Employment Law and Labour Law

A one-day repair, installation, IT intervention or client-site handover in Switzerland can still create immigration and posted-worker compliance risk. Short duration, foreign payroll, an intra-group context or an online notification confirmation does not, by itself, make the assignment safe. The route should be assessed before travel.

CONVINUS Global Mobility Alert 18.2026 provides critical updates on immigration and employment regulations affecting international workforce management. This edition covers Peru's immigration office closures causing biometric processing delays, Saudi Arabia's new Nitaqat contract submission requirements, and essential best practices for managing health and safety considerations for field service employees working on-site.

Field service employees operate in environments that extend beyond the traditional workplace, often traveling across regions, jurisdictions, and even international borders. As a result, the legal aspects surrounding their employment are more complex than those for office-based staff.

CONVINUS provides comprehensive global mobility alerts and newsletters covering international workforce management, immigration updates, and cross-border employment regulations. These resources deliver timely insights on visa requirements, tax implications, and compliance matters affecting multinational organizations and their mobile employees across various jurisdictions.

A business may want a non-EU/EFTA candidate or assignee in Switzerland by a fixed date, but the Swiss immigration timetable does not run from contract signature. For quota-sensitive cases, employers should work backwards from the correct route, quota position, competent canton, evidence package, approval sequence and any visa or registration step.

Die Sommerzeit bringt nicht nur Ferien, sondern oft auch Diskussionen zwischen Arbeitgebenden und Arbeitnehmenden über Ferienansprüche. Dr. Urs Marti klärt die wichtigsten rechtlichen Regelungen rund um Ferienplanung, Feriensperren, Krankheit während der Ferien und den Umgang mit Ferienguthaben auf.

The global Employer of Record market is projected to more than double by 2031, yet many organisations default to EOR solutions without exploring alternatives. This analysis examines when EOR services are genuinely necessary versus when direct foreign employment or payroll providers offer equally compliant but more cost-effective solutions across different jurisdictions.

Public perception often associates sensitive terminations primarily with terminations with immediate effect under Articles 337 et seq. Swiss Code of Obligations (CO) or abusive terminations under Article 336 CO. These are the best known examples in practice. They also quite often lead to court proceedings.

When employees resign to join competitors, employers face critical decisions about client communication, data protection, and legal boundaries. This analysis examines the delicate balance between legitimate business interests and employee rights during sensitive departures, exploring the legal frameworks governing competitive moves and data handling obligations.

Labour and Employment Comparative Guide for the jurisdiction of Switzerland, check out our comparative guides section to compare across multiple countries

In its decision dated 7 July 2025, the Swiss Federal Supreme Court addressed the requirements for an objection against a wrongful termination (Art. 336b CO).

Terminations present legal challenges for employers: Deadlines, formal requirements, protection rules, and risks such as wrongful termination must be considered.