IV-Früherfassung (Early Detection)
IV-Früherfassung (early detection) is your legal obligation to report to the cantonal IV office when an employee shows signs of sustained health problems that could reduce their earning capacity. You must file this notification early—before the person becomes unable to work—so IV can offer rehabilitation or retraining instead of long-term disability payments.
IV-Früherfassung means notifying the Swiss Disability Insurance (IV) office in your canton when an employee has ongoing health issues—physical, mental, or both—that risk compromising their work capacity. The law requires employers to report this before the person becomes fully incapacitated.
This is not a punishment or stigma process. IV-Früherfassung exists so the system can intervene early with vocational counselling, medical assessment, and retraining—often preventing permanent disability pension claims. Your canton's IV office (ORP, URC, or RAV depending on region) handles the actual case.
When you must file an IV-Früherfassung
File when an employee has been absent due to illness for more than two consecutive weeks, or when you notice recurring health problems affecting their Pensum or ability to do their job. This includes mental health, chronic conditions, or recovery from surgery.
The key threshold: you file when you reasonably suspect the person's earning capacity may be permanently or long-term reduced—not for minor flu or a broken arm they'll recover from in weeks. If an employee is already receiving IV benefits, this process no longer applies.
- Absences exceeding 2 weeks due to health reasons
- Recurring sick leave within a 12-month period
- Visible loss of productivity or work capacity
- Medical notes suggesting chronic or long-term limitations
- Employee approaching pensionable age with health concerns
- Changes in role or reduced Pensum due to health
Your legal obligation and the process
Swiss law (ATSG/disability insurance law) requires you to file a notification form with your cantonal IV office. The form typically asks for basic employment details, salary, dates of absence, and a brief description of the health situation. You do not diagnose; you report observed facts.
You should inform the employee that you are filing—transparency builds trust and gives them a chance to provide additional information to IV. The employee can also file themselves. Once filed, the IV office contacts the employee for medical documentation and may arrange a case worker to assess rehabilitation options.
- Complete the IV-Früherfassung form provided by your canton's IV office
- Submit within a reasonable timeframe—do not delay once the threshold is met
- Provide factual employment history and absence records
- Generally inform the employee of your notification
- No diagnosis required—describe what you have observed
- Retain a copy for your records; the process is confidential
The single most common mistake
Employers often wait too long or file only when an employee is already unable to work. IV-Früherfassung succeeds only if filed *early*—while the person still has partial work capacity and rehabilitation is realistic. Waiting until someone is on long-term sick leave or has already claimed benefits defeats the purpose.
A secondary mistake: believing you are exposing the employee to unfair treatment. In reality, early notification usually means access to vocational counselling, potentially better outcomes, and a smoother transition. Swiss law protects against retaliation, and the process is designed to support both employee and employer.
- Filing too late—after earning capacity is already severely reduced
- Confusing IV-Früherfassung with dismissal or disciplinary action
- Failing to document absence dates and patterns beforehand
- Not informing the employee, creating suspicion or conflict
- Relying on assumptions instead of observed facts
- Ignoring the form or assuming the employee will self-report
Frequently asked questions
- Will filing IV-Früherfassung damage the employee's career or pension?
- No. IV-Früherfassung is a support mechanism, not a penalty. The employee retains their job and salary during the IV assessment process. Early intervention often helps people return to work or transition to suitable roles. Swiss disability law protects employees against discrimination for receiving IV services.
- What if the employee recovers and returns to full capacity?
- If the employee recovers before or shortly after IV involvement, the case may be closed. There is no lasting mark on their record. This is why early filing is valuable—it creates a paper trail and access to support if problems return, but does not lock anyone into a disability status.
- Who exactly do I send the form to?
- Contact your cantonal IV office directly. In some cantons it is called ORP (Organe de placement régional), in others URC (Ufficio regionale di collocamento), or RAV (Regionales Arbeitsvermittlungszentrum). Your canton's website or your local business association can provide the correct address and forms.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.