the employee asks for one
- Valid at any point: can be requested after one month or after five years
- One request per period: employee can ask for multiple interim references over time
Your Obligation: Truth, Fairness, and Tone
Swiss law (implied by the Arbeitsgesetz and case law) requires that any Zwischenzeugnis be truthful and fair. You cannot refuse to issue one without cause, nor can you issue a deliberately negative or coded reference designed to harm the employee's prospects.
The reference must reflect the employee's actual performance during the period covered. You may note absences, disciplinary warnings, or underperformance—but only if documented and accurate. Tone matters: avoid hostile or demeaning language, and do not include gossip or personal opinions unrelated to work capacity.
- Must be issued if requested (no legal right to refuse)
- Content must be factually accurate and verifiable
- Tone must be professional and not intended to punish
- You may note gaps, warnings, or performance issues if they occurred
- Cannot include unsubstantiated claims or personal judgments
- A lawyer should review if the employee is at risk or disputed
Common Mistake: Coded or Punitive Language
The most frequent error is issuing a reference that sounds polite on the surface but contains coded criticism—for example, "worked reliably during assigned hours" subtly implies poor initiative, or "got along with colleagues" hints at social difficulty.
Another mistake is refusing to issue one, or issuing it only after months of delay, hoping the employee will give up. This frustrates the employee and can expose you to a complaint to the canton's employment court. Issue it promptly, fairly, and with the same professionalism you'd apply to a final reference.
- Avoid backhanded compliments or heavily qualified praise
- Do not delay issue as a way to discourage the request
- Do not discuss the reference with other employees
- Do not contact the employee's prospective employer unprompted
- Do not issue a reference that contradicts documented performance data
- Do not use it as a chance to vent frustrations about the employee
Frequently asked questions
- Can I refuse to issue a Zwischenzeugnis?
- No. If an employee requests one, you must issue it. You cannot condition it on notice period, reason for leaving, or any other factor. Refusal may be challenged at the canton labour court.
- What if the employee's performance has been poor?
- You must still issue a truthful reference. Document the issues (missed deadlines, warnings, skill gaps) and reflect them fairly in the reference. Avoid vague criticism; stick to facts. If unsure, consult a lawyer before issuing.
- Can I ask the employee why they want a Zwischenzeugnis?
- You may ask, but you cannot refuse to issue one based on their answer. The employee does not have to explain their reason. It is their right to request proof of their employment and performance at any time.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.