RAV / ORP / URC: Regional Employment Centre
A RAV—called ORP in French-speaking cantons and URC in Ticino—is your canton's public employment office. When you dismiss an employee, you must notify the RAV within specific timeframes set by cantonal law. The RAV administers unemployment insurance and helps workers find new roles. Most employers contact the RAV only when laying off staff, but it also offers recruitment support in some cantons.
RAV stands for Regionales Arbeitsvermittlungszentrum (regional employment centre). In French-speaking Switzerland it is called ORP (Office Régional de Placement); in Ticino, URC (Ufficio Regionale di Collocamento). Each canton operates its own RAV network. The RAV is a public institution funded by unemployment insurance contributions and taxes, not a private recruiter.
The RAV serves two sides: it helps jobseekers find work and registers them for unemployment benefits, and it enforces employer obligations around redundancies. For you as an employer, the RAV becomes relevant the moment you plan a termination of employment.
When the RAV matters: redundancies and notices
Under Swiss employment law, when you dismiss an employee for economic reasons (Kündigung auf Beendigung des Arbeitsverhältnisses für wirtschaftliche Gründe), you must notify the RAV. The notification rules depend on your canton and the number of people affected—typically one notification is required if you lay off five or more workers within 30 days.
The notice period for the RAV often runs parallel to the notice you give the employee. Some cantons require RAV notification before the termination letter reaches the worker; others allow simultaneous notification. Your cantonal RAV office publishes exact rules. Failure to notify can trigger fines and extend your liability if the employee claims wrongful dismissal.
- Notify your RAV in writing (usually by form) when a redundancy affects five or more employees within 30 days
- Timing varies by canton—check your cantonal RAV website for specific deadlines before you issue the dismissal
- The notification must include the number of workers, reason for dismissal, proposed termination dates, and your contact details
- Some cantons require RAV notification before the employee receives notice; others allow it at the same time
- Failure to notify may result in cantonal fines and complicates any later dispute over the dismissal
- If you have fewer than five redundancies in 30 days, check whether your canton still requires notification—rules vary
Your obligations and the RAV's role
The RAV does not decide whether your layoff is justified—that is decided by courts if the employee contests it. The RAV's job is to record the redundancy, help the worker access unemployment benefits (ALV), and attempt to place them in new work. You must cooperate honestly in any enquiry the RAV makes about the layoff's legitimacy.
Some cantonal RAVs also offer employer services: job listings, screening candidates, subsidised training, or integration support for people with barriers to employment. These services are usually free or low-cost, funded by insurance premiums you pay. Ask your local RAV whether it offers recruitment support before you turn to a private recruiter.
- The RAV verifies that redundancy notices meet legal requirements—it may contact you if notification looks incomplete
- You must provide truthful information about the reason for dismissal; lying to the RAV can expose you to prosecution
- The RAV helps dismissed workers claim Arbeitslosenentschädigung (unemployment insurance) and registers them as jobseekers
- Some RAVs maintain job boards or run integration programmes that may help you fill vacancies at lower cost than private agencies
- Your unemployment insurance contributions (Arbeitgeberbeiträge) fund the RAV; using its services does not cost extra per listing
- If the employee disputes the dismissal in court, the RAV's records may be reviewed; ensure your notification was complete and timely
The most common mistake: forgetting the notice, or notifying too late
Employers often assume that informing the employee of redundancy is enough. It is not. Notifying the RAV is a separate legal obligation, and missing the deadline—even by a day, in some cantons—can invalidate the dismissal in the employee's eyes and strengthen their claim for severance or continued pay.
A second mistake is treating the RAV as confidential and hiding the redundancy from it. The RAV learns about redundancies from workers when they apply for benefits; if your notification arrives late or not at all, the RAV flags the breach and may fine you. Always notify the RAV first, before or alongside the employee notice, unless your canton explicitly says otherwise.
- Do not assume the dismissed employee will inform the RAV—you are legally responsible for notification, and silence is a breach
- Missing the RAV's deadline by days can void the dismissal notice under cantonal law; confirm exact deadlines in writing from your RAV office
- Even if you notify verbally, follow up in writing (email, registered letter, or the RAV's online portal) within the required timeframe
- If you lay off multiple people over several weeks, notify the RAV for each group that triggers the threshold (e.g., five in 30 days) separately
- Keep a copy of your RAV notification and the confirmation of receipt—this protects you if the employee later sues and claims no notice was given
- If you miss the deadline, contact your RAV immediately to file a late notification and explain the delay; proactive disclosure is better than silence
Frequently asked questions
- Do I have to notify the RAV if I dismiss one person for performance reasons?
- No. RAV notification is typically required only for redundancies (economic dismissals) affecting five or more workers within 30 days. A single dismissal for performance, conduct, or incompetence does not require RAV notification, even if the employee later claims it was unfair. However, check your cantonal RAV rules—a few cantons have different thresholds. If in doubt, contact your local RAV office or a lawyer specialising in employment law.
- What if my company is in a canton where the office is called ORP or URC, not RAV?
- The name changes by region—RAV in German-speaking cantons, ORP (Office Régional de Placement) in French-speaking ones, and URC (Ufficio Regionale di Collocamento) in Ticino—but the legal obligations are the same. Find your cantonal office by searching '[your canton name] + RAV' or 'emploi.swiss', the national job portal. The rules you follow are set by your canton's labour authority, not the federal government.
- Can I use the RAV to recruit staff, or is it only for redundancies?
- Many cantonal RAVs offer free or subsidised recruitment services to employers, including job postings, candidate screening, and support for hiring people with barriers to employment. These services vary widely by canton. Contact your local RAV office to ask what recruitment support is available. It can be a cost-effective alternative to private recruiters, especially for lower-level or specialist roles where the RAV's jobseeker pool is strong.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.