An employee in Switzerland received a detailed “Contribution Improvement Plan” from his employer. The document listed alleged performance and behavioural problems and set specific improvement targets to be achieved by 30 November 2026.
He immediately faced several important questions:
Is such an improvement plan legally permitted?
Does he have to sign it?
Could it be used to justify a later dismissal?
How can he protect himself against inaccurate allegations?
What should he do next?
From photographs to a clear action plan
The employee photographed the relevant pages and submitted them to Jurilo.
Within minutes, Jurilo analysed the document under Swiss employment law. It explained that an employer may generally introduce a performance improvement plan and that the plan itself does not constitute a dismissal. However, it could later be used as evidence supporting an ordinary termination.
More importantly, Jurilo provided practical next steps. The employee was advised to:
examine every allegation carefully,
sign only to confirm receipt if he disagreed with the content,
prepare a written response documenting his position,
assess whether the targets were realistic and measurable,
keep a detailed record of his work and any feedback,
request necessary training or support in writing,
document potential witnesses and supporting evidence.
Jurilo also explained when a subsequent dismissal might potentially be considered abusive under Article 336 of the Swiss Code of Obligations.
What would a Swiss employment lawyer have cost?
Swiss lawyers commonly charge approximately CHF 250–350 per hour. Reviewing the documents, assessing the legal risks and discussing the appropriate response could reasonably require between 1.5 and three hours.
Work involved | Estimated time |
|---|---|
Reviewing the documents and circumstances | 30–60 minutes |
Legal analysis and risk assessment | 30–60 minutes |
Recommendations and client discussion | 30–60 minutes |
Total | 1.5–3 hours |
A traditional initial legal assessment could therefore have cost approximately CHF 375–1,050, potentially excluding VAT and additional expenses.
The Jurilo analysis cost CHF 2.50.
That represents a potential saving of approximately CHF 363–1,038—or more than 95% compared with the estimated cost of an initial lawyer consultation.
Knowing what to do next
The greatest benefit was not simply receiving a reference to the law. The employee gained a clear understanding of his position, the potential risks and the immediate steps he should take to protect himself.
If the situation escalates into a dismissal, financial claim or court proceeding, consulting an employment lawyer may still be appropriate. But the employee can enter that consultation well prepared—with the relevant documents, evidence and questions already organised. This can save additional time and legal costs.
This case demonstrates how Jurilo makes Swiss employment law more accessible: fast, structured and supported by relevant legal sources.
The case has been anonymised. Cost estimates depend on the complexity of the matter and the lawyer’s agreed hourly rate. Jurilo provides legal information and decision support; complex or contentious matters may still require individual advice from a qualified lawyer.