In today's working world, flexibility and work-life balance are highly valued. But what is actually permitted under Swiss employment law when it comes to part-time work, home office and flexible working hours? This article provides you with clear answers to frequently asked questions and explains what companies and employees need to consider.
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1. Part-time work: What applies according to Swiss employment law?
Part-time work exists when the contractually agreed working time is below the usual full-time hours – e.g. 60% or 80%. According to Swiss employment law, part-time employment is generally permitted, provided the conditions are clearly defined in the employment contract.
Important points:
Part-time employees must not be discriminated against (principle of equal treatment).
Entitlement to holidays and continued payment of wages in case of illness exists proportionally to working time.
Overtime must also be fairly compensated for part-time work, unless otherwise stipulated in the contract.
2. Home office in Switzerland: Rights and obligations
Since the pandemic at the latest, home office has become standard in many industries. But what does Swiss employment law say about this?
Legal framework:
There is no general entitlement to home office.
If home office is agreed upon, working hours, availability and data protection must be regulated in writing.
Employers bear responsibility for the workplace equipment, unless otherwise stated in the contract.
Accident insurance also applies in the home office – however only during work-related activities.
3. Flexible working hours – how far can you go?
Flexible working time models such as flexitime or annual working time offer advantages for both sides – but only if clear rules apply.
Requirements:
Flexitime must be defined in the employment contract or staff regulations.
The maximum daily working time (usually 9–10 hours) must not be exceeded.
Rest periods and statutory breaks must be observed (e.g. 11 hours rest time between two working days).
Conclusion: Flexibility with a legal foundation
Part-time, home office and flexible working time models are possible – but only with a solid legal framework. A properly drafted employment contract is crucial to avoid misunderstandings and conflicts.
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