Problems at work? We're fighting for your rights.
Whether it's a dismissal, a wage claim or an allegation of bullying — if the employment relationship is strained or even breaks up, we are at your side. We represent employees and employers. Experienced, clear and decisive.
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Over 15,500 cases handled
We won't leave you alone. We create clarity in employment law.
Conflicts in the workplace can be emotionally stressful and have existential consequences. The legal framework is complex, particularly when it comes to protection against dismissal, wage issues or job references.
We listen, analyse your situation and show you your options for action. Whether you are an employee or an employer: With legal experience, we represent your interests and enforce your rights.
In employment law, quick and correct action is crucial. We clarify your rights, review your claims and enforce them consistently. For example, for the following issues:
Check and negotiate job references
Advice before immediate termination
Review cancellations
Claim bonuses and variable salary components
Blocking periods in the event of illness or accident
Negotiate severance payment and termination agreement
We can help with that
Protection against dismissal
Challenging abusive or unjustified terminations.
testimonies
Correcting and enforcing benevolent work references.
Wage and social security issues
Outcomes, vacations, overtime, social benefits.
Employment contracts & regulations
Review, design, and enforcement.
Terminations without notice
Advice and litigation on the employer or employee side.
Employment law termination agreements
Preparation, review and negotiation of termination agreements.
Bullying and discrimination in the workplace
Legal support for personal violations in the workplace.
Representation before conciliation body and court
Representing your interests before conciliation authorities and courts.
Here's how to go about it.
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Frequently asked Questions and answers.
Typical questions in employment law may include:
In principle, both employers and employees are free of dismissal in Switzerland. This means that an employment relationship can also be terminated without reason.
A termination is wrongly given if it is abusive or takes place during blocking periods. A termination can be abusive for a variety of reasons.
If a termination is abusive, it usually remains effective, but there is a right to compensation of up to a maximum of six months' wages. Termination at an inopportune time is generally void.
There is always a right to a job reference; it must be formulated truthfully, completely and benevolently and must not unnecessarily impede professional advancement. Statements about things that are not directly related to the employment relationship are prohibited.
If an employment reference does not meet these requirements, it is possible to obtain an amicable correction. Otherwise, this claim can be made in court.
The provision of a reason for termination is not a prerequisite for the effectiveness of a termination.
However, the terminating party must provide written notice of the reason upon request.
Employers have a legal duty of care and must protect the health and personality of employees, including protection against bullying.
Employers should take such allegations seriously, clarify them quickly, conduct discussions, document and take appropriate action.
Employees who feel bullied should carefully document incidents, report them internally (e.g. supervisors, HR) and seek legal advice if necessary.
If the salary is not paid, the employer should be informed immediately. In the absence of a comprehensible explanation, a reasonable deadline should always be set and a reminder with a registered letter.
The next steps include a lawsuit for payment of wages, refusal to work or immediate dismissal. Each of these options has different requirements.
Which of these steps are recommended depends heavily on the specific situation. We would be happy to assist you in choosing the appropriate option and implementing it.
Holidays are generally to be taken in nature. They cannot therefore be compensated by cash benefits or other allowances during an ongoing employment relationship. As a rule, they must be granted during the relevant year of service.
The employer determines the time of vacation and takes the employee's wishes into account as far as this is compatible with the interests of the company. However, at least two weeks of vacation must be connected.
An unauthorized vacation withdrawal is usually a serious violation of the employment contract, which may entitle you to terminate the employment contract without notice. However, voluntary vacation withdrawal by the employee may be permitted if, despite express requests, the employer refuses to grant vacation at all or in the manner required by law. However, the employee is then required to inform the employer in good time, otherwise he may give reason for admissible dismissal without notice by the employer. However, care should be taken here, as this procedure can quickly result in immediate termination in the event of errors.
With the consent of the employee, the employer may compensate for overtime work within a reasonable period of time with time off of at least the same duration. If overtime work is not offset by time off, the employer must pay pay for overtime work, which is based on the normal wage, including a supplement of at least a quarter. However, payment of overtime between the parties may be excluded in writing.
Insofar as overtime work (working time that exceeds the statutory maximum working time in accordance with the Labour Act), the contractual cancellation of compensation is inadmissible.
In the event of ordinary termination, the contractual and statutory notice periods as well as blocking periods and any termination dates must be observed in particular.
We are happy to assist you in terminating an employment relationship in order to prevent subsequent disputes.
There is protection against dismissal during certain periods of illness and accident. In these times, a termination is void.
In the event of illness or accident — depending on the length of the employment relationship, agreement and any daily sickness benefit insurance — there is a right to continued payment of wages for a limited period of time.
Employees have the duty to report incapacity to work. Employees have a duty of proof in connection with incapacity to work. The employer therefore has the right to request a medical certificate from the first day.