Best Employment Rights Lawyers in Wohlen

About Employment Rights Law in Wohlen, Switzerland

Employment law in Wohlen is governed primarily by Swiss federal law, supplemented by cantonal rules in the Canton of Aargau and by individual employment contracts and collective agreements. The core legal framework covers contract formation, working hours, wages, social insurance, health and safety, termination of employment and certain protections for specific groups of employees. Many day-to-day questions are resolved by referring to the Swiss Code of Obligations, federal labour regulations and any applicable collective labour agreement. Local enforcement and practical support are provided by cantonal offices, social insurance institutions and local courts or conciliation authorities.

Why You May Need a Lawyer

People typically seek a lawyer in employment matters when the situation is complex, contested or when important financial or reputational stakes are involved. Common scenarios include:

- Receiving a termination notice you believe is unfair or discriminatory.

- Disputes about unpaid wages, overtime, bonuses or wrongful withholding of salary.

- Issues with health and safety, workplace harassment or discrimination that require formal action.

- Problems with employment contracts - unclear terms, non-compete clauses, restrictive covenants or changes to duties.

- Conflicts during maternity or paternity leave, illness, accident or military service where special protection may apply.

- Negotiating severance, settlement agreements or resignation terms.

- Need for representation before the conciliation authority, labour court or in mediation.

Local Laws Overview

Key points to understand for employment rights in Wohlen and the Canton of Aargau:

- Employment contracts - Contracts may be oral or written. Written contracts are strongly recommended because they document pay, duties, working hours, notice periods and other essential terms.

- Notice periods and probation - Many employment contracts include a probation period (commonly up to three months) and statutory or contractually agreed notice periods. Standard notice patterns in Switzerland commonly include short notice during probation and progressively longer notice periods with longer service, but the exact terms depend on your contract.

- Termination - Swiss law generally permits ordinary termination with notice. There is limited statutory protection against termination in specific circumstances - for example during pregnancy and after childbirth, during certain periods of illness or accident, and during periods of military or civil protection service. If an employer terminates in violation of mandatory protection rules or discriminates, remedies may be available.

- Working hours and overtime - Federal regulations set rules for maximum working hours in many sectors and require rest periods. Typical full-time weekly working hours in Switzerland are often around 40 to 42.5 hours, with statutory maximums for some sectors at 45 or 50 hours. Overtime is often compensated by higher pay or time off, as specified by law or contract.

- Leave and holidays - Employees are entitled to annual leave and public holidays. The statutory minimum annual leave is four weeks per year for most employees and five weeks for young employees under a certain age.

- Wages and minimum wage - Switzerland has no nationwide statutory minimum wage. Minimum wages may arise from collective labour agreements or cantonal measures. Wage disputes are typically handled through negotiation, conciliation or legal claim.

- Social insurance and workplace protection - Employers and employees are covered by Swiss social insurance systems including old-age and survivors insurance, disability, unemployment insurance and occupational pension schemes. Accident insurance and occupational health and safety requirements are mandatory.

- Work certificates - Employees have a right to receive a work certificate when employment ends. Certificates must be truthful and not unfairly restrict future employment.

- Collective agreements - Sectoral collective labour agreements can set mandatory conditions for wages, working hours and benefits for covered businesses and employees in Aargau.

- Data protection - Employers processing employee personal data must comply with Swiss data protection rules and handle personal information confidentially.

Frequently Asked Questions

What should I do first if I receive a termination letter?

Read the termination letter carefully and check the notice period stated in your contract. Preserve all related documents - the contract, payslips, correspondence and any performance records. Note the termination date and act quickly if you think the dismissal is unlawful - there can be time limits for contesting a dismissal or filing claims. Consider contacting a lawyer, your union or the cantonal conciliation authority for next steps.

Am I entitled to severance pay?

Severance pay is not automatically required under Swiss federal law except in specific situations or where it is provided by contract, collective agreement or company policy. Severance may be part of negotiated settlements or offered to avoid disputes. If you think you are owed severance, seek legal advice or try to negotiate with your employer.

How long is the notice period for termination?

Notice periods may be set in your contract or determined by law. Many Swiss contracts use conventional notice periods that increase with length of service. If the contract is silent, default statutory notice rules may apply. Check your written contract and seek advice if the period seems inconsistent with practice or local rules.

Can my employer change my working hours or pay?

An employer may propose changes, but unilateral changes that materially affect your employment terms can be contested. Small adjustments may be possible by mutual agreement or under a contractual flexibility clause. Significant changes should be negotiated and documented. If your employer forces a change, consult a lawyer or conciliation authority about potential remedies.

What protections exist for pregnant employees and new parents?

Swiss law provides special protections for pregnant employees and new parents, including protection against dismissal during pregnancy and for a period after childbirth, as well as maternity leave rights. Exact entitlements and protected time frames are set by federal law. If you are pregnant or returning from maternity leave and face adverse treatment or dismissal, get advice promptly.

How do I claim unpaid wages or overtime?

First gather documentation - employment contract, payslips, time records and communications. Try to resolve the issue directly with your employer. If that fails, you can file a claim at the local conciliation authority or pursue a civil claim for unpaid salary. Acting promptly is important because time limits and procedural steps must be observed.

Do I need to go to the conciliation authority before taking legal action?

Yes - for many employment disputes in Switzerland you must first attempt conciliation through the local conciliation authority before bringing a civil case in court. The conciliation process aims to settle the dispute without formal litigation. A lawyer can advise you and represent you during conciliation.

What if I experience workplace harassment or discrimination?

Document incidents carefully, including dates, witnesses and any communications. Report the problem internally if your employer has procedures, and seek advice from your union or a lawyer. Discrimination may be unlawful under federal statutes and cantonal equality rules. Remedies can include internal measures, mediation, claims for damages or filing complaints with equality bodies depending on the issue.

Am I entitled to a reference when I leave a job?

Yes - employees in Switzerland have the right to receive a work certificate on termination. There are two types of certificates - simple and qualified. A qualified reference describes performance and conduct and must be truthful while not needlessly harming the employee. If you suspect the reference is unfair or incorrect, you can seek correction through legal channels.

How much will a lawyer cost and are there alternatives to hiring one?

Lawyer fees vary depending on experience, complexity of the case and the work required. Some lawyers offer fixed-fee consultations or initial assessments. Alternatives include union legal services for members, cantonal legal aid for qualifying low-income individuals, mediation services, and free or low-cost legal advice clinics. Always ask about fees and payment terms before you engage a lawyer.

Additional Resources

Helpful institutions and organizations to contact when you need information or assistance in Wohlen and the Canton of Aargau:

- Cantonal labour and economic offices - the Canton of Aargau office that handles workplace issues, labour market matters and employer obligations.

- Conciliation authority at the local district court - required first step for many workplace disputes.

- Regional Employment Service - local job placement and unemployment support services.

- Social insurance institutions - for questions on AHV, IV, unemployment insurance and pension plan obligations.

- Accident insurance providers - statutory accident insurance bodies that oversee work-related accidents and occupational health.

- Trade unions - such as sector unions that provide advice and legal support to members.

- Swiss State Secretariat for Economic Affairs - for federal guidance on employment law and collective labour agreements.

- Local bar association or lawyer register - for referrals to lawyers specializing in employment law in Aargau.

Next Steps

If you need legal assistance with an employment matter in Wohlen, consider this practical checklist:

- Gather your documents - employment contract, payslips, termination letter, correspondence, time sheets and any evidence of the issue.

- Note deadlines - identify the termination date, notice periods and any deadlines for filing complaints or claims. Time limits can be strict.

- Seek an initial consultation - contact a lawyer experienced in Swiss employment law, your union or a legal aid service for an assessment of your case and options.

- Attempt conciliation - for many disputes, you must go to the local conciliation authority first. Your lawyer can advise and represent you.

- Evaluate alternatives - consider negotiation or mediation to resolve disputes faster and with less cost than formal litigation.

- Keep records - maintain careful notes of meetings, phone calls and actions taken throughout the dispute.

Taking timely, informed steps improves your chances of a good outcome. If you are unsure where to start, arrange a short consultation with a local employment lawyer or contact the cantonal labour office for guidance on the appropriate administrative steps in Wohlen and the Canton of Aargau.