If the employment contract or collective agreement doesn’t set a notice period, the employee must follow Switzerland’s statutory schedule:

• During probation (max three months): Seven days

• After probation through the first year: one month

• Second to ninth year: Two months

• Tenth year onward: Three months

Employees may resign without notice if there is just cause. Swiss law defines just cause as any situation that makes it unreasonable, in good faith, for the employee to continue working. In these cases, the employee can also claim compensation for losses caused by the employer’s actions.

• There is no legal obligation for an employer to provide severance or gratuity when an employee resigns, regardless of tenure or contract type.
• Severance is only required in very limited cases. Most notably, for employees aged 50 or over with 20+ years of service, under Article 339b CO.

The employer must provide written notice of resignation if the employment contract or collective labor agreement does not specify notice periods according to the flowing schedule:

• During the probationary period (which must not exceed three months): Seven days

• After completing probation but within the first year of service: One month

• From the second to the ninth year of service: Two months

• After nine years of continuous service: Three months

When an employee leaves the company, the employer is required to provide a written reference or proof of employment. This document is essential for the former employee to qualify for unemployment benefits.

Statutory minimum notice periods after probation are:

• During the first year of service: One month

• Between the second and ninth year: Two months

• 10th year onward: Three months

Notices generally must be given to take effect at the end of the calendar month.

These periods may be extended, but not shortened below one month, by contract or collective agreement (GAV).

In Switzerland, when an employer terminates an employee without cause (ordinary termination), the legal framework does not require any statutory severance pay in most cases.

In Switzerland, mutual termination agreements known as Aufhebungsverträge allow both parties to end an employment relationship by consent. Under Article 115 of the Swiss Code of Obligations (OR), employers and employees can mutually end a fixed-term or open-ended contract at any time. Swiss law gives both sides broad contractual freedom (Vertragsfreiheit), which means you can agree on terms that suit both parties.

Final Payment Deadline: There is no specific statutory deadline in Swiss federal law (e.g., Swiss Code of Obligations) for when a final salary must be paid after termination. However, as best practice, the final payment is typically due on the next regular salary date, unless contractually agreed otherwise or in case of immediate termination.