Looking to understand the working hours in Switzerland? Let’s dive into the legal limits, overtime regulations, and what employers are required to do!

Switzerland’s working hours are shaped by one of the most comprehensive and strictly enforced employment law systems in Europe. The Swiss Labour Act (Arbeitsgesetz, ArG) and the Swiss Code of Obligations (Obligationenrecht, OR) lay out the rules for maximum weekly hours, overtime rights, rest periods, and restrictions on night and Sunday work, along with the requirement to keep track of all working hours. Whether you’re an employer setting up payroll in Switzerland, an HR professional ensuring compliance, or an employee looking to understand your rights, this guide has got you covered with all the essential information you need.

IN BRIEF: WHAT THIS GUIDE COVERS ✓ In Switzerland, the law sets a maximum of 45 working hours per week for employees in industrial, commercial, and office roles, while other workers can clock up to 50 hours weekly (Swiss Labour Act, ArG Art. 9). ✓ As of 2023, the average actual working week in Switzerland was 41.7 hours, making it one of the highest in Western Europe. This reflects the country’s culture of long working hours (Swiss Federal Statistical Office, SFSO). ✓ Overtime that goes beyond the agreed hours but stays within the legal limit is regulated by the Code of Obligations (CO Art. 321c). Employees must receive a 25 percent pay premium or equivalent time off, unless another agreement is in place. ✓ Working at night (from 11 pm to 6 am) and on Sundays is generally not allowed and requires permission from the State Secretariat for Economic Affairs (SECO) or local authorities. ✓ Employers are required by law to keep track of all working hours, including overtime, and must hold onto these records for five years. However, a simplified recording method is allowed for employees who have a lot of autonomy. ✓ Public holidays in Switzerland are determined at the cantonal level, with 1 August (Swiss National Day) being the only federal holiday. Cantons can also recognize up to eight additional public holidays. ✓ According to the Swiss Code of Obligations (CO Art. 329a), employees are entitled to at least four weeks of paid annual leave each year, and those under 20 years old are entitled to five weeks.

TABLE OF CONTENTS

1. 1. 1. 1. What Are the Maximum Working Hours in Switzerland?
         2. What Is the Difference Between Overtime and Extra Hours in Swiss Law?
         3. What Are the Rest Period and Break Requirements Under Swiss Law?
         4. What Are the Rules for Night Work in Switzerland?
         5. What Are the Rules for Sunday and Public Holiday Work?
         6. How Must Employers Record Working Time in Switzerland?
         7. What Are the Rules for Part-Time and Remote Work Arrangements?
         8. How Do Collective Labour Agreements Affect Working Hours?
         9. What Are the Penalties for Breaching Swiss Working Hours Law?
         10. Key Points

 

1. What Are the Maximum Working Hours in Switzerland?

 

The Swiss Labour Act (Arbeitsgesetz, ArG) lays down the rules for maximum working hours in Switzerland, and it applies to everyone working in the country, no matter their nationality or the specifics of their employment contract. This law is a public statute, which means that its terms can’t be altered by any agreement between employers and employees.

So, what does the Swiss Labour Act say about the maximum weekly hours?

 

• According to Article 9, the law caps the maximum weekly working time at 45 hours for those in industrial jobs, office roles, technical positions, and sales staff in large retail settings.
• For other types of workers, the limit is set at 50 hours per week. This higher cap includes many roles in the service industry, hospitality, and certain professional fields.
• These limits cover all hours worked, whether they are regular hours, overtime, or extra shifts. They are strict maximums, not just typical expectations.
• There is some flexibility, allowing for temporary increases of up to 4 hours per week during specific busy periods, but this is balanced out by an annual averaging rule, meaning that over a 16-week period, the average must not exceed the legal maximum.

Six Key Numbers in Swiss Working Hours Law The statutory thresholds every employer and employee in Switzerland must know

45hIndustrial Max 45 hrs/week for factories, retail, offices ■ 50hOther Workers 50 hrs/week for other employment categories ■ +25%Overtime Premium Wage premium if not offset by rest time ■ 11hDaily Rest Minimum 11 consecutive hours between shifts ■ 50%Sunday Premium Sunday work supplement or compensatory rest ■ 10%Night Premium Night work supplement or equivalent time off

Have you ever wondered what the average working week looks like in Switzerland?

 

Well, according to the Swiss Federal Statistical Office (SFSO), full-time employees clock in an average of 41.7 hours a week in 2023. That’s quite a bit more than the European Union’s average of 37.4 hours! This difference really highlights Switzerland’s strong cultural emphasis on hard work and productivity, especially in major industries like finance, pharmaceuticals, and engineering. Interestingly, the average contractual working week—what’s actually laid out in employment contracts—was 41.3 hours this year. So, it seems that many full-time workers are putting in a little extra effort beyond what’s officially required.

 

2. What Is the Difference Between Overtime and Extra Hours in Swiss Law?

 

Swiss employment law draws an important line between two types of hours that go beyond the usual work schedule: overtime (Uberstunden) as outlined in the Code of Obligations, and excess hours (Uberzeit) according to the Labour Act. This distinction is crucial because it affects how these extra hours are paid and whether they can be waived through mutual agreement.

So, what exactly are Uberstunden (overtime) under the Code of Obligations? Uberstunden refers to any hours worked that exceed what’s laid out in the employment contract, but still fall within the maximum limits set by the Labour Act. This is all governed by Article 321c of the Swiss Code of Obligations (OR). Employers can request overtime when it’s necessary for operations, and employees should be reasonably able to take it on.

• When it comes to compensation for Uberstunden, employers are required to pay a wage supplement of at least 25 percent for any overtime worked, unless there’s a written agreement (or a collective labour agreement) that allows for equivalent time off instead.
• The 25 percent premium can be waived if there’s a written individual agreement or a collective labour agreement in place, as long as the overtime is compensated with at least the same amount of rest time within a reasonable timeframe.
• While the Code of Obligations doesn’t set a strict annual limit on Uberstunden, the maximum hours outlined in the Labour Act effectively serve as a ceiling.

Uberzeit, or excess hours, are the hours you work that go beyond the maximum limit set by the Labour Act, which is either 45 or 50 hours a week, depending on your job category. These extra hours come with stricter regulations and can’t just be agreed upon between you and your employer.

• You must always be compensated for Uberzeit with equivalent time off within a reasonable timeframe.
• Unlike Uberstunden, you can’t simply waive the 25 percent pay premium for Uberzeit in exchange for not taking your rest time; that time off is non-negotiable.
• If you need to work more than the legal maximum, you must get prior approval from SECO, and this is only allowed in exceptional operational situations.

PRACTICAL SUMMARY: OVERTIME RULES AT A GLANCE → If you work hours beyond your contract but still within the legal limit (Uberstunden), you’re entitled to either a 25% wage premium or compensatory rest, but this needs to be agreed upon in writing. → For hours that exceed the maximum set by the Labour Act (Uberzeit), you must receive mandatory compensatory rest; you can’t waive this premium through any agreement. → It’s important to note that both types of hours need to be documented in the employer’s working time records. → Any individual agreements regarding overtime compensation must be in writing to be valid. → Keep in mind that collective labour agreements (GAV) might have different rules for overtime, and those will take precedence if they’re more beneficial to the employee.

 

3. What Are the Rest Period and Break Requirements Under Swiss Law?

 

Swiss law sets clear rules for minimum daily and weekly rest periods that employers must uphold, no matter what their operational needs might be. These rest requirements stand on their own, separate from the maximum working hour limits, and can’t be bypassed through any agreements.

So, what’s the minimum daily rest period in Switzerland? According to Article 15a of the Labour Act, employees are entitled to at least 11 consecutive hours of rest between the end of one workday and the beginning of the next. However, this can be temporarily reduced to 8 hours if there are compelling operational reasons, as long as the average rest over a two-week span doesn’t dip below 11 hours.

Now, let’s talk about break requirements during the workday:

 

 

• If a working day exceeds 5.5 hours, employees must get at least a 15-minute break.
• For days longer than 7 hours, a minimum of 30 minutes is required.
• And for those long days that go over 9 hours, employees should receive at least a 60-minute break.
• It’s important to note that these breaks are considered working time only if the employee has to stay at their workstation or can’t use the break time freely.

 

4. What Are the Rules for Night Work in Switzerland?

 

Night work, as outlined in the Swiss Labour Act, refers to any work done between 11 pm and 6 am. Generally, this type of work is not allowed unless you have specific permission from the relevant authority, which shows Switzerland’s dedication to safeguarding employee health and ensuring a good work-life balance.

So, when can you actually work at night in Switzerland?

• If it’s temporary night work lasting up to three months within a 12-month span, you can get authorization from the cantonal labour inspectorate.
• For permanent or recurring night shifts that go beyond three months, you’ll need to seek approval from the State Secretariat for Economic Affairs (SECO). They’ll look into both the operational need and the potential health effects.
• Some industries, like healthcare, hospitality, continuous-process sectors, and public transport, have standing authorizations for night work, but they still have to meet the conditions set by SECO.

What kind of compensation can you expect for working at night?

 

 

• If you’re asked to work night shifts, you should receive a wage boost of at least 25 percent for temporary night work, which can last up to three months within a year.
• For those who are permanent night workers, the Labour Act states that you should get a wage supplement of at least 10 percent of your base pay, or you can opt for compensatory rest time at a rate of one-tenth of the total night hours you’ve worked.
• Before starting regular night shifts, night workers need to be offered a medical fitness exam, and this should happen at regular intervals afterward, all at no cost to you.
• If you have documented health issues linked to night work, you have the right to be moved to a similar day position if one is available in the organization.

 

5. What Are the Rules for Sunday and Public Holiday Work?

 

In Switzerland, working on Sundays is generally off-limits according to Article 18 of the Labour Act. If employers want their staff to work on Sundays, they need to get prior approval, and those who do work on Sundays are entitled to extra pay.

So, when can employers ask for Sunday work?

 

• For temporary Sunday work (up to six Sundays a year), they need to get permission from the cantonal authority.
• For regular Sunday work, they must seek authorization from SECO, which checks if the business really needs to operate on Sundays.
• Some sectors have a standing authorization for Sunday work, including healthcare, restaurants and hospitality, tourism services, retail in tourist areas, and businesses that provide continuous-process services.

• What about compensation for Sunday work?
• Employees who work on Sundays are entitled to a wage boost of at least 50% on top of their regular hourly rate.
• Alternatively, employers can offer compensatory time off of equal length within four weeks of the Sunday worked. If this time off is given, the 50% extra pay isn’t necessary.
• If Sunday work is a regular and accepted part of the job, the terms for compensation can be set in individual contracts or collective labor agreements, as long as they’re not less favorable than the legal minimum.

When it comes to public holidays in Switzerland, things can get a bit complex since they’re managed at the cantonal level. The only holiday that’s recognized nationwide is Swiss National Day on August 1st. Each canton has the freedom to set its own public holiday schedule, and they can add up to eight more holidays on top of that. So, if you’re working in Geneva, your public holiday benefits will look different compared to someone in Zurich or Basel.

• Employers need to be aware of the specific public holiday calendar for each canton where their employees work.
• For the purposes of the Labour Act, cantonal public holidays are treated like Sundays, which means the same rules for Sunday work apply on those days.
• If employees have to work on a public holiday, they usually get a compensatory day off. Depending on the cantonal rules and their employment contract, they might also receive extra pay.

6. How Must Employers Record Working Time in Switzerland?

 

Understanding the obligation to track working hours is crucial, yet it’s often a point of confusion in Swiss employment law. The Labour Act clearly states that all employers must keep a record of working hours, which includes overtime and breaks, and they need to hold onto these records.

So, what exactly does this obligation entail?

 

 

• Employers are required to log every hour worked by each employee, noting start and end times, breaks, and any overtime.
• These records must be kept for at least five years after the relevant period ends.
• They should be readily available for inspection by the cantonal labour inspectorate if requested.
• Employees have the right to access their own working time records.

Are there any exceptions to this recording requirement?

 

 

The Swiss Federal Council has introduced a simplified recording system for employees who have a high level of autonomy over their working hours. According to Ordinance 1 to the Labour Act (ArGV 1), Articles 73a and 73b, some employees may face a lighter recording obligation, or in certain high-level cases, no recording requirement at all.

• Simplified recording (Vereinfachte Aufzeichnung): This applies to employees who can significantly manage their own working hours. They can self-record their total hours worked each day without needing to log every minute. This option requires either a collective labour agreement or an individual written agreement.
• Full exemption from recording: This is reserved for senior managers (Kaderpersonen) who truly control their own working hours and whose total hours aren’t meaningfully monitored by the employer. This exemption also requires a collective labour agreement that specifies the employee category.
• Even if simplified or no recording applies, the legal limits on working hours, rest period requirements, and restrictions on night and Sunday work still apply. Just because recording is exempted doesn’t mean the underlying laws are waived.

 

EMPLOYER TIME RECORDING COMPLIANCE CHECKLIST ✓    Implement a system to record start time, end time, and break duration for all employees subject to the full recording requirement. ✓    Store all working time records securely for a minimum of five years from the recording date. ✓    Ensure employees have access to their own recorded working time data on request. ✓    If using simplified recording, confirm that the enabling collective labour agreement or individual written agreement is in place and documented. ✓    Audit all time records quarterly to identify and address any systematic breaches of the maximum hour, rest period, or overtime rules. ✓    Establish a clear process for how overtime above the statutory maximum is authorised and documented before it occurs.

 

7. What Are the Rules for Part-Time and Remote Work Arrangements?

 

Part-time jobs are quite popular in Switzerland, with around 37 percent of the workforce working part-time as of 2023, according to the Swiss Federal Statistical Office. Since 2020, remote work has also seen a significant rise. Both of these work arrangements fall under the full scope of Swiss working time laws.

So, do the Labour Act hour limits apply to part-time workers? Absolutely! The legal limits on working hours, rest period requirements, overtime rules, and restrictions on night and Sunday work apply to all employees in Switzerland, no matter their work schedule. For instance, if a part-time employee is contracted for 20 hours a week but ends up working 30 hours, they are entitled to overtime pay for those extra 10 hours, just like a full-time employee would be under the same Code of Obligations.

Now, what about remote and home office workers? Here are some key points:

 

• Any time spent working from home counts as working time under the Labour Act’s maximum hour limits and the Code of Obligations’ overtime rules.
• Employers are responsible for making sure that remote workers don’t consistently exceed the legal maximum hours, even when they’re working from home.
• Remote workers must have their working hours recorded just like everyone else. Employers need a system to track home office hours instead of just relying on employees to manage their time within the legal limits.
• While there isn’t a specific Swiss law that guarantees a right to disconnect from remote work outside of contracted hours, if employers pressure employees to be available outside of those hours, it could violate rest period obligations.
• For cross-border remote workers (Grenzgänger) who are working for a Swiss employer from their home country, the Labour Act may still apply regarding working time obligations. It’s wise to seek legal advice for these cross-border situations.

 

8. How Do Collective Labour Agreements Affect Working Hours?

 

Collective Labour Agreements, or Gesamtarbeitsverträge (GAV), are agreements made at either the sector or company level, negotiated between employer associations or individual employers and trade unions. These agreements are crucial for regulating working hours in various Swiss industries and often establish conditions that go beyond, and sometimes enhance, the legal minimums.

 

So, in which sectors are collective labour agreements particularly important?

 

• Construction (Landesmantelvertrag, LMV): This is one of the most extensive GAVs in Switzerland, addressing standard working hours, overtime pay, seasonal hour variations, and rules for weather-related downtime.
• Hospitality (Landes-GAV Gastgewerbe): This agreement outlines working hours, overtime rates, rules for Sundays and public holidays, and rest period obligations specifically for the hotel and restaurant industry.
• Banking and financial services: Here, sector-level agreements tackle contractual working hours, flexible working arrangements, and exemptions for management roles.
• Healthcare and social services: The sector GAVs in this field cover aspects like shift work, night work authorizations, and compensation for rest periods for healthcare professionals.
• Retail: In this sector, cantonal and sector agreements enhance the Labour Act’s provisions, especially concerning opening hours, Sunday work permissions, and protections for part-time employees.

 

Can a collective labour agreement lower the statutory protections for working hours?

 

No, collective labour agreements cannot diminish the protections established by the Labour Act. The Labour Act sets a mandatory baseline that no GAV can fall below. However, a GAV can certainly offer better terms than the statutory minimums, such as a shorter maximum working week, higher overtime rates, longer minimum rest periods, or more favorable compensation for Sunday work. When a GAV is in effect, it takes precedence over the individual employment contract provisions regarding the topics it addresses, as long as it provides greater protection.

9. What Are the Penalties for Breaching Swiss Working Hours Law?

 

If you don’t comply with Swiss working hours laws, you could face some serious consequences, both administrative and criminal. The cantonal labour inspectorates (kantonale Arbeitsinspektorate) and SECO are the ones in charge of enforcing these laws, and they regularly check workplaces to ensure compliance.

 

So, what penalties can you expect for breaking the Labour Act?

 

• If you deliberately or repeatedly violate the Labour Act’s rules on maximum hours, rest periods, night work, or Sunday work, you could be looking at a criminal charge under Article 59 of the Labour Act, which carries a fine of up to CHF 30,000.
• If your violations put employee health at risk, the situation gets even more serious, potentially leading to prosecution and custodial sentences in the worst cases.
• On the administrative side, penalties can include formal warnings, orders to fix issues immediately, and even suspending permissions for night or Sunday work.
• The cantonal labour inspectorate has the authority to demand that an employer stop illegal working time practices right away and compensate affected employees for any unpaid overtime, supplements, and missed rest periods.
• If violations happen repeatedly or are systemic, the employer’s non-compliance can be published in the official cantonal register, which can seriously damage their reputation in Switzerland’s transparency-focused business landscape.

 

How are violations of working hours usually detected?

 

• Routine inspections: Cantonal labour inspectorates carry out both unannounced and scheduled inspections of workplace time records across various sectors.
• Employee complaints: When individual employees or trade unions raise concerns, it can lead to targeted inspections. Employees are legally protected from being fired for reporting Labour Act violations.
• Cross-referencing with social security records: If there are discrepancies between AHV contribution records and working time records, it can indicate potential violations.
• Industry-level audits: Sectors considered high-risk, like construction, hospitality, and healthcare, face more frequent inspections.

Swiss Working Hours Rights and Obligations What employers must do and what employees are entitled to under the Labour Act
Employer Obligations✓    Record and retain all working time data ✓    Obtain authorisation before assigning night or Sunday work ✓    Provide the mandatory 11-hour daily rest between shifts ✓    Pay the 25% overtime premium or offer equivalent rest ✓    Grant at least 4 weeks paid annual leave (5 for under-20s) ✓    Apply 50% supplement for Sunday work or grant compensatory rest ✓    Perform medical fitness assessments for permanent night workers   Employee Rights✓    Right to daily rest of at least 11 consecutive hours ✓    Right to weekly rest of 35 consecutive hours (including Sunday) ✓    Right to overtime compensation at 25% premium or time off ✓    Right to Sunday premium of 50% or compensatory rest within 4 weeks ✓    Right to night work premium of 10% or equivalent time compensation ✓    Right to 4 weeks minimum paid annual leave per year ✓    Right to a rest break of at least 30 minutes if working more than 7 hours
Industrial and commercial workers	45 hours per week	Above 45 hours	Mandatory limit under the Labour Act (Arbeitsgesetz, OR Art. 9). Includes factories, retail, and office workers.
Other workers (OR Art. 9 para. 2)	50 hours per week	Above 50 hours	Applies to sectors not covered by the 45-hour rule, including certain service and technical roles.
Overtime (Uberstunden) compensation	Compensated by time off or +25% pay premium	By agreement	Swiss Code of Obligations (CO) Art. 321c. Premium applies unless collective or individual agreement waives it with time-off compensation.
Night work (11 pm to 6 am)	Requires cantonal or SECO authorisation	N/A	Permanent night work requires medical fitness assessment. Workers are entitled to a 10% wage supplement or equivalent time compensation.
Sunday and public holiday work	Requires authorisation	N/A	Sunday work is generally prohibited unless authorised. Entitled to a 50% pay supplement or compensatory rest within 4 weeks.
Senior management and highly autonomous roles	Exempt from OR Chapter 2 limits	Defined per employment contract	Employees with genuine decision-making authority and autonomy over their own hours are exempt from the statutory maximum hour rules.

 

10. Key Points

 

The ten most important facts about Switzerland working hours for employers and employees:

01 – STATUTORY MAXIMUMThe Swiss Labour Act sets a maximum of 45 hours per week for industrial, office, and retail workers, and 50 hours per week for other categories. These are absolute ceilings, not targets.		06 – NIGHT WORK RULESNight work (11 pm to 6 am) requires SECO or cantonal authorisation. Permanent night workers receive a 10 percent wage supplement or equivalent compensatory rest and a right to medical assessment.
02 – ACTUAL HOURS WORKEDThe average actual working week in Switzerland was 41.7 hours in 2023 (Swiss Federal Statistical Office), one of the highest in Western Europe.		07 – SUNDAY WORK PREMIUMSunday work requires authorisation and attracts a 50 percent pay supplement, or compensatory rest of equivalent duration within four weeks. The Sunday rule applies to cantonal public holidays.
03 – OVERTIME PREMIUMOvertime (Uberstunden) under the Code of Obligations must be compensated at a 25 percent wage premium or equivalent rest time by written agreement (CO Art. 321c).		08 – TIME RECORDING DUTYAll employers must record working time for all employees and retain records for five years. Simplified recording applies to autonomously organised roles by written agreement or GAV.
04 – DAILY REST OBLIGATIONEmployers must provide a minimum of 11 consecutive hours of rest between working days. A temporary reduction to 8 hours is permitted only if the two-week average does not fall below 11 hours.		09 – PUBLIC HOLIDAYSOnly 1 August (National Day) is a federal public holiday. Each canton sets its own calendar of up to eight additional public holidays. Verify the specific calendar for each canton of employment.
05 – BREAK ENTITLEMENTSA 15-minute break is required for days over 5.5 hours; 30 minutes for days over 7 hours; 60 minutes for days over 9 hours. Breaks at the workstation count as working time.		10 – PENALTY FOR VIOLATIONSDeliberate Labour Act violations are a criminal offence carrying fines of up to CHF 30,000. Health-endangering violations may result in prosecution. Cantonal inspectorates enforce actively.