Working time and hours in Switzerland – Duration and swiss regulation

Working hours are a crucial component of the employment contract in Switzerland.

It is also a subject of great importance for employees wishing to optimize their schedules, as well as for employers keen on promoting a healthy work environment while complying with the rules in place regarding labor in Switzerland.

To clarify the subject, we will explore in depth the structure of working hours in Switzerland. We will highlight the laws and regulations in force, the rights of workers, and the implications for the quality of life of employees.

Duration of work in Switzerland – Explanations

Standard working hours

The duration of work is an essential component that must be mentioned in the employment contract as it is the basis on which the employer/employee relationship is formed.

According to Article 9 LTr of the Swiss Labor Law, the maximum weekly working hours are set at 45 hours for employees of companies. This applies to office employees, technicians, and other employees.

For other sectors, the maximum working hours in Switzerland are 50 hours per week. It is important to note that some variations can be applied depending on collective agreements or individual contracts. This allows a certain margin of maneuver in terms of work organization.

Flexibility and work models

In companies facing significant seasonal fluctuations, the weekly working limit of 45 or 50 hours can be extended by up to 4 hours, provided it is not exceeded on average over a period of six months.

For workers whose average workweek extends over 5 days a year, the 45-hour weekly limit may be extended by 2 hours on an average of 8 weeks, or by 4 hours on an average of 4 weeks, without exceeding these limits.

Teleworking has become a common practice offering employees the opportunity to work from their home or any other agreed place. These flexible work models are supported by Swiss legislation and are increasingly adopted by companies eager to offer an attractive work environment and retain talent.

Specific regulations and exceptions

Sectors with special provisions

Some sectors in Switzerland are subject to specific regulations concerning working hours, due to the particular nature of their activity.

For example, in the health sector, special provisions take into account the needs for care and availability, thus allowing specific arrangements for work schedules.

Similarly, the hospitality and construction sectors have rules adapted to their operational needs, which can include extended hours or shift work.

These provisions aim to ensure that, even in sectors requiring great flexibility, workers’ rights are respected and their health and safety at work are protected.

It should be noted that these specific regulations also apply to pregnant women and mothers who are still breastfeeding their children.

Self-employed workers and entrepreneurs

For self-employed workers and entrepreneurs in Switzerland, the regulation relating to working hours differs from that of salaried employees.

Not being subject to the Labor Law, they have greater freedom in organizing their working time. However, this also implies that they must manage their work-life balance themselves and ensure they are not exposed to the risks of overworking.

The flexibility available to independents and entrepreneurs can be a double-edged sword. It offers the possibility to adjust their workload to their needs and goals, but it can also lead to particularly long working days.

It is therefore crucial for these workers to implement effective time management strategies and take care of their well-being.

Rights and protection of workers

Overtime and compensation

When an employee works beyond the normal duration provided by their employment contract or by law, these hours are considered overtime.

Compensation for these hours can be done in two ways :

• either by a salary supplement ;
• or by equivalent compensatory rest.

Financial compensation

In principle, overtime must be paid with a supplement of at least 25% compared to the normal hourly wage.

However, collective labor agreements or individual employment contracts may provide for different arrangements, provided they are not less favorable to the worker.

Compensatory rest

Alternatively, with the employee’s agreement, overtime can be compensated by equivalent time off.

In some cases, compensatory rest can be more advantageous for the worker than the payment of overtime hours, offering for example a rest of 1.5 hours for each overtime hour worked.

Break times and work breaks

The right to rest is essential in Swiss labor legislation, aiming to ensure a balance between professional and private life.

Workers are entitled to breaks during the workday, as well as to weekly rest days and annual vacations.

• Breaks : employees are entitled to breaks, the duration of which varies from 15 to 60 minutes depending on the number of hours worked per day. These breaks must be granted in a way that favors the physical and mental recovery of the worker.
• Weekly rest : as a general rule, workers are entitled to at least one full day of rest per week, most often on Sunday.
• Annual vacations : employees in Switzerland are entitled to a minimum of four weeks of paid vacation per year. This right aims to ensure that workers can enjoy extended rest periods to relax and disconnect from their work environment.

Conclusion

Working hours in Switzerland are governed by flexible and adapted regulations, aiming to protect workers’ rights while offering businesses the flexibility necessary for their development.

The importance given to working hours reflects the desire to promote a healthy and respectful work environment.

Faced with the challenges posed by changes in the labor market and new employee expectations, it is crucial for Swiss companies to continue adapting their work practices.