Ruhezeit (Rest Periods)
Ruhezeit is the legally mandated rest period an employee must receive between the end of one shift and the start of the next. Under the Swiss Labour Act (ArG), employers must grant at least 11 consecutive hours of rest per 24-hour period. Violations carry cantonal enforcement costs and potential wage disputes.
Ruhezeit refers to the minimum consecutive hours of rest—typically between shifts or overnight—that Swiss law guarantees every employee. It is not the same as meal breaks or weekend time; it is a separate, protected rest entitlement.
Ruhezeit obligations are set by the Swiss Labour Act (Arbeitsgesetz, ArG) and vary slightly by canton and industry GAV (collective labour agreement). An employer who fails to provide it may face wage claims, cantonal labour inspectorate fines, and disputes with employee representatives or unions.
When Ruhezeit Matters
Ruhezeit becomes critical as soon as you schedule shifts. If an employee finishes work at 18:00 and starts again at 6:00 the next morning, they have only 12 hours—which satisfies the 11-hour minimum. If they start at 5:00, you fall short and are in breach.
Industries with rotating or non-standard hours—retail, hospitality, manufacturing, healthcare—encounter Ruhezeit compliance issues most often. Home-office or flexible-schedule roles typically have fewer conflicts, but employer obligation remains unchanged.
- Applies to every employee on every shift, without exception
- Measured as uninterrupted consecutive hours between work periods
- Meal breaks and unpaid time do not count toward Ruhezeit
- On-call duty counts as work time in most cantons; confirm your cantonal rule
- Does not override weekend rest or public holidays
- Cantonal labour offices enforce; breaches may trigger wage correction orders
Your Obligation as Employer
You must guarantee at least 11 consecutive hours of rest per 24 hours. The ArG names this minimum; some GAVs and cantons (Basel-Stadt, Geneva, Vaud) set higher thresholds—check your industry agreement and local rules before scheduling.
Document your shift schedule clearly and audit it monthly. If you use scheduling software, configure it to flag violations. Brief your office manager or whoever assigns shifts on the rule; this is where most breaches happen informally.
- Plan schedules to include 11+ consecutive hours rest per employee per day
- Review your GAV and cantonal code for any higher minimum
- Train anyone with scheduling power on the rule
- Keep shift records for two years in case of dispute
- If you breach Ruhezeit, correct it and calculate back-payment without delay
- Consult a labour lawyer if an employee claims missing Ruhezeit
Most Common Mistake
The biggest error is assuming Ruhezeit 'averages out' over a week. Swiss law guarantees it every single day. A Monday shift that ends at 22:00 followed by a Tuesday shift at 6:00 is a breach of the 11-hour rule, even if Wednesday and Thursday offer longer rest.
The second mistake is conflating Ruhezeit with meal breaks or unpaid time. A 30-minute lunch break does not extend Ruhezeit; it is separate. If an employee is on-call, clarify in writing whether on-call time counts as work in your canton; assume it does unless your cantonal labour office confirms otherwise in writing.
- Never treat Ruhezeit as a weekly average; it is a daily minimum
- Do not deduct meal breaks or travel time from Ruhezeit calculations
- On-call and standby duty often count as work; check your canton
- Emergency or overtime exceptions exist but must be documented and compensated
- Ignorance of the rule is not a defence; the ArG applies to all employers
- If unsure, ask your cantonal labour office in writing before scheduling
Frequently asked questions
- Can I schedule an employee from 18:00 to 22:00, then again at 7:00 the next morning?
- No. The gap is 9 hours, below the 11-hour minimum. You are in breach. You would need to push the second shift to 9:00 or later, or move the first shift earlier. Document this and adjust future scheduling.
- Does a one-hour lunch break count toward Ruhezeit?
- No. Meal breaks are a separate obligation under ArG Article 15. Ruhezeit is the rest period *between shifts*. Both must be provided, but they are not the same entitlement.
- What happens if I breach Ruhezeit?
- The employee can claim back-pay for hours worked in violation of the rest rule. Your cantonal labour office may issue a fine or corrective order. Unions or employee representatives may escalate the claim. Consult a labour lawyer to resolve the dispute and adjust schedules immediately.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.