Paid Time Off

Switzerland PTO Compliance: A Guide for Employers

Paid Time Off in Switzerland is governed by the Swiss Code of Obligations and often supplemented by collective labor agreements (CLAs). Employers must comply with statutory leave requirements and ensure that all vacation and sick leave is tracked accurately. Here’s what you need to know to stay compliant and support your team effectively.

Switzerland pto compliance

Understanding PTO Requirements in Switzerland

Explore the key legal requirements for managing leave in Switzerland.

Statutory Vacation Days

Swiss law mandates a minimum of 4 weeks (20 days) of paid vacation per year for adult employees working full-time. Employees under the age of 20 are entitled to 5 weeks. Many employers offer additional leave through collective agreements or employment contracts.

Sick Leave Regulations

There is no fixed nationwide rule for paid sick leave length, but employees are entitled to paid sick leave for a reasonable period, often defined by court-based salary continuation scales (e.g., Berner, Zürcher, or Basler scale). Employers typically cover 100% of salary during the initial sick leave period, and may also provide daily sickness benefits insurance after a waiting period.

Public Holidays

Switzerland observes federal and cantonal public holidays. Only August 1 (Swiss National Day) is a nationwide paid holiday. Other public holidays vary by canton. Most employers offer between 8 and 10 paid holidays annually, depending on location and agreements.

PTO Carryover Rules

Employees must use their vacation days within 5 years, though company policies may set shorter periods. Employers are expected to encourage employees to take their time off regularly to avoid legal risks.

Swiss Paid Time Off Overview

Key Considerations For Employees And Employers

Swiss labor law requires employers to offer time off and handle it transparently. Here’s what each side should know:

Employers

Provide at least 4 weeks of paid vacation per year
Ensure sick leave is paid according to scales or insurance policies
Honor cantonal public holidays
Track leave balances and usage accurately
Pro-rate vacation for part-time workers

Employees

Receive 4–5 weeks of annual leave depending on age
Must use vacation within 5 years (or sooner per policy)
Are entitled to paid sick leave for a reasonable time
May benefit from additional leave through agreements
Should track and use vacation regularly

Swiss PTO rules are defined in the Code of Obligations and vary by canton or agreement. This guide is for informational purposes only. Please consult legal counsel for personalized advice.

pto management

Best Practices for Managing PTO in Switzerland

Apply these strategies to stay compliant and support your workforce.

Leave Management System
Use a PTO tracking system to manage vacation accruals, track public holidays by canton, and monitor sick leave. This ensures transparency and helps meet legal and contractual obligations.
Clear PTO Policies
Provide employees with a detailed explanation of leave entitlements, usage rules, and carryover terms. This prevents confusion and ensures mutual understanding between employers and staff.
Part-Time Considerations
Part-time employees are entitled to pro-rated vacation based on their contracted hours. Make sure all leave is calculated fairly and in accordance with both national rules and collective agreements.

attendance tracking

Why Compliance Matters

Complying with Swiss PTO regulations helps you meet legal standards while creating a transparent and respectful work culture for your employees.

Keep a Clean Record

Failing to follow the Swiss Code of Obligations or applicable collective agreements can lead to disputes, penalties, and damage to your company’s credibility. By properly tracking and managing paid leave, you ensure compliance, reduce legal risks, and maintain transparency in your workplace practices.

Employee Satisfaction

A clearly communicated and fairly applied PTO policy supports employee well-being. When workers understand and trust your vacation and sick leave processes, satisfaction improves, turnover decreases, and engagement rises. A structured system also helps reinforce your company’s commitment to work-life balance.

Positive Workspace

Effectively managing PTO builds trust, security, and collaboration within your team. Employees who feel supported in taking time off are more productive and loyal. A transparent system aligned with Swiss labor norms contributes to a positive, healthy company culture.

employee attendance

How TrackingTime Can Help

Learn more about how we can help you optimize your PTO policies and ensure compliance with Swiss labor laws.

Effortless Organization

Say goodbye to messy email chains and manual tracking. With a streamlined PTO management system, you can keep all requests and records in one place, making it easy to approve time off and manage employee schedules efficiently.

Quick Approvals – Manage PTO requests fast.
Clear Records – Access all time-off data easily.
Team Sync – Keep schedules aligned effortlessly.

Custom Time-Off Policies

Every company has unique needs, and your PTO policies should reflect that. Customize your time-off rules to match your team’s structure, ensuring fairness and clarity while maintaining flexibility.

Flexible Rules – Tailor policies to your team’s needs.
Clear Guidelines – Keep everyone informed.
Smooth Management – Set rules that work for all.

Real-Time Transparency

Give your employees the confidence to plan their time off without uncertainty. By providing real-time access to balances and request statuses, you create a more transparent and trusting workplace.

Instant Access – Check balances anytime.
Live Updates – Track requests in real time.
Boost Trust – Keep everyone informed.

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FAQ

Frequently Asked Questions

Get answers to all your questions about our service and plans.

How many vacation days are required by law in Switzerland?

Swiss labor law mandates a minimum of 4 weeks (20 days) of paid vacation per year for employees, and 5 weeks for those under 20 years of age.

What law governs paid leave in Switzerland?

Vacation entitlements in Switzerland are regulated by the Swiss Code of Obligations (Article 329), which sets the legal minimum and outlines employer obligations.

Are public holidays included in vacation days in Switzerland?

No. Public holidays in Switzerland are separate from the statutory vacation days and vary by canton. They do not reduce an employee’s annual leave balance.

Do vacation days expire in Switzerland?

Yes. Unused vacation days generally expire after 5 years unless otherwise agreed. In some cases, shorter expiration periods may apply if outlined in the employment contract.

Is paid leave mandatory for part-time workers in Switzerland?

Yes. Part-time employees are also entitled to a minimum of 4 weeks of paid vacation per year, prorated based on their working hours.

Can Swiss employees choose when to take vacation?

Generally, vacation timing must be mutually agreed upon. However, employers can determine dates if business needs require it, while still considering employee preferences.

Do employees continue to accrue vacation during sick leave in Switzerland?

Yes. Vacation accrues during short-term absences such as sick leave or maternity leave. Long-term absences may affect accrual based on case specifics and court rulings.

Can vacation be paid out instead of taken in Switzerland?

No, unless the employment ends. Vacation must be taken as time off during active employment. Upon termination, unused days must be paid out in the final salary.

Are vacation days taxed in Switzerland?

Yes. Vacation pay is part of the employee’s regular salary and subject to normal tax and social security deductions in Switzerland.

What happens to vacation during maternity leave in Switzerland?

Vacation entitlement continues to accrue during maternity leave. However, employees cannot take vacation days during their protected maternity period.

Can employers in Switzerland enforce vacation scheduling?

Yes. Employers can determine vacation dates but must give reasonable notice and consider employee needs. At least 2 weeks of leave must be consecutive.

Are Swiss employers required to track vacation balances?

Yes. Employers are responsible for tracking vacation accrual and usage to ensure compliance and transparency in case of disputes or audits.

Can employers offer more than 4 weeks of vacation in Switzerland?

Yes. Many Swiss employers offer more than the legal minimum—such as 5 or 6 weeks—as part of collective labor agreements or to attract talent.

Should vacation entitlements be written into employment contracts in Switzerland?

Yes. Although the legal minimum applies by default, it’s best practice to include vacation terms in written contracts to ensure mutual clarity and legal compliance.

Are employees allowed to work during their vacation in Switzerland?

No. The purpose of vacation is rest. Swiss law prohibits working for the same or another employer during vacation unless explicitly approved.