Jobsharing
Jobsharing splits one full-time position between two part-time employees who share responsibilities, salary, and benefits proportionally. In Switzerland, each employee signs their own employment contract at reduced Pensum (typically 50% each), triggering standard obligations for both employment law and social insurance contributions.
Jobsharing means two people hold one job together, dividing hours, pay, and duties. Each worker has their own employment contract at part-time Pensum—usually 50% each, but any split adding to 100% works.
Swiss employers use jobsharing to attract talent seeking flexibility, retain experienced staff, or fill coverage gaps. It requires clear coordination between the two employees and precise contract drafting.
When Jobsharing Comes Up
Jobsharing surfaces when candidates request part-time work, when you need continuity in a role, or when you want to retain someone returning from leave. It is most common in administration, customer service, and project coordination roles.
Before offering jobsharing, confirm both candidates can work the same schedule (or complementary schedules if overlap matters) and that the role itself splits logically. Some positions do not suit splitting.
- Candidate requests flexible hours but the role exists full-time
- You need continuous coverage across a week or month
- Retaining an employee who cannot return full-time
- Testing a new role before committing full-time budget
- Supporting work-life balance in high-turnover sectors
- Combining expertise: one person handles client contact, the other handles back-office
Your Legal Obligations
Each jobsharer signs their own employment contract under Swiss law (ArG). Both are entitled to statutory minimums: vacation days proportional to Pensum, overtime rules, and social insurance contributions at their part-time rate via AHV/IV/UVG/LAMal.
You must contribute to both employees' insurance funds based on their Pensum. If either earns below CHF 12,400 annually (2024 AHV threshold), they may still owe contributions. Check with your cantonal tax office or insurance broker—thresholds vary by canton.
- Two separate contracts, each with clear Pensum and salary
- Vacation, public holidays, and sick leave prorated to each person's Pensum
- Both pay employee social contributions; you pay employer contributions on both salaries
- Each jobsharer is entitled to an Arbeitszeugnis upon departure
- Coordinate handover and communication protocols in writing
- Clarify who is responsible for what tasks to avoid duplication or gaps
Most Common Mistake
The biggest mistake is treating the two employees as one person. Employers often fail to define whose desk, email, or decision-making authority each person owns. This creates confusion, missed handovers, and resentment.
A second error: assuming both jobsharers will always agree. If they clash or one departs suddenly, you have only one trained person. Mitigate by documenting processes, building knowledge overlap, and having a contingency plan if one leaves mid-contract.
- No written handover protocol—information stays in one person's head
- Unclear task ownership leads to tasks falling through cracks
- Underestimating the management overhead of coordinating two part-timers
- Not updating contracts when one jobsharer leaves; the other does not automatically become full-time
- Assuming both employees are equally invested in the shared role
- Forgetting to brief stakeholders (clients, colleagues) on who to contact for what
Frequently asked questions
- Do both jobsharers get the same salary for 50% work?
- Not necessarily. You can pay differently based on experience, market rate, or role responsibility—as long as each contract is clear and fair. Both must earn at least minimum wage in their canton for their Pensum. Always document the rationale to avoid equal-pay disputes.
- What happens if one jobsharer leaves mid-contract?
- The other does not automatically become full-time. You can offer them the full role, keep it open for a new jobsharer, or restructure. Their original contract remains valid at the original Pensum unless both parties agree in writing to change it.
- Can jobsharers work overlapping hours, or must they alternate?
- Either model works under Swiss law—overlap (e.g., both 9–12) or alternating (one works Mon–Wed, the other Wed–Fri). Choose based on role needs. Overlapping hours ease handover but cost more; alternating saves budget but requires bulletproof documentation.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.