Employment Rules Specific to Canton Vaud
Canton Vaud has its own employment law framework overlaying Swiss federal law (ArG). As an employer there, you must follow Vaud's notice periods, observe the minimum wage floor set by cantonal GAV (where applicable), respect stricter holiday minimums than the federal 20 days, and handle Quellensteuer deductions correctly. Vaud's ORP (cantonal unemployment agency) also sets specific registration and contribution rules.
Canton Vaud's employment law sits at the intersection of federal Swiss law (ArG/Code des obligations) and canton-specific regulations. You're legally bound by whichever rule is stricter.
As a Vaud employer, you face distinct obligations around notice periods, wage minimums, holiday entitlements, and social-security contributions that differ from other cantons.
Notice Periods and Termination in Vaud
Federal ArG sets a standard probation period of three months and a base notice period of ten days, but Vaud often enforces longer notice periods by canton regulation or GAV. During probation, either party can terminate with one week's written notice.
For dismissals in Vaud, you must follow cantonal procedure: provide written notice with a clear reason if the employee is protected (e.g., pregnant, on maternity leave, disabled). Unlawful termination exposes you to severance claims up to six months' gross salary.
- Probation termination: one week's notice; post-probation: typically one month to 15th or end of month (confirm current Vaud standards)
- Written notice required in all cases; verbal termination is void
- Protected persons (pregnancy, illness, military service, union membership) have special rules—termination often prohibited
- Severance for abusive dismissal can reach six months' gross salary; consult a Vaud employment lawyer before terminating borderline cases
- Garden leave and non-compete clauses must be explicitly agreed and must be reasonable in duration
- Arbeitszeugnis (reference letter) must be truthful and handed over within 7 days of departure
Wages, Minimums, and 13. Monatslohn
Vaud does not have a statutory minimum wage for all sectors, but many industries are covered by cantonal GAV agreements that set wage floors. You must check whether your sector has a binding GAV and adhere to it. Non-compliance can result in fines and back-wage claims.
The 13. Monatslohn (thirteenth monthly salary) is not federally mandated but is common in Vaud by GAV or employment contract. If your sector's GAV includes it, you must pay it. Quellensteuer (source tax) on all wages must be correctly withheld and remitted to the Vaud tax authority monthly.
- Check Vaud's current GAV list (available via Etat de Vaud website) for your industry sector
- If covered by GAV, minimum wage and 13. Monatslohn (if stipulated) are binding and non-negotiable
- Quellensteuer must be withheld on all employee salaries and remitted by the 10th of the following month
- Pay slips must itemize gross salary, Quellensteuer, AHV/IV/ALU contributions, and any deductions
- Wage deductions are severely restricted—you may not deduct tools, uniforms, or mistakes unless explicitly agreed in writing
- Equal pay for equal work applies; gender-based wage gaps are illegal and can trigger canton investigations
Holidays, Working Hours, and Social Security
Federal ArG mandates 20 days' annual holiday minimum; Vaud GAVs often require 25 days or more. You must grant the canton-standard amount. Part-time Pensum is calculated pro-rata. Statutory holidays in Vaud include major Swiss days plus cantonal days like July 22 (Fête du Raisin in some communes).
Weekly working time is capped at 45 hours federally; Vaud GAVs may stipulate 42–44 hours. Overtime must be compensated by equivalent time off or (if agreed) cash payment. Register all employees with Vaud's ORP (cantonal unemployment insurance) within five days of hire.
- Annual holiday: minimum 20 days federal, but Vaud GAV typically requires 25+ days—check your sector
- Public holidays vary by canton; Vaud observes federal holidays plus cantonal ones—verify your commune's calendar
- Pensum scaling: a 60% Pensum employee gets 60% of full holiday entitlement
- Overtime rules: record all overtime and offer compensation (time-in-lieu or pay) within reasonable timeframe
- Register with ORP within 5 days of employment start; failure to do so incurs late-payment penalties and back-contributions
- Maternity, paternity, and illness leave follow federal rules but may be enhanced by GAV; confirm your sector's terms
Frequently asked questions
- Do I have to follow Vaud's GAV if I'm a small employer?
- Yes. If your sector has a published cantonal GAV (collective labour agreement), it is binding on all employers in that sector, regardless of size. Check the Etat de Vaud employment office website to confirm coverage. Non-compliance is a civil and criminal violation.
- What happens if I don't register an employee with the ORP on time?
- You face fines and must pay back-contributions plus interest from the hire date. The ORP also flags non-compliance to the cantonal tax authority, which can audit your entire payroll. Register within 5 days to avoid this.
- Can I require a doctor's note for a single sick day?
- No. Federal ArG and Vaud practice prohibit requiring a medical certificate for absences under three consecutive days. Beyond three days, a doctor's note is standard. Abusing the requirement may expose you to unfair-practice claims.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.