Prohibited Interview Questions in Switzerland

Prohibited topics include religion, political affiliation, union membership, health status (unless directly job-critical), pregnancy or family plans, marital or relationship status, sexual orientation, and ethnic or racial background. Some cantons add further protections around age or genetic information.

Even indirect questions count. Asking where someone's name comes from, whether they plan children, or their church attendance all violate the principle. Your interview should focus on skills, experience, and job-relevant abilities.

These rules apply to every hiring stage: job ads, application forms, phone screens, and formal interviews. Violations expose you to discrimination lawsuits, cantonal labor authority complaints, and reputational harm. A candidate can demand damages or contest a hiring decision if they prove discriminatory questioning.

Your obligation is to design an interview process that focuses on job requirements. Document your interview questions beforehand and ensure they assess relevant competencies. If a candidate volunteers sensitive information, you are not obliged to listen—politely redirect to job-related topics.

The most frequent error is asking about family plans or childcare. Many hiring managers unconsciously ask women whether they plan to have children or how they'll manage time off. This is illegal regardless of intent and signals potential discrimination based on family status.

Another common trap: asking about nationality, visa status, or whether someone is 'really Swiss.' Unless the role has specific legal requirements (e.g., security clearance), these questions are out of bounds. If you need work authorization confirmation, request it only after an offer is made.