Jurilo by Lawise.ai:
An employment reference is more than just a piece of paper in Switzerland – it is a central document for your professional future. In this article, you will learn when you are entitled to an employment reference, what it must contain, and how you can request a correction. Everything explained clearly, understandably, and practically.
ENTITLEMENT TO AN EMPLOYMENT REFERENCE IN SWITZERLAND
According to Art. 330a CO, as an employee in Switzerland, you are entitled to an employment reference at any time – regardless of whether you resign or are dismissed. This entitlement also applies to fixed-term contracts, part-time positions, or during the probationary period.
You can choose between two types:
Final reference: Issued upon termination of the employment relationship.
Interim reference: Can be requested at any time during the employment relationship – e.g., when there is a change of supervisor, for an internal application, or when there is uncertainty about performance.
Important: The employer is legally obligated to issue a reference – you do not need to provide a reason.
WHAT MUST AN EMPLOYMENT REFERENCE CONTAIN?
A complete employment reference in Switzerland contains the following points:
Duration of employment
Position(s) and main duties
Performance (e.g., quality of work, efficiency, initiative)
Conduct towards supervisors, colleagues, and customers
Optional: Reason for termination (e.g., at own request)
The reference must be formulated clearly, completely, and comprehensibly. It may not contain any hidden hints or secret codes.
BENEVOLENT & TRUTHFUL – WHAT DOES THAT MEAN?
Swiss employment law requires that an employment reference be formulated truthfully and at the same time benevolently. This means:
It must reflect correct facts (e.g., no exaggerated praise for poor performance).
However, it must also not be unnecessarily negative or hinder the job search.
An example:
Instead of "He was overwhelmed by his tasks" it could say:
"He made efforts to meet the requirements."
This balance is often delicate – and that is precisely why a thorough review is worthwhile.
EMPLOYMENT REFERENCE CORRECTION: YOUR RIGHTS
If your employment reference contains false, incomplete, or misleading statements, you have the right to request a correction. You can:
demand a rectification
request a new reference
apply for judicial clarification in case of dispute
Tip: Formulate your correction request objectively and with reasoning. Refer to specific points that you are contesting.
CONCLUSION: IT PAYS TO REVIEW YOUR EMPLOYMENT REFERENCE
An employment reference can determine your next position. Therefore, you should always review it carefully – especially for:
Completeness
clear statements about performance and conduct
hidden negative formulations
correct dates and positions
If you are unsure whether your reference meets the requirements, a professional review is worthwhile – e.g., through jurilo by lawise.ai.
Key Terms at a Glance:
Employment reference Switzerland
Entitlement to employment reference
Employment reference correction
benevolent truthful
Sources:
Art. 330a CO – Code of Obligations, entitlement to employment reference
Federal court rulings on reference language and duty of truthfulness
👉 Unsure whether your reference is harming you?
Jurilo reviews employment references according to Swiss employment law – structured and legally sound.
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FAQ ON EMPLOYMENT REFERENCES
Am I entitled to an employment reference in Switzerland?
Yes, according to Art. 330a CO, you are entitled to a qualified employment reference at any time – even during the employment relationship.
What is the difference between an employment reference and an employment confirmation?
An employment reference includes information about performance and conduct, an employment confirmation only includes duration and position – without evaluation.
When can I request an interim reference?
At any time – e.g., when there is a change of supervisor, for an internal application, or when uncertain about your own assessment.
Must an employment reference be benevolent?
Yes, it must be benevolent and truthful – meaning correct, but without unnecessarily hindering the job search.
May the employer mention negative points?
Yes, but only if they are true, relevant, and verifiable – and formulated in objective, fair language.
What to do if the reference is incorrect?
You can request a correction. In case of disagreement, you can also enforce the claim through the courts.
How long do I have to correct a reference?
There is no fixed deadline – but the sooner you respond, the better. After years, it can become more difficult.
Must the employer state the reason for termination?
No, only if you wish. However, the reason must not be formulated negatively or in a discriminatory manner.
Are secret codes in references permitted?
No, hidden negative formulations or codes are not permitted and can be contested.
Can I request a good reference even if I was dismissed?
Yes – the dismissal alone does not justify a poor reference. What matters is performance and conduct.
