Can I use simplified tracking for all employees in my SME?

Not automatically. Employees with standard nine-to-five roles, shift workers, and those paid hourly typically need detailed logs. Check with your cantonal labour office or a lawyer—your team size, industry, and role types determine eligibility. When in doubt, use precise tracking.

What happens if a labour inspector finds no time records?

You breach ArG article 46. Inspectors can impose fines and demand retroactive documentation. If you cannot prove hours, unpaid overtime claims usually succeed against you. A simple spreadsheet or log signed by both parties protects you far better than nothing.

Does simplified tracking mean I can ignore overtime and rest periods?

No. Simplified tracking only changes how you record hours—it does not suspend your duty to respect maximum weekly hours (45 or less per GAV), daily rest (11 hours), or weekly rest (24 + 11 hours). You must track to prove you meet these limits.

Simplified Time Tracking (Vereinfachte Arbeitszeiterfassung)

Simplified time tracking is a reduced documentation method allowed under Swiss labour law (ArG) for small workplaces or certain roles where precise hourly records are impractical. Rather than logging every start and end time, employers record total hours worked per day or week. It applies to small teams and specific sectors, but you remain liable for proving compliance if disputes arise.

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Simplified time tracking (vereinfachte Arbeitszeiterfassung) is a lighter record-keeping approach permitted under the Swiss Labour Act (ArG) when detailed clock-in/clock-out logs are not feasible. You document the total hours worked each day or week instead of exact timestamps.

This method is common in small SMEs, home-based roles, and fieldwork. However, simplified does not mean no records—you must still be able to defend your time entries if a labour inspector or employee questions them.

When simplified time tracking applies

Simplified time tracking suits employers with fewer than 50 employees, certain exempt professions (e.g., senior managers), and roles where work is not easily divided into discrete hours. Your canton's labour office or a business lawyer can confirm whether your Pensum structure qualifies.

Even if you choose this method, you cannot ignore rest periods, weekly maxima, or break rules. Simplified tracking does not mean fewer legal obligations—only fewer administrative steps to prove compliance.

Small teams (typically under 50 staff across all sites)
Senior management and independent decision-makers
Field roles, remote work, or irregular schedules
Roles requiring professional discretion (e.g., consultants, therapists)
Certain GAV sectors may prescribe simplified methods
Always check your cantonal labour authority first

Your obligations as an employer

You must keep records showing total hours per day or week, signed by both parties or recorded in a shared tool. These logs must be kept for at least five years. If challenged, you need proof that hours align with your employment contract and Pensum percentage.

You remain responsible for ensuring no one exceeds 45 hours weekly (or lower limits set by GAV), takes sufficient breaks, and complies with night-work or Sunday-work rules. Simplified tracking does not exempt you from these limits.

Daily or weekly hour totals must be documented and retained five years
Employee must acknowledge or sign off records (digital consent works)
Proves compliance with maximum weekly hours and break law
Does not exempt you from ArG rest-period or fatigue rules
Disputes revert to your records as evidence
Gaps or vague entries weaken your legal position

The single most common mistake

Employers assume simplified tracking means no tracking. They skip records altogether, relying on memory or verbal agreements. When a dispute arises—unpaid overtime, wage deduction, or a labour inspection—they cannot prove hours worked, and the burden of proof shifts against them.

Keep even simple records: a shared spreadsheet, email summaries, or WhatsApp logs dated and confirmed by the employee. Without any documentary evidence, simplified tracking offers you zero protection.

Assuming 'simplified' means 'optional'—it doesn't
No written record at all; relying on memory alone
Not having employee acknowledgment or countersignature
Failing to update records within days of work
Mixing simplified tracking with untracked overtime
Not retaining records for the full five-year period

Frequently asked questions

Can I use simplified tracking for all employees in my SME?: Not automatically. Employees with standard nine-to-five roles, shift workers, and those paid hourly typically need detailed logs. Check with your cantonal labour office or a lawyer—your team size, industry, and role types determine eligibility. When in doubt, use precise tracking.
What happens if a labour inspector finds no time records?: You breach ArG article 46. Inspectors can impose fines and demand retroactive documentation. If you cannot prove hours, unpaid overtime claims usually succeed against you. A simple spreadsheet or log signed by both parties protects you far better than nothing.
Does simplified tracking mean I can ignore overtime and rest periods?: No. Simplified tracking only changes how you record hours—it does not suspend your duty to respect maximum weekly hours (45 or less per GAV), daily rest (11 hours), or weekly rest (24 + 11 hours). You must track to prove you meet these limits.

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