You can conduct interviews, verify qualifications, and check references, yet there’s always that subtle doubt: will the candidate truly flourish in the position? On the other side, job seekers grapple with their own doubts—no matter how polished the company’s image, the day-to-day work environment often remains an unknown.

This shared uncertainty is precisely why probation periods exist. With executive salaries often exceeding CHF 200,000 and specialized roles in finance, pharmaceuticals, and technology commanding premium compensation, both employers and employees have significant investments at stake. 

This guide provides the essential insights you need, whether you’re an employer evaluating a six-figure hire or a professional navigating your next high-stakes career move.

Definition of Probation Period in Switzerland

Article 335b of the Swiss Code of Obligations establishes probationary employment as a mutual assessment period. Employers evaluate new hires’ capabilities, performance, and integration into the company culture, while employees assess whether the position and work environment align with their expectations.

Written employment contracts must explicitly include probation periods for them to be legally enforceable. Without this specification, employees are automatically considered permanent from their first day. The probationary phase starts immediately upon beginning work and concludes through termination by either party, employer confirmation of permanent employment, or reaching the statutory time limit.

When neither employer nor employee terminates the relationship before the probationary period expires, employment automatically converts to permanent status with full Swiss labor law protections. While not legally mandated, many employers provide written notification of this permanent status conversion for documentation purposes.

Contracts must be written in German, French, or Italian – Switzerland’s three official languages.

Lengths of Probationary Periods in Switzerland

Probation periods apply uniformly across all employment levels and industries.

Permanent or Indefinite Contracts

The default notice period is one month for all employees, which may be extended up to three months if agreed in writing. This rule applies equally to regular staff and executive positions.

Fixed-Term or Definite Contracts

There is no automatic probation period required. However, it may be set for up to three months if mutually agreed in writing. The probation period cannot exceed the total contract duration and does not automatically convert into permanent employment.

Additional Notes

  • Probation may be extended only for employee absences due to illness, accident, or mandatory legal obligations.
  • Apprenticeship agreements can include probation periods ranging from one to three months. Extended probation periods up to six months are possible in exceptional circumstances, but require prior approval from the relevant cantonal vocational education and training authority.

Legal Considerations of Probation Periods in Switzerland

Swiss employment law operates under a comprehensive legal framework that governs all aspects of the employment relationship, from contract formation to termination procedures. During probation, both employees and employers must adhere to these statutory provisions and conduct their working relationship based on principles of good faith and mutual respect.

Pay and Working Conditions

The median gross monthly salary is CHF 6,788, though this varies significantly by region. For instance, Zurich and Basel offer CHF 7,000-7,400 monthly, while high-paying sectors like banking and pharmaceuticals often exceed CHF 10,000 monthly.

Switzerland has no national minimum wage; instead, individual cantons set their own rates. Geneva maintains one of the world’s highest at CHF 24.59 per hour, while other cantons rely on collective agreements or have no minimum wage requirements.

The standard workweek is 42 hours for office workers and 45 hours for industrial workers.

Termination and Notice

Either the employer or employee can terminate the contract with seven calendar days’ notice, though employment contracts may specify shorter or longer notice periods through written agreement.

Termination can occur at any time during the probation period, provided the other party receives notice by the final day of the probationary phase. Notice can be given verbally or in writing unless the employment contract requires explicit written notification. Neither party is obligated to provide reasons for termination, though the receiving party may request an explanation.

Vacation / Holidays

Probationary employees receive the same vacation and holiday rights as permanent staff from day one. Vacation entitlement accrues proportionally each month, so an employee working two months earns roughly 3 days from their annual four-week allowance.

Public holidays are automatic—employees receive paid time off for all cantonal holidays without affecting their vacation balance, regardless of how long they’ve been employed.

Benefits of Probation Periods in Switzerland

Switzerland’s probation period framework creates strategic advantages for both companies and employees in the country’s competitive job market.

  • For Employees

Evaluate whether the role, company culture, and management style match their career aspirations and work preferences without long-term commitment.

Access training, mentorship, and skill development opportunities during the initial period to build competencies and workplace confidence.

Experience different responsibilities and discover their professional strengths while maintaining the flexibility to explore other opportunities.

  • For Employers

Observe job performance, work quality, and productivity in real workplace conditions beyond what interviews and references can reveal.

Evaluate how effectively new hires collaborate with existing teams and embrace Swiss business practices and organizational values.

Reduce financial risks from hiring mistakes through streamlined termination procedures, particularly important given Switzerland’s high salary levels and competitive talent market.

Frequently Asked Questions

Though not legally required, most Swiss employers implement a probation period at the start of employment for flexibility in early termination with shorter notice (seven days). The probation period length and terms must be mutually agreed upon and clearly stated in the contract.

In Switzerland, during the probation period, employers can terminate employees "at will," which means they can end the employment relationship without having to provide a reason. However, there are some conditions:

  • The notice period during probation is typically seven days.
  • The employer must provide this notice in writing upon request.
  • Termination without notice (immediate dismissal) is only allowed in cases of serious misconduct.

The typical length of a probationary period in Switzerland is usually between 1 and 3 months.