Maternity Allowance (Mutterschaftsentschädigung)
Maternity allowance is a 14-week income-replacement benefit funded by the federal loss-of-earnings compensation scheme (Erwerbsersatzordnung). Mothers receive 80% of their average insurable earnings. Employers must continue contributions but do not directly pay benefits. The scheme is compulsory for all employees earning above CHF 7,450 per year.
When an employee gives birth, she enters a statutory paid leave period under Swiss federal law. During this time, she receives maternity allowance—a percentage of her regular wage—and her employment relationship continues uninterrupted. This benefit is not optional and applies equally across all cantons.
The allowance is paid by the federal loss-of-earnings insurance (Erwerbsersatzordnung), not by your company directly. However, as employer, you have clear duties during and after this leave.
Eligibility and Payment Structure
Any employee who gives birth and is registered in the loss-of-earnings scheme receives CHF per day based on 80% of insurable average daily earnings. The benefit period is exactly 14 weeks (98 days) from the day of birth. Earnings above CHF 7,450 per annum trigger mandatory coverage; earnings below are exempt.
Payment goes directly to the mother's bank account. You do not advance or reimburse these funds. However, you must continue paying your employer social insurance contributions (AHV, ALV, UVG) as if she were working full time at her normal Pensum.
- Benefit period: 14 weeks from birth date (exact, not calendar weeks)
- Replacement rate: 80% of average insurable daily wage
- Funding: Federal loss-of-earnings scheme (Erwerbsersatzordnung)
- Employer contribution: Continue AHV/ALV/UVG premiums on her normal salary
- Eligibility threshold: Employee must earn ≥ CHF 7,450 per annum
- No top-up obligation: You may voluntarily pay difference to 100%, but this is optional
Your Legal Obligations
Under the Labour Act (Arbeitsgesetz), you must grant her the statutory 14 weeks leave without penalty. She cannot work during this period. You must maintain her employment contract, seniority, and benefits accrual. Dismissal during or immediately after maternity leave is prohibited by federal law.
You are responsible for timely notification to the canton's loss-of-earnings office. The burden falls on the employee to claim, but she may ask you for a payroll summary to support her application. Provide this promptly—delays in her paperwork delay her benefit.
- Grant 14 weeks unpaid leave; employment contract continues
- No work allowed during maternity benefit period
- Maintain all insurance contributions (AHV/ALV/UVG/BVG)
- Protect against dismissal before, during, and for a reasonable period after
- Assist with documentation if employee requests payroll data
- Notify canton office if she does not apply within statutory deadlines (rare)
Common Mistakes
The biggest error is assuming you must pay the difference between 80% and 100% of her wage during maternity leave. You do not. The 80% is the legal standard. If you voluntarily top up to 100%, that is generous—but not required and creates expectations for future employees.
A second frequent mistake is stopping her insurance contributions during the 14 weeks. Her AHV, ALV, and BVG payments must continue as normal. Gaps in contribution records can harm her future pension and unemployment eligibility. Confirm this with your payroll provider before her leave begins.
- Do not assume you must bridge the 20% gap—this is optional, not legal duty
- Do not suspend social insurance contributions; continue them in full
- Do not pressure her to return early or work part-time during the 14 weeks
- Do not require repayment of benefits if she changes employers afterward
- Do not use maternity leave as grounds for performance review or demotion
- Do not confuse maternity allowance with parental leave (paternity leave is separate)
Frequently asked questions
- Does maternity allowance cover all 14 weeks or only a portion?
- The 14 weeks run from birth date. The allowance covers all 98 days within this period at 80% of insurable earnings. If the mother works part-time (say 50% Pensum), the benefit is calculated on 80% of her part-time earnings, not full-time.
- What happens if she wants to return to part-time work before 14 weeks?
- Legally, she cannot work during the benefit period. If she works, even part-time, she forfeits the benefit for that day. This is rarely practical. After 14 weeks, she may return at any Pensum she and you agree upon.
- Does she keep her job title, salary level, and team assignment after maternity leave?
- Yes. Under Swiss law, she must return to the same role or an equivalent position. Her salary and Pensum return to pre-leave terms unless you both agree otherwise. Demotion or sidelining is prohibited and may constitute wrongful termination.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.