Arbeitsplatzbeschreibung vs Stellenbeschreibung: What Swiss employers need to know
A Stellenbeschreibung is the job posting you advertise to attract candidates—it highlights the role, requirements and appeal. An Arbeitsplatzbeschreibung is an internal document describing the actual workplace conditions, tasks, safety hazards and daily reality—required by Swiss labour law (ArG) and often by cantonal safety regulations. Both serve different purposes: recruitment versus legal compliance and worker protection.
As a Swiss employer, you likely create job postings to recruit. But Swiss labour law also expects you to document the actual workplace where someone will work. These are two separate things, and confusing them costs time and creates legal risk.
The Stellenbeschreibung sells the role. The Arbeitsplatzbeschreibung protects the worker—and you.
What each document is for
A Stellenbeschreibung (job description) is what you write for recruitment. It outlines the role title, Pensum percentage, reporting line, key responsibilities and desired qualifications. It is your external marketing tool and the basis of your job posting on job boards or your website.
An Arbeitsplatzbeschreibung (workplace description) is an internal legal document required by Swiss labour law (Arbeitsgesetz, ArG). It describes the actual working conditions: physical hazards, chemical exposures, noise levels, shift patterns, ergonomic demands, and safety measures. Cantonal labour inspectorates and safety regulators (SUVA or equivalent) expect this to exist, especially in manufacturing, construction, healthcare and logistics.
- Stellenbeschreibung: recruitment-focused, describes the job opportunity
- Arbeitsplatzbeschreibung: compliance-focused, describes the physical reality
- Both should be accurate; neither should promise false conditions
- Arbeitsplatzbeschreibung is usually internal; Stellenbeschreibung is public
- ArG Article 6a requires employers to document workplace hazards
- Many cantons (Zurich, Geneva, Valais, Bern) have specific guidelines
When each comes up and your legal obligation
You create a Stellenbeschreibung whenever you recruit: job boards, internal records, offer letters. You must be honest about Pensum, location, and core duties—Swiss labour courts penalise misrepresentation of working conditions. An employee harmed by undisclosed hazards can claim damages or void the contract.
An Arbeitsplatzbeschreibung must exist before you hire anyone, especially for roles with physical, chemical or ergonomic risk. ArG requires it; cantonal safety inspectors may request it during workplace inspections. If you lack one and an accident occurs, your liability and insurance coverage weaken significantly. Update it whenever the role or conditions change substantially.
- Arbeitsplatzbeschreibung required by ArG Article 6a and cantonal regulations
- Must document hazards, safety measures, and daily working conditions
- Keep it available for worker inspection (transparency requirement)
- Update after role changes, new equipment, or hazard identification
- SUVA or cantonal labour office may inspect it following an incident
- Absence of one weakens your insurance claim and legal defence
The most common mistake
The biggest error is writing only a Stellenbeschreibung and assuming it covers your legal obligations. A Stellenbeschreibung describes 'why someone should want this job'; an Arbeitsplatzbeschreibung describes 'what this job actually is, physically and safely.' One is marketing; one is regulation.
Many Swiss SMEs skip the Arbeitsplatzbeschreibung entirely because they don't think they 'have hazards.' But hazard is broad: standing all day, outdoor work, customer interaction stress, repetitive motion, or even psychological load counts. Document honestly, involve workers in identifying hazards, and review annually. Your cantonal labour office or occupational health service can help.
- Mistake: conflating recruitment copy with legal workplace documentation
- Mistake: assuming only factories or construction sites need one
- Mistake: writing it once and never updating it
- Solution: use separate templates for recruitment and compliance
- Solution: involve workers—they know the real conditions
- Solution: have your cantonal OHS office or SUVA review it
Frequently asked questions
- Do I need an Arbeitsplatzbeschreibung for an office-based role at 80% Pensum?
- Yes. Even office roles have hazards: monitor glare, postural stress, mental load. ArG applies to all workplaces. Document the actual conditions (ergonomics, noise, temperature, overtime patterns) and publish any safety measures you have. Keep it simple, but keep it.
- Can I use the same document as both Stellenbeschreibung and Arbeitsplatzbeschreibung?
- No. They have different purposes and audiences. The job posting attracts candidates and can highlight appeal ('modern office, flexible hours'). The Arbeitsplatzbeschreibung is internal and must be precise about hazards and constraints. Use separate documents and keep the Arbeitsplatzbeschreibung on file for compliance.
- What happens if I don't have an Arbeitsplatzbeschreibung?
- You risk liability in workplace accidents, weak insurance coverage, cantonal fines (varies by canton), and reputational damage. If a worker is injured and it emerges you didn't document hazards, courts assume negligence. A SUVA inspection may find it missing and issue orders to create one. Document it now—it takes a few hours.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.