Notice periods in Switzerland when you or your employer terminates
Published 2026-10-19 · Updated 2026-10-19 · 3 min read · 3 sources · Verified Swiss federal benchmarks
Direct answer
After probation, Swiss law sets minimum notice at 1 month in your first year, 2 months in years 2–9, and 3 months from year 10 (CO Art. 335c). During probation the default is 7 days unless your contract allows up to 3 months (Art. 335b).
Key facts
- Probation default notice: 7 days (CO Art. 335b); contract may extend to 3 months.
- After probation: 1 / 2 / 3 months by length of service (CO Art. 335c).
- Notice must usually end on the last day of a calendar month unless agreed otherwise.
- A longer notice in your individual contract replaces the statutory minimum if it favours you.
- Part-time pensum does not shorten statutory notice; only service length counts.
Statutory notice after probation (CO Art. 335c)
The Code of Obligations sets minimum notice periods for indefinite employment contracts once any agreed probation ends. In the first year of service, either party must give at least one month. From the start of the second year until the end of the ninth year, two months apply. From the tenth year onward, three months apply.
These minima protect both sides. Your contract or CBA can specify longer periods. Shorter periods are invalid unless a CBA allows them in your sector.
Month-end dates and probation overlap
Ordinary notice ends on the last day of a calendar month unless you agreed otherwise (Art. 335c para. 2 CO). During probation, Art. 335b applies: seven days unless the contract sets longer, up to three months.
Worked example: resigning in year 3 with CHF 7,200 monthly salary
You have worked continuously since 1 March 2023 and hand in resignation on 15 April 2026. You are in years 2–9, so statutory notice is two months ending on a month-end.
If your contract follows the legal default, notice runs to 30 June 2026. You stay employed and paid CHF 7,200 gross through June unless you agree early release. Budget AHV/IV/EO 5.30% and ALV 1.10% on each payslip and use a net-salary calculator for the gap before your next role.
| Service length | Minimum notice | Example end date if notice given 15 Apr |
|---|---|---|
| Year 1 | 1 month | 31 May |
| Years 2–9 | 2 months | 30 June |
| Year 10+ | 3 months | 31 July |
Second example: employer dismissal in year 11
You earn CHF 10,500 monthly and receive ordinary termination on 10 January 2027 with eleven full years of service. Minimum notice is three months to a month-end, so the relationship ends 30 April 2027 unless the contract grants more.
You may register with RAV early but benefits start when you are actually unemployed. Keep the termination letter stating the end date; it is essential for insured salary and permit procedures if you are not Swiss.
Common mistakes when giving or receiving notice
Put termination in writing with date and last day. Miscounting service years shifts the two- to three-month step at year ten. Signing release without checking vacation, pro-rata 13th salary, and reference timing costs money.
Immediate termination needs good cause (Art. 337 CO). Ordinary redundancy still needs notice. Fixed-term contracts end on the agreed date.
FAQ
- Can my employer shorten statutory notice?
- Not below CO Art. 335c minima in a standard individual contract. A CBA may define different rules if it applies to you.
- Does notice have to end on a month-end?
- Under Art. 335c para. 2 CO, ordinary notice typically ends on the last day of a month unless the parties agreed another rhythm.
- What if I am still in probation?
- Default notice is 7 days (Art. 335b). Check your contract for a longer agreed probation notice, capped at three months.
- Do the same rules apply to part-time staff?
- Yes. Notice periods depend on length of service, not on pensum.
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