Switzerland Leave Laws and Holidays

In Switzerland, the statutory minimum annual leave is four weeks (20 working days) for employees working five days a week. Employees under the age of 20 are entitled to five weeks of vacation.

The notice period for taking annual leave is not strictly defined by law but should be reasonable to allow the employer to arrange cover if necessary. It is typically discussed and agreed upon with the employer.

Annual leave needs to be approved by the employer. Employees are encouraged to submit their leave requests well in advance.

Additional annual leave can be granted by the employer under special circumstances or through collective agreements or more generous employment contracts.

Annual leave is accrued on a monthly basis from the start of employment, with the full quota becoming available after a year of service.

Carrying over of annual leave to the next year is possible if agreed upon by the employer. Typically, any carried over vacation must be used within the first few months of the new year.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is no general legal requirement for the payout of unused annual leave at the end of the year, except on termination.

Specific rules regarding annual leave may vary depending on the employment contract, collective agreement, or company policy.

Sick leave provisions are not specifically detailed in Swiss federal law, but typical practice allows employees to take up to three weeks of paid sick leave per year, depending on the length of their employment.

Employees are required to notify their employer of their sickness as soon as possible, ideally on the first day of absence.

While initial sick leave does not require prior approval, a medical certificate is typically required if the absence extends beyond three consecutive days.

Additional sick leave may be granted if supported by a medical certificate and depending on the terms of the employment contract or collective agreement.

Sick leave does not accrue in the same way as annual leave; it is based on immediate need due to health issues.

Sick leave does not carry over to the next year as it is allocated based on each instance of illness.

There is no payout for unused sick leave upon termination of employment.

There is no end-of-year payout for unused sick leave as it does not accrue.

Employers may have specific policies regarding sick leave, which can include the requirement for a doctor's note and procedures for reporting illness.

Fathers are entitled to 2 weeks of paternity leave, which can be taken within 6 months following the birth of a child.

Fathers must notify their employer in advance of taking paternity leave, typically with the timing subject to agreement based on company policy.

While paternity leave is a statutory right, the timing of the leave must be agreed upon with the employer.

The statutory provision for paternity leave is fixed at 2 weeks, and additional paternity leave is not commonly available.

Paternity leave does not accrue; it is a fixed entitlement per child born.

Paternity leave must be taken within 6 months of the child's birth and cannot be carried over beyond this period.

Paternity leave is intended for use around the time of childbirth and cannot be paid out upon termination.

There is no end-of-year payout for paternity leave as it does not accrue annually.

Paternity leave can be taken flexibly within the 6-month period following the child's birth, subject to agreement with the employer.

Swiss law provides a mandatory maternity leave of 14 weeks (98 days), which can be taken starting a few weeks before the expected delivery date.

The employer should be notified of the pregnancy as soon as it is confirmed and the expected date of delivery should be communicated at the earliest convenience. The exact leave dates should also be discussed and planned in advance.

Maternity leave is a statutory right and does not require employer approval, although the timing and specifics should be communicated and coordinated with the employer.

The statutory maternity leave is fixed at 14 weeks. Any extension beyond this period would need to be negotiated with the employer and may depend on the employment contract or collective agreement.

Maternity leave is not accrued but is available as a one-time entitlement per pregnancy.

Maternity leave must be taken in a continuous block around the time of childbirth and cannot be split or carried over.

Maternity leave benefits are not subject to payout on termination, as they are meant to be used during the period surrounding childbirth.

There is no end-of-year payout for maternity leave as it is a specific period entitlement used around the time of childbirth.

During pregnancy and maternity leave, women are protected against dismissal, with this protection extending up to 16 weeks post childbirth.

Adoption leave in Switzerland is not specifically regulated under federal law but may be provided under cantonal laws or employment contracts, typically mirroring maternity or paternity leave provisions.

Employers should be notified about the intention to take adoption leave as soon as feasible, with specifics depending on company policy or cantonal law.

The approval for adoption leave, its duration, and timing are typically based on company policy or specific employment contracts.

Additional adoption leave may be available depending on the employer's policy or the specific cantonal laws applicable.

Adoption leave does not accrue over time but is granted based on the occurrence of the adoption event.

Carry over rules for adoption leave are not generally applicable, as the leave should be taken to coincide with the adoption process.

Adoption leave is intended for use at the time of the adoption and is not subject to payout upon termination.

There is no provision for end-of-year payout for adoption leave as it does not accrue annually but is based on the adoption event.

Specific rules regarding adoption leave may vary significantly depending on the employer's policy and the relevant cantonal legislation.

Employees are generally entitled to 3 days of bereavement leave for the death of a close relative, though this may vary based on company policy or collective agreements.

Employers should be notified as soon as possible in the event of the death of a close family member, to arrange for bereavement leave.

Bereavement leave is typically granted automatically upon notification of the death of a close relative, without the need for additional approval.

Additional bereavement leave may be granted at the discretion of the employer, based on individual circumstances and company policy.

Bereavement leave does not accrue and is granted as needed based on specific bereavement situations.

Bereavement leave is intended for immediate use following the death of a close relative and does not carry over.

Bereavement leave is intended for immediate use and is not subject to payout upon termination of employment.

There is no provision for end-of-year payout for bereavement leave as it does not accrue.

The specific entitlement to bereavement leave may vary depending on the employee's relationship to the deceased and company policy.

The duration of military service leave corresponds to the length of the compulsory service period required in a given year, which can vary.

Employees are required to provide their employer with advance notice of their military service obligations, typically as soon as they receive their conscription orders.

Military service leave is mandated by law, and employees are not required to seek approval. However, they must inform their employer and provide appropriate documentation.

Additional quota for military service leave is not applicable as the leave is determined by military service requirements.

Military service leave does not accrue; it is granted as required by national service obligations.

Carry over rules do not apply to military service leave as it must be taken during designated service periods.

There is no payout for unused military service leave upon termination, as this leave type is linked to specific service periods.

Military service leave does not involve any end-of-year payout as it must be used during designated periods of service.

Employees are protected from dismissal due to military service and are entitled to return to their position or a similar position with equivalent conditions upon completion of their service.