Do I have to offer part-time, or can I require 100% Pensum?

You can require 100% in the job posting and contract. However, you must negotiate in good faith if a candidate or existing employee requests Teilzeit. A refusal is legal, but any agreed reduction must be documented in writing with notice (typically 30 days for changes to existing contracts).

How do I calculate statutory holidays for a 60% employee?

Statutory holidays in Switzerland are days, not hours. A 60% employee still receives the full number of statutory days off (e.g., 1 August, Christmas, cantonal holidays). You do not prorate the day count. However, their daily wage for holiday pay is 60% of the full-time equivalent.

If a part-time employee works overtime, do I owe them extra pay?

Yes. If a 60% employee works beyond their agreed 60% Pensum, those excess hours are overtime and must be compensated at the overtime rate (typically 25% surcharge, or per your GAV if applicable). Track hours carefully to avoid disputes.

Part-time work (Teilzeit)

Teilzeit (part-time work) means employment below 100% Pensum — typically 50%, 60%, or 80%. Swiss law, including the ArG (Arbeitsgesetz), grants part-time employees the same rights as full-time staff, prorated by hours worked. Wages, benefits, and statutory protections must scale proportionally.

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In Switzerland, Teilzeit means any employment contract with a Pensum below 100%. Common models include 50%, 60%, 80%, or 90% — each represents the percentage of a standard week the employee works.

Part-time work is widespread in Swiss SMEs, especially in office roles, retail, and care sectors. Many employers use Teilzeit to manage costs or match candidate availability.

When part-time comes up

You encounter Teilzeit when hiring someone who cannot or prefers not to work full-time. A candidate may request 80% to study part-time, or you may create a 60% role to split tasks across two people.

Part-time also arises when restructuring. If you reduce someone from 100% to 80%, that is a change to the contract and requires written agreement and notice, per ArG rules.

New hire negotiation: candidate asks for 70%, you agree in writing
Restructuring: reducing existing employee's Pensum from 100% to 60%
Seasonal work: 50% Pensum during low-demand months
Job-sharing: two employees split one 100% role at 50% each
Retirement phase-out: employee steps down to 60% before leaving
Study or training: employee requests reduced hours to pursue education

Your legal obligations

Part-time employees are entitled to the same hourly wage rate, statutory holidays, sick leave, and social insurance as full-time colleagues — all prorated by Pensum. If a full-time role earns CHF 5000/month, a 50% role earns CHF 2500.

You must register part-time employees with AHV/IV/EO and UVG (accident insurance) within five days of hire, regardless of Pensum. Contributions scale with gross salary. Many cantons set no minimum threshold — even 5% Pensum requires registration.

Pay pro-rata hourly rate or monthly salary divided by Pensum %
Grant statutory holidays (days, not hours — still full days off)
Cover sick leave at full rate for actual absence, scaled hours
Register with AHV/IV/EO and UVG immediately; no exceptions for low Pensum
Provide Arbeitszeugnis (work certificate) at departure, same as full-time
If applicable, include 13. Monatslohn pro-rata in same way as full-time

The most common mistake

Many SME owners assume that a 50% employee needs only half the legal compliance. This is false. You still must register them with AHV/IV, provide statutory holiday, and issue a full Arbeitszeugnis.

A second pitfall: treating Pensum percentage inconsistently. If you agree 80% in the contract but the employee regularly works 100%, you risk claims for unpaid overtime or contract adjustment. Document actual hours worked, especially in flexible roles.

Forgetting AHV/IV registration for 'small' Pensum roles (there is no minimum)
Paying less than the pro-rata wage rate because part-time seems 'junior'
Miscounting statutory holidays as 'pro-rata days' instead of full days
Changing Pensum verbally without written amendment and proper notice
Inconsistent scheduling: 80% contract but expecting 100% hours
Omitting part-time work from Arbeitszeugnis or writing a reduced reference

Frequently asked questions

Do I have to offer part-time, or can I require 100% Pensum?: You can require 100% in the job posting and contract. However, you must negotiate in good faith if a candidate or existing employee requests Teilzeit. A refusal is legal, but any agreed reduction must be documented in writing with notice (typically 30 days for changes to existing contracts).
How do I calculate statutory holidays for a 60% employee?: Statutory holidays in Switzerland are days, not hours. A 60% employee still receives the full number of statutory days off (e.g., 1 August, Christmas, cantonal holidays). You do not prorate the day count. However, their daily wage for holiday pay is 60% of the full-time equivalent.
If a part-time employee works overtime, do I owe them extra pay?: Yes. If a 60% employee works beyond their agreed 60% Pensum, those excess hours are overtime and must be compensated at the overtime rate (typically 25% surcharge, or per your GAV if applicable). Track hours carefully to avoid disputes.

General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.