Employment
Freedom to terminate, tempered by notice periods and protected periods
Employment is governed by the Code of Obligations, which follows a principle of freedom of termination: either party may end an open-ended contract by giving the statutory or agreed notice. Protection comes from mandatory notice periods, protected periods (illness, pregnancy, military service) and a remedy for abusive dismissal rather than a general permission requirement.
Key rules
- Statutory notice is one month in the first year of service, two months from the second to the ninth year and three months thereafter, unless varied by contract.
- Dismissal during protected periods — for example illness or pregnancy — is void and the notice period is suspended.
- An abusive dismissal (for an illegitimate reason) entitles the employee to compensation of up to six months' salary but does not reinstate them.
- The Confederation sets no national statutory minimum wage; some cantons have introduced their own.
Governing law
- Code of Obligations (OR/CO), employment contractArticles 319 ff.
- Employment Act (ArG/LTr)Working hours, rest and health protection
Penalties and consequences
- Compensation up to six months' salary for abusive or improper dismissal
- Void notice given during a protected period
In practice
Because dismissal is generally free, disputes turn on whether a protected period applied or whether the reason was abusive, not on prior permission. There is no federal minimum wage, so pay floors depend on the canton and any collective agreement.