Can I hire someone at 100% Pensum but only schedule them 30 hours per week?

No. The stated Pensum must correspond to typical weekly hours. If you intend 30 hours, contract for 71% Pensum (on a 42-hour baseline). Mismatching creates a contract-enforcement risk and may be seen as fraud in bad faith. Always align the written Pensum to the actual expected hours before signing.

If an employee on 80% Pensum works 90% hours for two months, do I owe them extra pay?

It depends on your GAV and canton law, but typically yes. Hours beyond the stated Pensum are unauthorized overtime unless you agree to a Pensum increase in writing. Keep timesheets to show when this occurred, then settle it formally—either retroactively adjust Pensum or pay overtime. Ignoring this creates a wage-claim liability.

Does Pensum affect how I calculate severance or notice periods?

Pensum does not alter notice periods under the OR—those are the same for any employee. However, severance (where applicable under your GAV or cantonal law) and final settlement amounts scale with Pensum. A 50% Pensum employee on CHF 5,000 gross receives benefits proportionally. Always consult your GAV and a lawyer before termination to ensure correct calculations.

Pensum (Workload Percentage)

Pensum is the percentage of a full-time workload that an employee performs, expressed as a percentage (e.g. 80% Pensum). It must be stated clearly in the employment contract and directly determines the employee's salary, social insurance contributions, and holiday entitlement. Swiss employers must ensure the stated Pensum matches actual working hours.

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Pensum (or Beschäftigungsgrad in German) is the agreed percentage of full-time employment. A 100% Pensum typically means 42 hours per week in most Swiss cantons; 80% Pensum means approximately 33.6 hours. This figure is binding and appears on every payslip.

The Pensum affects almost every HR calculation: gross salary is proportional to Pensum, holiday days scale with Pensum, and social insurance contributions (AHV/IV/UVG) are based on Pensum. Misaligning stated Pensum from actual hours creates legal and financial exposure.

When Pensum Matters

Pensum becomes critical at hiring. The employment contract must specify it exactly—'approximately 80%' is too vague. This applies whether you hire full-time, part-time, or for maternity cover. Changes to Pensum require written amendment to the contract and employee consent.

Pensum also affects tax withholding (Quellensteuer in some cantons), eligibility for collective bargaining agreements (GAV), and calculation of notice periods under the Code of Obligations (OR Article 337).

State Pensum as a fixed percentage, not a range.
Record actual hours weekly to detect drift from stated Pensum.
Adjust Pensum in writing if business needs change; don't just alter hours informally.
Holiday entitlement scales with Pensum: 80% Pensum = 80% of statutory minimum days.
Part-time staff earning below CHF 21,330 annually may be exempt from some social contributions—verify with canton.
If an employee works more hours than their stated Pensum suggests, they may claim unauthorized overtime or argue for Pensum upward revision.

Employer Obligations

You must document the Pensum in the written employment contract before or when the employee starts (OR Article 320). The contract should also state the regular working hours per week or month that correspond to that Pensum. Many cantons publish recommended full-time hours; use your canton's standard as the baseline.

You must pay all statutory social insurance contributions (AHV/IV/UVG, and where applicable KTG) based on the Pensum and salary. Non-compliance with contribution rates invites audits from the social insurance office (Ausgleichskasse) and potential back-payment demands.

Provide a payslip that clearly shows Pensum percentage and corresponding gross/net amounts.
Maintain timesheets or attendance records proving actual hours align with stated Pensum.
Calculate 13. Monatslohn (if applicable under your GAV) proportionally to Pensum.
Inform the employee immediately of any Pensum change and obtain signed written consent.
If Pensum exceeds 50%, the employee qualifies for full benefits (insurance, holiday). Below 50%, some canton-specific rules apply; consult your canton's social insurance office.
During probation (Probezeit), you may terminate with two weeks' notice regardless of Pensum, but the Pensum itself cannot be unilaterally altered.

Most Common Mistake

Employers state a 60% Pensum in the contract but ask the employee to work 35 hours weekly (closer to 83% based on canton norms). The employee complains or leaves, and claims unpaid hours or argues the contract is void due to misrepresentation of working conditions.

A second trap: hiring a part-time employee at 50% Pensum for 'flexible hours,' then never tracking actual time. If disputes arise, the employer has no proof that hours matched Pensum. A labor court (Gewerbegericht or Arbeitsgericht, depending on canton) may side with the employee's recollection and order back pay.

Match stated Pensum to realistic weekly hours before signing the contract.
Document every Pensum change in writing; informal agreements are unenforceable.
Use timesheets from day one—even simple spreadsheets protect you if disputes emerge later.

Frequently asked questions

Can I hire someone at 100% Pensum but only schedule them 30 hours per week?: No. The stated Pensum must correspond to typical weekly hours. If you intend 30 hours, contract for 71% Pensum (on a 42-hour baseline). Mismatching creates a contract-enforcement risk and may be seen as fraud in bad faith. Always align the written Pensum to the actual expected hours before signing.
If an employee on 80% Pensum works 90% hours for two months, do I owe them extra pay?: It depends on your GAV and canton law, but typically yes. Hours beyond the stated Pensum are unauthorized overtime unless you agree to a Pensum increase in writing. Keep timesheets to show when this occurred, then settle it formally—either retroactively adjust Pensum or pay overtime. Ignoring this creates a wage-claim liability.
Does Pensum affect how I calculate severance or notice periods?: Pensum does not alter notice periods under the OR—those are the same for any employee. However, severance (where applicable under your GAV or cantonal law) and final settlement amounts scale with Pensum. A 50% Pensum employee on CHF 5,000 gross receives benefits proportionally. Always consult your GAV and a lawyer before termination to ensure correct calculations.

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