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Labor law in Chur is governed primarily by Swiss federal law, supplemented by cantonal practice and sector-specific agreements. The main federal rules come from the Swiss Code of Obligations - which regulates employment contracts, termination and notice periods - and the Labor Act - which covers working hours, occupational health and safety, rest periods and protection for vulnerable groups. In addition, collective bargaining agreements, internal company policies and social insurance rules influence day-to-day employment relationships. Chur is the capital of the Canton of Graubunden, so cantonal authorities administer enforcement, inspections and certain administrative procedures locally.
People seek a labor lawyer in Chur for many reasons. Typical situations include:
- Wrongful or unexpected termination and disputes about notice periods or severance. Employers and employees often disagree about whether a dismissal was abusive, discriminatory, or in breach of the contract.
- Disputes over unpaid wages, overtime, commissions or bonuses. Calculating entitlements can be complex, especially when collective agreements or variable pay are involved.
- Conflicts about working time, overtime compensation, or illegal scheduling that may breach the Labor Act.
- Health, accident and disability issues - including disputes about continued pay during illness, return-to-work measures, or workplace accommodations.
- Maternity, parental and family-leave questions - ensuring statutory protections are respected and pay or reinstatement rights are observed.
- Harassment, discrimination or bullying claims at work - including sexual harassment or unequal treatment based on gender, age, religion, nationality, disability or other protected characteristics.
- Negotiations of employment contracts, restrictive covenants, non-compete clauses and confidentiality obligations - to protect your rights before you sign.
- Collective labor matters - disputes involving unions, collective bargaining agreements and works councils, especially in sectors relevant to Graubunden such as tourism, health care and construction.
- Administrative procedures - representing you in conciliation proceedings, before cantonal authorities or in civil court when settlement attempts fail.
Key legal points to know for Chur and the Canton of Graubunden:
- Federal primacy - Most substantive labor law rules are federal and apply across Switzerland. Cantonal authorities implement and enforce those rules locally in Chur.
- Employment contract basics - Employment relationships are usually based on written or verbal contracts governed by the Swiss Code of Obligations. Contracts set salary, duties, place of work, notice periods and other specific terms.
- Notice periods - The Code of Obligations provides default notice periods after probation. Many contracts specify different terms, so check your contract closely.
- Working hours and overtime - The Federal Labor Act regulates maximum working hours, minimum rest periods and compensation for overtime. Specific maximums depend on the sector and the employee's role.
- Health and safety - Employers must provide a safe working environment, carry out risk assessments and comply with occupational health rules enforced by cantonal labor inspectors.
- Protected periods - Certain situations give employees temporary protection against dismissal - for example pregnancy, illness or active military service. These protections are statutory and cannot be waived in contract.
- Collective agreements - Sector collective bargaining agreements - called Gesamtarbeitsvertraege (GAV) - are common in hospitality, construction and other sectors important to Graubunden. These may provide stronger protections than the law.
- Social insurance and benefits - Swiss social insurance systems - old-age and survivors insurance (AHV), disability insurance (IV), unemployment insurance (ALV), accident insurance (UVG) and occupational pension (BVG) - affect employment costs and employee rights.
First, read the notice and your employment contract carefully to check the stated notice period and reasons. Preserve the document and any related communications. Note important dates - the date you received the notice and the stated end date. Try to resolve the issue informally with HR or your manager. If you believe the dismissal is abusive, discriminatory or in breach of contract, contact a labor lawyer promptly - many remedies have short time limits. You can also request a written explanation from the employer and seek conciliation through the local conciliation authority if required.
Yes - Swiss law generally allows termination without giving a reason, provided the formal notice requirements are respected and the termination is not abusive. There are important exceptions - dismissals that are discriminatory, violate public policy or occur during protected periods (for example during pregnancy, illness or certain leave periods) may be invalid or give rise to compensation. A lawyer can evaluate whether your dismissal falls into an unlawful category.
If the contract does not specify notice periods, the Swiss Code of Obligations provides standard default periods after any probationary period. These defaults can vary depending on length of service. Many employees and employers follow these statutory rules, but details in your written contract or a collective agreement can replace or change the default periods.
There is no automatic general statutory right to severance pay under Swiss law, except in certain industries or under collective agreements. Exceptions exist for specific groups - for example older employees with long service in some company or sector arrangements. Severance or compensation may be negotiated, included in the employment contract, or awarded by a court in cases of abusive dismissal. Check any applicable collective agreement or written contract clauses.
Overtime rules depend on your role and any applicable collective agreement. Employers must generally limit working hours and compensate overtime either by paid time off or additional pay. If overtime is not compensated with time off, a surcharge commonly applies. Certain managerial or high-salary roles may be excluded from overtime regulation. Keep detailed records of hours worked and consult a lawyer if you are not receiving due compensation.
Swiss law provides statutory protections for pregnancy and parental leave. Employers cannot lawfully dismiss employees during protected periods related to pregnancy and maternity leave. Employees also have rights to certain leave and to continued pay under specified circumstances, depending on social insurance coverage. Parental leave arrangements vary by employer and the law, so review your contract and speak with HR. If you face adverse treatment related to pregnancy or parental status, seek legal advice.
Cantonal labor inspectorates enforce occupational health and safety standards locally. Employers must comply with the Federal Labor Act and any cantonal implementing regulations. If you believe health or safety rules are being violated - for example excessive working hours, unsafe equipment, or inadequate protective measures - you can report the issue to the cantonal labor inspectorate or ask a lawyer for help in raising the matter formally.
Document incidents carefully - dates, times, witnesses and any written communications. Report the conduct through your employer's formal complaint process if available. If the employer does not act or the response is inadequate, you can lodge a complaint with authorities and consult a labor lawyer. Remedies can include internal disciplinary measures against perpetrators, compensation for damages, reinstatement or termination with compensation in serious cases.
Yes - unions and sector associations are active in Switzerland and may provide legal support, representation and negotiation assistance. In sectors like hospitality, construction and public services - all relevant in Graubunden - collective agreements negotiated by unions can set wages and conditions above the statutory minimum. If you are a union member, contact your union for advice and possible legal assistance.
Time limits for legal claims can be short for certain employment matters, so act promptly. Deadlines differ depending on the type of claim - for example unpaid wages, contesting a dismissal or seeking reinstatement. Because procedural deadlines vary, it is important to consult a lawyer soon after a problem arises to protect your rights and preserve evidence.
Helpful local and national resources to consult when you need information or assistance:
- Cantonal authorities in the Canton of Graubunden - for labor inspections, workplace safety and administrative procedures. They administer local enforcement of federal labor law and can provide guidance about formal complaints.
- Cantonal employment office - for unemployment benefits, reemployment services and assistance after termination.
- Social insurance institutions - for questions about sickness, accident, unemployment, pension and family benefits.
- Trade unions and employer associations - for sectoral collective agreements, legal representation and negotiation support.
- Legal aid and legal protection insurance - if you have legal expenses insurance, it may cover labor disputes; low-income individuals may qualify for state legal aid in certain situations.
- Local lawyers experienced in Swiss labor law - for contract reviews, dispute resolution, conciliation and court representation. Choose a lawyer who speaks the language you are comfortable with - German is the main language in Chur, with Romansh and English frequently used in business contexts.
If you think you need legal assistance for a labor matter in Chur, follow these practical steps:
- Gather documentation - employment contract, payslips, correspondence, performance reviews, notices of termination, time sheets and any evidence related to the dispute.
- Note key dates - when events happened, when notices were received and any deadlines you were given. Timelines are critical in employment disputes.
- Try an internal resolution - raise the issue with HR or management in writing, request a meeting and keep records of the process. Employers often prefer to resolve matters without litigation.
- Contact a specialist labor lawyer - ask about an initial consultation, fees and likely timelines. Many lawyers offer a first assessment to outline options and next steps.
- Consider conciliation or mediation - many disputes are resolved through negotiated settlements. A lawyer can help prepare your case and represent you in these processes.
- If necessary, proceed to formal complaint or court - your lawyer will advise on deadlines, filing procedures and likely outcomes. Prepare financially and emotionally for the process, and explore interim measures such as seeking new employment or applying for unemployment benefits if applicable.
Acting early improves your chances of a favorable result. If you are unsure what to do first, arrange a short consultation with a local labor law specialist who can explain your rights and the best practical route forward.
