������Ƶ

An Employment Policy outlines the core rules and expectations between Swiss employers and their workers. It covers essential workplace matters like working hours, holidays, salary payments, and behavior standards - all aligned with Swiss labor law requirements.

These policies help organizations run smoothly by setting clear guidelines for both managers and staff. While Swiss law already provides strong worker protections through the Code of Obligations, a well-crafted employment policy adds company-specific details about remote work, dress codes, social media use, and other modern workplace needs. It serves as a practical reference point for daily operations and helps prevent misunderstandings.

Organizations need an Employment Policy when growing beyond 10 employees or entering new business phases. This document becomes essential during key moments: hiring international talent, introducing flexible work arrangements, or expanding operations across Swiss cantons.

The policy proves particularly valuable when addressing workplace conflicts, implementing new benefits programs, or adapting to regulatory changes in Swiss labor law. It helps companies maintain consistency in employee treatment, especially during transitions like mergers or leadership changes. Having clear guidelines ready before issues arise prevents confusion and reduces legal risks in day-to-day operations.

• Employment Termination Policy: Focuses specifically on separation procedures, notice periods, and final settlements under Swiss law. Essential for larger companies with frequent personnel changes.
• Flexible Working Contract: Addresses modern work arrangements like home office, flex-time, and job sharing. Particularly relevant for companies embracing hybrid work models.
• Basic Employment Policy: Covers fundamental workplace rules, conduct standards, and basic benefits - ideal for small to medium enterprises.
• Industry-Specific Policy: Contains specialized provisions for sectors like banking, hospitality, or manufacturing, addressing unique operational requirements.

• HR Directors & Managers: Lead the development and updating of Employment Policies, ensuring alignment with Swiss labor laws and company culture.
• Legal Counsel: Review and validate policy content, particularly for compliance with cantonal regulations and federal employment standards.
• Department Heads: Help customize policies for their teams and enforce guidelines in daily operations.
• Employees: Must understand and follow policy guidelines, including work rules, benefits, and conduct expectations.
• Works Councils: Often consulted during policy development in larger Swiss companies, representing worker interests.
• External Consultants: Provide expertise on industry standards and best practices for policy development.

• Company Details: Gather basic information about size, industry, and locations across Swiss cantons.
• Work Arrangements: Document current practices for working hours, remote work, and flexible schedules.
• Benefits Structure: List all employee benefits, including those exceeding Swiss legal minimums.
• Industry Requirements: Check specific regulations for your sector, especially in banking or healthcare.
• Internal Input: Collect feedback from department heads on operational needs and challenges.
• Document Generation: Use our platform to create a legally-sound policy template, ensuring all mandatory Swiss employment law elements are included.
• Review Process: Plan how updates and amendments will be handled and communicated.

• Scope Statement: Clear definition of which employees and locations within Switzerland are covered.
• Working Hours: Detailed provisions for regular hours, overtime, and rest periods per Swiss labor law.
• Leave Entitlements: Annual leave, public holidays, and special leave arrangements.
• Code of Conduct: Behavioral expectations, dress code, and professional standards.
• Data Protection: Rules aligned with Swiss data protection laws for handling employee information.
• Grievance Procedures: Clear process for addressing workplace issues and complaints.
• Amendment Process: How and when policy changes will be made and communicated.
• Acknowledgment Section: Space for employee signature confirming policy receipt and understanding.

While an Employment Policy and an Employment Contract might seem similar, they serve distinct purposes in Swiss workplace law. The key differences include:

• Legal Binding: An Employment Contract creates specific, legally binding obligations between employer and individual employee, while an Employment Policy provides general workplace guidelines applicable to all staff.
• Scope of Coverage: Policies outline company-wide standards and procedures, whereas contracts detail individual terms like salary, position, and specific duties.
• Modification Process: Employment Policies can be updated by the company with proper notice, while contract changes require mutual agreement and new signatures.
• Enforcement Approach: Contracts are enforced through direct legal action, while policies typically involve internal disciplinary procedures first.
• Content Focus: Policies address organizational culture and operational procedures, while contracts concentrate on individual employment terms and conditions.