Job Advertisement (Stellenanzeige)
A Stellenanzeige is a formal job posting you publish to attract candidates for an open position. In Switzerland, employers must post most vacancies at the regional RAV/ORP/URC (state employment office) or a recognized job platform before hiring. The posting must be truthful, describe the role clearly, and state the Pensum percentage and location. The most common mistake is omitting the Pensum or listing it vaguely—candidates need to know if it's 50%, 80%, or 100%.
A Stellenanzeige is your formal job posting—the document or text you use to advertise an open position to potential candidates. It appears on job boards, your website, or the RAV/ORP/URC (the cantonal employment office, known by different acronyms depending on which canton you're in).
For most roles, Swiss law (Arbeitsgesetz and cantonal employment regulations) requires that you announce vacancies at the RAV/ORP/URC or an officially recognized job platform before you can hire, especially if you're advertising widely. This rule exists to give local jobseekers and those registered with the employment office first access.
When a job advertisement matters
You need a Stellenanzeige whenever you're recruiting externally—whether you post it publicly or send it to the employment office. Even if you fill a role quickly through a personal network, having a dated, signed record of the posting protects you if employment questions arise later.
The requirement to post at the RAV/ORP/URC before hiring varies by canton and industry. If you're bound by a GAV (collective labor agreement), check whether it specifies posting rules. When in doubt, contact your cantonal employment office; they can confirm whether your role requires public advertising.
- Required for external hiring in most Swiss cantons and sectors
- Must be posted at RAV/ORP/URC or recognized job platform before hiring begins
- Duration: typically 5–10 days minimum visibility before you can accept applications
- Applies to all Pensum levels—50% to 100%
- Exemptions exist for senior leadership roles and internal promotions; check your canton
- Keep a dated copy of every posting for your records
Your legal obligations
Your Stellenanzeige must be truthful and non-discriminatory. Describe the actual role, required skills, and compensation range (if offered) honestly. Do not exclude candidates based on age, gender, origin, religion, or disability unless the role has a genuine occupational requirement—and even then, documentation is crucial.
Include the Pensum percentage (e.g., 80%, 100%), location or canton, job title, and key responsibilities. If the role includes a 13. Monatslohn (13th-month bonus) or other standard benefits, mention it. The revDSG (revised Data Protection Act) means you must also tell candidates how you'll handle their personal data during recruitment.
- State the Pensum percentage clearly—this is not optional
- Be accurate about location, salary range, and contract type (fixed-term, permanent)
- Avoid coded language that discriminates by age, family status, or origin
- Comply with revDSG: explain how you collect and store candidate data
- Do not promise benefits you cannot deliver (e.g., flexible hours if the role requires fixed presence)
- Keep the posting online or on file for at least one year
The most common mistake
The single biggest error is omitting or burying the Pensum percentage. You might write '40-hour week' or say 'full-time,' but candidates deserve to see '100% Pensum' or '80% Pensum' in clear language. Vague postings create misunderstandings, wasted applications, and later disputes about working hours.
The second frequent mistake is posting only on your company website or LinkedIn without registering at the RAV/ORP/URC. Even if you get applications quickly, skipping the employment office posting can breach cantonal labor law and expose you to fines. Always check your canton's rules and give the RAV/ORP/URC first access for at least the minimum period.
- Omitting the Pensum percentage—state it as a percentage, not hours
- Forgetting to post at the RAV/ORP/URC before opening external recruitment
- Listing a salary range that differs from what you actually offer
- Using subjective language ('young, dynamic team') that hints at age discrimination
- Failing to update the posting if the role requirements change mid-recruitment
- Not collecting or storing revDSG-compliant consent from applicants
Frequently asked questions
- Do I have to post every job at the RAV/ORP/URC?
- Most external vacancies must be announced at the cantonal employment office (RAV/ORP/URC) or a recognized job platform before you hire. Internal promotions and senior roles may be exempt—ask your cantonal RAV/ORP/URC for clarity. If you have a GAV, it may impose additional posting rules.
- What happens if I omit the Pensum from my job ad?
- Candidates may apply under false assumptions about working hours, leading to mismatches and potential disputes. You also risk non-compliance with cantonal employment laws, which typically require transparency about Pensum. Always state it as a percentage (e.g., 60%, 100%).
- How long must I keep a copy of my job ads?
- Keep dated copies of all Stellenanzeigen for at least one year. This protects you if employment questions arise and demonstrates that you advertised the role properly. Store them with your recruitment file, not just on a deleted webpage.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.