Work

A work permit is usually granted together with a residence permit. Generally, individuals holding a residence permit are allowed to work in Switzerland.

Depending on nationality and the duration of employment, either the employer or the employee applies for the permit.

The offices listed below provide further information. 

Since 2019, recognised refugees (B permit) and provisionally admitted persons with or without refugee status (F permit) no longer require a special work permit. However, the start and end of each employment must be reported to the canton using an official form (Meldeverfahren). Registration is free of charge and the canton in which you work is responsible.

Asylum seekers (N permit) and individuals with protection status S require a permit.

Links:

Amt für Wirtschaft und Arbeit / Information on employment of foreigners (DE)

arbeit.swiss / Information and assistance for EU-/EFTA-Citizens

Whether a person can start a business in Switzerland depends on their citizenship and residence status. For individuals from EU/EFTA countries and those holding a C permit, establishing a business is easier. 

The Office for Migration (Amt für Migration) provides information on whether starting a business is possible. 

The Economic Promotion Office, part of the Office for Economy and Labour (Amt für Wirtschaft und Arbeit), provides support for setting up a business.

Links: 

Amt für Wirtschaft und Arbeit / Information for self-employed persons (DE)

Amt für Wirtschaft und Arbeit / Contact and services

Bundesverwaltung / Further information

ch.ch / Further information

Anyone who works without being registered with the social insurance authorities, without a work permit or without declaring their income for tax purposes is committing an offence. This applies to both employers and employees. This is known as illegal employment.

People who engage in illegal employment are not insured against accidents and do not build up pension entitlements.

Anyone who suspects that their employer is not employing them correctly should contact a free legal advice centre.

Anyone who suspects that someone in their environment is engaging in or enabling illegal employment can report this to the Office for Economy and Labour (Amt für Wirtschaft und Arbeit, AWA).

Links: 

Bundesverwaltung / Further Information (DE)

Amt für Wirtschaft und Arbeit / Further informationen and contact (DE)

Advokatenverein des Kantons Zug / Pro bono legal service (DE)

In general, young people can work or start an apprenticeship as early as 15 years of age. Light work for short periods (e.g. holiday jobs) is permitted before the age of 15. 

Parents and employers must ensure that young people are not overburdened. 

Special labour law regulations apply to young people under the age of 18.

Links:

Pamphlet "Protection of Young Employees - Information for Young People Under the Age of 18" (DE)

Leaflet "Summer Jobs - Tips for Students" (DE)

Professional certificates, diplomas and further training are important for most professions in Switzerland.

References from previous employers also play an important role. Foreign diplomas are not always recognised.

Most positions require German language skills.

Jobs are advertised in daily newspapers and on various online platforms. Private job agencies provide additional services.

In Switzerland, it is common to call a company directly to ask about available positions, even if no vacancies are advertised.

Public regional employment agencies (RAV) offer support in finding a job. Computers and newspapers are available on-site, and staff are available to advise job seekers. 

Links:

RAV Zug / Further Information

RAV / Online job market for Switzerland (DE)

ask! / Employment agencies (DE)

Zentraljob / Online job market for Canton of Zug and its surroundings (DE)

Applications are normally submitted in writing. An application should include at least a CV, a cover letter and copies of certificates, diplomas and references.

If employers are interested, applicants are invited to a personal interview.

Various organisations offer free advice and support with job applications.

Links:

arbeit.swiss / Further information (DE)

Kanton Zug / Job search and application

berufsberatung.ch / Further information (DE)

RAV Zug / Short consultation on the application process (DE)

ProArbeit Zug / Consultation and job search (DE)

Employment contracts are usually concluded in writing, but an oral agreement is also valid. The Swiss Code of Obligations (Obligationenrecht) applies and defines minimum standards. This ensures that even persons without a written contract have both rights and responsibilities.

Links:

ch.ch / Further information

Employees in Switzerland have several legal rights. The most important include:

• Employers must register employees with the social insurance, provide accident insurance, and cover part of the contributions.
• All employees are entitled to at least four weeks of paid holidays per year. This applies proportionally to part-time employees.
• The maximum working time is 50 hours per week, and 45 hours in certain industries.
• Employees are entitled to a written work reference.
• Employees who have worked for more than three months are entitled to salary payments for a certain period in cases of illness or accident.
• Pregnant women and women who have recently given birth have special rights (maternity protection).

Links:

Bundesverwaltung / Further information (DE)

Pamphlet "Pregnancy and Motherhood - Employee Protection" (DE)

Pamphlet "Working and Pregnant - What I Need to Know" (DE)

Switzerland has no statutory minimum wage. However, many industries have collective agreements (Gesamtarbeitsverträge, GAV) that define minimum wages.

Women and men are entitled to equal pay for equal work.

The wage stated in the employment contract is the gross wage. The net wage, which employees actually receive, is reduced by deductions for social insurance contributions (Sozialabzüge). 

For individuals with a residence permit B, temporary permit L, provisional admission (permit F), or cross-border commuter permit G, withholding tax (Quellensteuer) is usually deducted directly from the salary.

Links: 

Bundesverwaltung / Wage calculation (DE)

Bundesveraltung / Information regarding collective agreements (GAV) (DE)

When terminating employment, both employers and employees must adhere to the notice period stated in the contract. Immediate termination (without notice) is only permitted in exceptional cases. Employees have the right to request a written explanation of their dismissal.

Persons who are ill, injured, pregnant, or have recently given birth are specially protected against dismissal. Unlawful dismissals can be contested in court.

If an employee resigns, this can affect entitlement to and the amount of benefits from unemployment insurance.

Links:

Bundesverwaltung / Further information (DE)

ch.ch / Further information

Unemployment insurance (ALV) is a compulsory state insurance scheme for all employees. Contributions are deducted directly from employees’ monthly wages, with the employer covering half of the amount. Self-employed persons are not eligible unemployment insurance.

Individuals who become unemployed receive monthly compensation for loss of income (unemployment benefits, Arbeitslosengeld) from the unemployment fund. The amount, timing, and duration of these payments depend on various factors, such as the length of previous employment and the reason for unemployment.

Links:

Bundesverwaltung / Further information (DE)

Informationsstelle AHV/IV / Further information

Persons who become unemployed must register with the regional employment centre (RAV) as soon as possible. Ideally, this is done before the last day of work and no later than the first day of unemployment. At the same time, one must register with the responsible regional employment centre (RAV).

Registration can be done online or in person. Once registered, the Regional Employment Centre (RAV) will contact the unemployed person to schedule a registration interview.

A new job must already be sought during the notice period. The job-search efforts must be documented and later presented to the RAV.

Links: 

arbeit.swiss / Further information

Kanton Zug / Unemployment - first steps (DE)

People who no longer receive unemployment insurance benefits may apply for unemployment assistance under certain conditions. This support is granted for a limited period and can help when transitioning to new employment.

Requirements include residence in the Canton of Zug, willingness to work, limited assets and other criteria defined by law.

The Cantonal Unemployment Fund, together with the regional employment centre (RAV), are responsible for processing applications.

Links:

Kanton Zug / Further information

The regional employment centre (RAV) helps persons re-enter the workforce quickly. Counselling is compulsory if one is receiving unemployment benefits. The RAV also offers classes and employment programmes, some of which are also compulsory.

Persons who have never worked in Switzerland and are looking for a job can also contact the RAV. However, they will not receive unemployment benefits.

Links:

RAV Zug / Registration with RAV

Individals holding a foreign diploma can have it recognised in Switzerland under specific conditions. Recognition confirms that a foreign qualification is equivalent to a corresponding Swiss qualification.

For regulated professions (e.g. healthcare professionals, teachers, etc.), recognition is required in order to practise the profession. Different authorities are responsible depending on the occupation or qualification. Recognition procedures are subject to a fee.

Further information is provided by the State Secretariat for Education, Research and Innovation (Staatssekretariat für Bildung, Forschung und Innovation (SBFI)).

Links:

Bundesverwaltung / Information on the recognition procedure for professional qualifications

berufsberatung.ch / Recognition of foreign diplomas

Bundesverwaltung / List of regulated professions (DE)

Kanton Zug / Career guidance (DE)

ask! / Further information (DE)

A validation process is not necessary for unregulated professions. However, it is possible to request that the level of qualification be determined. This process establishes the position of a foreign diploma within the Swiss education system and can be helpful when looking for employment.

The national information centre for the recognition of foreign qualifications (Nationale Kontaktstelle für Diplomanerkennung) provides further information.

Links:

Nationale Kontaktstelle für Diplomanerkennung / Contact and forms

Adults with work experience without a recognised qualification can obtain a Swiss qualification through vocational education and training (apprenticeship) or professional education (höhere Berufsbildung). The procedure depends on previous education, work experience and age. In all cases, good German language skills (level B1/B2 according to the CEFR) are required.

Obtaining a Swiss qualification improves employment opportunities and provides access to further education.

The Cantonal Career Information Centre (Berufsinformationszentrum, BIZ) provides free advice and information.

Links:

Amt für Berufsberatung / Catch up on your vocational qualification

berufsberatung.ch / Information on vocational qualifications for adults (DE)

Reading, writing, arithmetic and computer skills are considered basic skills in Switzerland. Canton Zug offers various opportunities to improve these skills. Many courses are free of charge for residents with an education voucher, which can be downloaded online.

Links:

Amt für Berufsbildung / Promoting basic skills (DE)

Flyer "Free education voucher" (DE)

einfach-besser.ch / Kursangebot (DE)