Interim employment references in Switzerland: examples and template

What is an interim employment reference?

In Switzerland, employees can request an employment reference from their employer at any time. When the employment contract is still in force, the document is an interim reference, often called a certificat de travail intermédiaire in French or Zwischenzeugnis in German.

Article 330a of the Code of Obligations distinguishes a full reference, which includes performance and conduct, from a limited confirmation covering only the nature and duration of employment.

Requesting an interim reference does not mean that you are resigning. It can be useful when your manager changes, your role evolves, the organisation restructures or you need a record for a professional application.

Do not confuse it with the Swiss salary certificate, which records remuneration and tax information. One describes a professional contribution; the other primarily reports amounts. This guide concerns private-law employment; public-sector employment may follow different rules.

When should you request an interim reference?

A change of direct manager is a useful moment to document a period of collaboration while your work and achievements are still well known. A promotion or internal transfer can also be a good opportunity to record the responsibilities you have held.

The document may support a job or training application. You do not have to wait until notice has been given: the legal right is not conditional on an intention to leave.

For employers, the practical approach is to treat the request as a normal administrative matter. Immediately assuming that someone plans to resign can create unnecessary tension.

Interim reference, final reference or employment confirmation?

The employee can expressly request the limited version. An employer should not unilaterally substitute a basic confirmation for a full reference that has been requested.

What should an interim employment reference include?

Identify the employer and employee, the starting date and the current role. If relevant, include previous roles and the periods in which they were held. Describe the main activities, then assess the employee’s work and professional conduct.

Do not insert a fictional leaving date. Wording such as “has worked for our company since…” makes the ongoing relationship clear.

The workload percentage can help the reader understand the employment history. If the employee’s role or percentage has changed, a short chronology prevents ambiguity. Date the document and have it validly signed on behalf of the employer.

Describe the actual work, not a generic job description

“Administrative management” tells the reader very little. “Preparing client files, coordinating deadlines and following up requests with external partners” gives a clearer picture of the role.

Precision should not become exaggeration. Someone who prepares files should not be described as responsible for decisions that they do not make. A credible reference distinguishes preparation, coordination, approval and management.

An assessment may address independence, reliability, quality, organisation or technical skills. Each judgement should reflect the collaboration actually observed rather than language copied from a standard form.

Interim employment reference template

Use this as a starting point. Complete or remove the bracketed passages. Retain an assessment only where it accurately describes the employee’s work and behaviour.

Interim employment reference

We confirm that [Full name] has worked for [Company legal name] since [Start date], currently as [Job title] at a workload of [Percentage]%.

[Full name] has held this position since [Date, if different from the employment start date]. [Where relevant: From [Date] to [Date], they held the position of [Previous job title].]

Their main duties are [Main activity 1], [Main activity 2] and [Main activity 3]. Their responsibilities also include [Specific responsibility or collaboration, if relevant].

[Full name] demonstrates [Skills actually observed]. Their work is characterised by [Specific assessment of quality, organisation and independence]. [Add a significant, verifiable achievement if it helps explain their contribution.]

In professional relationships, [Full name] demonstrates [Accurate assessment of conduct]. Their collaboration with [Management, colleagues and, where relevant, clients or partners] is [Assessment consistent with the actual situation].

This interim reference is issued at [Full name]’s request. The employment relationship continues as at the date of issue.

[Place], [Date of issue]
[Company legal name]
[Name and position of authorised signatory]
[Signature]

Keep the document individual. A string of glowing adjectives adds little if the reader cannot understand what the employee actually does.

Example wording for an administrative position

A more specific description might read:

“She prepares client files, checks that the required documents are present and follows up deadlines with the team. She uses the management tools independently and flags matters that require approval.”

This is a fictional drafting example. It illustrates observable duties, not an assessment to copy automatically for every administrative employee.

How to ask your employer for an interim reference

A short, clear request will usually start the process. Specify that you want a full interim employment reference so that you do not receive only a confirmation of employment.

Subject: Request for an interim employment reference

Hello [Name],

I would be grateful if you could prepare a full interim employment reference covering my work at [Company] since [Date].

The document should cover my roles and main responsibilities, together with an assessment of my performance and professional conduct.

Could you please confirm when it can be provided? I would be happy to send a summary of my roles and assignments to help with its preparation.

Thank you for your help.

Kind regards,
[Full name]

Article 330a does not set a general seven-day or ten-day delivery deadline. Agree a reasonable time frame for the circumstances and follow up in writing if necessary.

If you have a real deadline, for example for an application, explain it. That helps the employer organise the work without inventing a legal obligation to issue every reference within 48 hours.

Drafting mistakes to avoid

First, do not write a leaving reference while employment continues. An invented end date, “we regret her departure” or wishes for success with a new employer contradict the interim nature of the document.

Second, do not list only tasks. A full reference also assesses performance and conduct. Conversely, compliments without concrete duties give the reader little useful information.

Third, avoid coded or ambiguous language designed to convey hidden criticism. Clear wording is more useful than a supposed dictionary of reference codes. Accuracy takes priority over favourable phrasing, while negative matters must be relevant to the overall assessment rather than trivial isolated incidents.

Private information unrelated to the professional assessment does not belong in the reference. Do not automatically include sensitive information, particularly health details. Exceptionally significant absences may raise a question about whether the overall account would otherwise be misleading; this requires an individual assessment, not a blanket rule to mention every absence.

What if the reference is incomplete or inaccurate?

Identify the specific passages concerned. An incorrect date, an omitted role or a task you never performed is easier to address than a general objection that the wording is unsatisfactory.

Propose an alternative supported by objective records, such as a contract amendment, job description, agreed objectives or previous evaluations. Separate factual mistakes from disputed assessments so that each issue can be considered clearly.

An employee is not automatically entitled to the most flattering wording or every sentence they propose. They can, however, request a document that meets the legal requirements. If disagreement persists, legal advice can help identify the appropriate steps.

A reference should not become a bargaining tool to obtain a waiver of salary or settle a dispute about immediate dismissal.

How an SME can organise employment references

Maintain a simple history of roles, workload percentages and changes of manager. Regular performance discussions make reference writing more reliable and avoid reconstructing years of collaboration in a hurry.

Decide who drafts the reference, who verifies the facts and who signs it. Review by someone who knows the employee’s actual work remains essential, even when software helps prepare the text.

When hiring your first employee in Switzerland, include this process in your HR administration. It complements the employment contract, amendments and role records without replacing them.

Frequently asked questions

Sources and legal framework

Checked on 10 October 2026. Templates and examples are drafting aids; the employer must verify the individual facts.

• Swiss Code of Obligations, Article 330a — right to a reference and distinction between a full reference and a limited confirmation.
• SECO: employment reference FAQ — content, clarity, truthfulness and professional relevance.