On this page, we provide you with an overview of the most important aspects of an Ordinary Termination of Employment in Switzerland, including the elements to be taken into account when drawing up the agreement.
Subsequently, we will provide you with a legally compliant template of Ordinary Termination of Employment under Swiss law.
… you want to or must part with an employee in an open-ended employment relationship for the next termination date
Ordinary termination describes the normal process of terminating an employment relationship.
Unlike an extraordinary termination (without notice), the employment relationship does not end immediately, but only after a period of notice. If not stipulated in the employment agreement, the notice period is provided by law.
For evidence reasons, it is crucial to give notice of termination in writing, which only has to be substantiated if the employee requests it. Termination is nonetheless deemed abusive if it is made for certain reasons contrary to good faith, such as religious convictions or the employee’s gender. In this case, the employer must pay the employee compensation of up to 6 months’ salary. In addition, the notice of termination at certain times (for example, illness of an employee) – so-called blocking periods – is null and void.
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