Minimum Wage by Canton
Switzerland has no federal minimum wage; instead, each canton sets its own floor. As an employer, you must comply with your canton's statutory minimum—currently ranging from CHF 21 to CHF 23.50 per hour—or a sector-specific collective agreement (GAV) if higher. The most common error is assuming your canton has no minimum, or paying below the gazetted rate because a worker agreed.
Switzerland has no national minimum wage. Instead, each of the 26 cantons sets its own statutory floor, ranging from approximately CHF 21 to CHF 23.50 per hour gross. Your obligation depends solely on where the work is performed.
Minimum wage applies to all employees regardless of age, contract type, or Pensum. Apprentices are typically exempt under cantonal law, but always verify your canton's rules. Collective agreements (GAV) may impose higher minimums for specific sectors.
When Minimum Wage Applies
Minimum wage kicks in whenever you hire a salaried or hourly worker for work performed in Switzerland. It applies to full-time, part-time, and fixed-term contracts alike. The wage floor is measured gross, before deductions.
If your employee works across multiple cantons, apply the law of the canton where they work most days. Homeworkers and teleworkers follow the rules of their employment contract's designated location, or your business's registered seat if none is specified.
- Full-time and part-time roles: both covered
- Fixed-term and permanent contracts: both covered
- Apprentices: usually exempt (verify your canton)
- Interns and trainees: verify—many cantons require minimum wage unless education-focused
- Probation period: minimum wage applies from day one
- Wage applies gross, before tax and social insurance deductions
Your Obligation as Employer
Calculate the gross monthly or hourly wage for each employee and confirm it meets or exceeds your canton's floor. Keep documentation showing compliance—payslips, employment contracts, and timesheets are your proof if audited.
If a collective agreement (GAV) in your sector mandates a higher rate, that rate overrides the cantonal minimum. Verify whether your industry has a registered GAV; your employer association often confirms this.
- Know your canton's current minimum rate (published annually by each canton)
- Review any applicable sector GAV for higher minimums
- Document wages in writing on payslips and contracts
- Account for both base salary and any regular allowances when calculating gross wage
- Monitor cantonal rate changes each year (dates vary by canton)
- Adjust wages promptly if your canton raises the floor
The Most Common Mistake
Employers often believe that a verbal agreement or the worker's willingness to work below the legal floor makes it acceptable. It does not. The minimum wage is non-negotiable and a worker cannot waive it, even in writing.
A second frequent error: confusing your canton's rate with a neighbouring canton's, or assuming the rate applies nationwide. Check the official gazetted rate for your exact canton each year before setting salaries.
- Worker agreement ≠ legal compliance; minimum wage cannot be waived
- Each canton's rate is independent; don't assume uniformity
- Minimum wage applies gross; never try to meet the floor after deductions
- Part-time Pensum must still meet the hourly floor, not a lower daily rate
- Interns and trainees are not automatically exempt—verify canton rules
- Penalties for non-compliance include wage recovery, interest, and potential criminal referral
Frequently asked questions
- Does Swiss minimum wage apply if an employee agreed to a lower wage?
- No. Minimum wage is non-waivable by law. Any agreement below the statutory floor is void, and you remain liable for the difference. Worker consent does not make it legal.
- What happens if I pay below my canton's minimum?
- The employee can claim the shortfall, often within a statute-of-limitations period set by cantonal law. You may face payment recovery, interest, and in cases of repeated violation, criminal referral. Document compliance from day one.
- Does a higher sector collective agreement (GAV) override my canton's minimum wage?
- Yes. If your industry has a registered GAV, its minimum wages apply instead. Always check whether your sector has a GAV with your employer association or cantonal labour office.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.