Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Employment rights in Thun, Switzerland are governed primarily by Swiss federal law, with some influence from local Canton of Bern regulations. These laws set out the basic framework for the relationship between employees and employers and focus on protecting workers' rights, promoting fair treatment, and ensuring safe and equitable workplaces. Whether you are an employee or an employer in Thun, it is essential to understand the rights and duties that shape the employment landscape in the region.
There are many situations where people in Thun may require professional legal assistance with employment rights. Some of the most common include:
A specialized lawyer can offer guidance, negotiate on your behalf, and represent your interests if a conflict arises.
Swiss employment law is largely consistent across the country, and Thun operates under these national statutes while also adhering to specific cantonal rules from the Canton of Bern. The primary sources of employment rights include:
Employees have fundamental rights such as the right to written employment contracts, timely payment, breaks, protection from unjust dismissal, and a safe work environment. Employers also have protected interests, including the ability to manage operations, protect business secrets, and expect honest work from employees.
Notice periods are set by the Swiss Code of Obligations. Generally, the minimum notice is one month during the first year of employment, two months from the second to the ninth year, and three months thereafter, unless your contract specifies otherwise.
Swiss law allows for relatively liberal terminations, but employers cannot dismiss employees for unlawful reasons, such as discrimination or because you asserted a legally protected right. Summary terminations (immediate dismissal) must be justified by very serious misconduct.
You should document the incidents, notify your employer if possible, and consider contacting the Canton of Bern Labor Office or an attorney who can assist with your claim. The Swiss Act on Gender Equality and anti-discrimination laws offer protection.
Working hours and overtime are regulated by Swiss Labour Law. Generally, the normal weekly working time is 45 hours for industrial, office, and sales staff, and 50 hours for others. Overtime must be compensated by time off or a wage supplement, depending on your contract.
Motherhood leave is at least 14 weeks with protection from dismissal, while fathers are entitled to two weeks paid leave. Both are regulated federally. Employers must not discriminate or terminate employment due to pregnancy or parenthood.
Essential changes to the contract, such as salary or job role, must be mutually agreed upon. Unilateral changes by the employer may constitute a constructive dismissal, giving you grounds for legal action.
Yes, Swiss law stipulates that upon request, all employees are entitled to a written reference that reflects their performance and conduct during employment.
If informal resolution fails, you may file a claim with the Conciliation Authority for Employment Disputes ("Schlichtungsbehörde") in Thun or seek legal assistance for further action.
Employers are legally obligated to take preventive and corrective actions against workplace harassment or bullying. Victims should report incidents to HR or authorities and consider legal recourse if necessary.
While verbal employment contracts are valid in Switzerland, written agreements are strongly recommended for clarity on terms, rights, and obligations. Certain employment relationships require written documentation by law.
If you need help with employment rights in Thun, consider reaching out to the following:
If you believe your employment rights have been violated or need legal guidance:
Taking prompt action and seeking qualified legal assistance is key to ensuring that your rights are protected in the workplace.
