Marriage Leave (Heiratsurlaub)
Heiratsurlaub is paid leave granted to an employee for their wedding day. Most Swiss cantons and employment contracts recognize 1–3 days. It typically arises when an employee announces their wedding date. Your obligation depends on canton custom, any GAV, and your employment contract—some employers grant it automatically, others only if requested. The most common mistake is assuming no legal obligation exists and refusing the request without checking your cantonal norm or contract terms.
Heiratsurlaub (marriage leave) is paid time off an employer grants an employee on or around their wedding day. The scope—whether 1 day, 3 days, or a full week—varies by canton, industry GAV, and individual contract.
This benefit is customary in Swiss employment but is not uniformly mandated by federal law (ArG). Instead, it rests on cantonal practice, collective agreements, and what your employment contract states. Many employers assume they have no duty; that assumption often backfires.
When Marriage Leave Comes Up
An employee announces their wedding date, usually several months ahead. They may request time off explicitly or expect it as part of standard benefit practice. The moment to clarify your position is that announcement—not the week before the wedding.
If you operate across multiple cantons, your obligations may differ by location. An employee based in Zurich may have different custom expectations than one in Valais. Check your local cantonal employment practices and review what your predecessor employers did.
- Employee announces wedding date and requests time off
- Request may be implicit (assumed custom) or explicit (formal request)
- Timing: typically several months in advance
- Scope varies by canton—Geneva, Zurich, and Bern have different norms
- May also be covered by a GAV if your sector has one
- Some employment contracts spell out days explicitly
Your Obligation as Employer
There is no federal ArG rule that mandates marriage leave. However, cantonal custom and collective agreements often establish a de facto expectation. In many cantons (Zurich, Geneva, Bern), 1–3 days is standard; refusal without contractual backing may be viewed as breach of good faith.
Review your employment contract, any applicable GAV, and your canton's labor norms before responding. If you grant it to one employee, consistency matters. Document your decision and keep a record of what you granted and when.
- No federal ArG mandate—law varies by canton and contract
- Most Swiss cantons recognize 1–3 days as customary
- Check your GAV (collective agreement) for your sector
- Employment contract may specify the number of days
- Good-faith expectation: consistency across similar situations
- Document approval, number of days, and whether paid or unpaid
Most Common Mistake
Employers often deny marriage leave because they assume no legal obligation exists. That assumption is partly correct—there is no federal mandate—but it ignores cantonal custom and the employment contract. Denying a request that fits local practice can expose you to disputes and appears arbitrary to the employee.
The other error is granting it inconsistently. If you give one person three days and another person one day for the same type of event, or if you deny it to one person and approve it for another, you create a fairness problem. Set a clear policy and apply it.
- Assuming no obligation and flat refusal without checking canton norms
- Granting leave inconsistently between employees in similar situations
- Not checking your employment contract or GAV before responding
- Waiting until the request is urgent (week-of) to make a decision
- Not documenting what you approved and when
- Treating marriage leave as unpaid without clarity in the contract
Frequently asked questions
- Is marriage leave required by Swiss law?
- No federal ArG requirement exists. However, most Swiss cantons recognize 1–3 days as customary practice. Your employment contract or any applicable GAV may make it mandatory. A lawyer should review your specific situation if you want to deny a request.
- How many days should I grant?
- Typical range is 1–3 days paid. Check your canton's practice (Zurich, Geneva, and Bern often grant 3 days; smaller cantons may grant 1–2). Review your employment contract and any GAV. If unsure, 1–2 days is a safe starting point; consistency matters more than the exact number.
- Must marriage leave be paid?
- Customary practice in Switzerland assumes paid leave. If you intend for it to be unpaid, that must be stated clearly in the employment contract or communicated in advance. Unilaterally declaring it unpaid after approval can create a dispute.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.