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A Maternity Policy outlines how a Swiss company handles pregnancy, childbirth, and the return to work for its employees. It spells out the 14-week mandatory maternity leave guaranteed under Swiss federal law, along with any additional benefits the employer offers beyond the legal minimum of 80% salary compensation.

The policy typically covers key elements like medical appointment flexibility, workplace adjustments during pregnancy, breastfeeding arrangements, and the process for planning maternity leave. It also explains how the company maintains job protection during leave and manages the employee's gradual return to work, in line with Swiss labor law requirements and cantonal regulations.

Use a Maternity Policy when your Swiss company grows beyond 10 employees or hires its first female staff member. Having this policy ready before pregnancy announcements helps prevent confusion, ensures fair treatment, and makes leave planning smoother for everyone involved.

The policy becomes especially valuable during workplace changes, like office relocations or restructuring, to clarify how pregnancy accommodations and leave arrangements will continue. It's also crucial when expanding operations across different cantons, as it helps align company practices with varying regional requirements while maintaining consistent treatment of expectant mothers.

• Basic Compliance Policy: Covers just the mandatory 14-week leave and 80% salary requirements under Swiss federal law
• Enhanced Benefits Policy: Extends beyond legal minimums with longer paid leave, higher compensation, or additional support services
• Enterprise-Wide Policy: Standardizes maternity benefits across multiple Swiss locations while accommodating cantonal differences
• Small Business Policy: Streamlined version focused on essential protections and straightforward administration for companies under 50 employees
• Flexible Return Policy: Emphasizes gradual return-to-work options and part-time arrangements after maternity leave

• HR Directors: Draft and maintain the Maternity Policy, ensuring it aligns with Swiss labor laws and company culture
• Legal Counsel: Review policy content for compliance with federal and cantonal regulations
• Female Employees: Primary beneficiaries who rely on the policy for leave rights and workplace accommodations
• Line Managers: Apply the policy daily, managing leave requests and team adjustments
• Company Leadership: Approve policy terms and any benefits beyond legal minimums
• Social Insurance Officers: Process maternity compensation claims and verify eligibility

• Company Demographics: Count total employees and locations across different cantons
• Current Benefits: Review existing leave policies and any additional benefits above legal minimums
• Legal Requirements: Check both federal maternity protection laws and specific cantonal regulations
• Internal Processes: Map out leave request procedures, documentation needs, and return-to-work protocols
• Budget Analysis: Calculate costs for salary continuation and additional benefits
• Communication Plan: Prepare rollout strategy to inform all employees about policy provisions
• Review Schedule: Set dates for regular policy updates to maintain compliance

• Leave Duration: Specify the mandatory 14-week maternity leave period and any additional company benefits
• Salary Continuation: Detail the 80% salary compensation and process for social insurance claims
• Notice Requirements: Outline pregnancy notification procedures and medical certificate submissions
• Job Protection: State the legal prohibition against termination during pregnancy and 16 weeks after birth
• Workplace Accommodations: List required adjustments for pregnant employees, including break times
• Return Protocol: Define the process for workplace reintegration and flexible arrangements
• Breastfeeding Rights: Include paid nursing breaks and facility requirements under Swiss law

While both documents address workplace rights and protections, a Maternity Policy differs significantly from an Employment Policy in several key aspects:

• Scope and Focus: Maternity Policies specifically detail pregnancy, childbirth, and post-natal rights, while Employment Policies cover broader working conditions for all employees
• Legal Requirements: Maternity Policies must comply with specific Swiss maternity protection laws and cantonal regulations about leave duration and compensation, whereas Employment Policies address general labor law compliance
• Time Period: Maternity Policies govern a defined period (pregnancy through post-natal return), while Employment Policies apply throughout the entire employment relationship
• Beneficiaries: Maternity Policies primarily affect female employees during pregnancy and maternity leave, while Employment Policies impact all staff regardless of gender or parental status