Part-time, home office and flexible working hours: What is allowed?
In today's world of work, flexibility and reconciliation of work and private life are very popular. But what is labor law really allowed in Switzerland when it comes to parttime work, Home office and flexible working hours goes? This article provides you with clear answers to common questions and explains what companies and employees need to pay attention to.
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1. Parttime work: What applies under Swiss employment law?
parttime work exists when the contractually agreed working time is less than normal full-time — e.g. 60% or 80%. According to Schweizer labor law Is part-time employment generally permitted, provided that the conditions are clearly regulated in the employment contract.
Key points:
- Parttime workers may not discriminated become (principle of equal treatment).
- Entitlement to vacations and Continued payment of wages in the event of illness exist in proportion to working time.
- overtime must be fairly compensated even if you work part-time, unless otherwise agreed in the contract.
2. Working from home in Switzerland: rights and obligations
Since the pandemic at the latest, Home office standard in many industries. But what does Swiss employment law say about this?
Legislative framework:
- It consists no general claim on home office.
- If home office is agreed, must Working hours, availability and data protection be regulated in writing.
- Employers are responsible for workplace equipmentunless otherwise stated in the contract.
- Accident insurance also applies when working from home — but only during work-related activities.
3. Flexible working hours — how far can you go?
Flexible working time models Such as flexitime or annual working hours offer advantages for both sides — but only if clear rules apply.
Requirements:
- Flexitime must be in Employment contract or personnel regulations be defined.
- Die maximum daily working time (usually 9-10 hours) must not be exceeded.
- rest periods and Statutory breaks must be respected (e.g. 11 hours of rest between two working days).
Conclusion: Flexibility with a legal basis
Part-time, home office and flexible working time models are possible — but only with a solid legal framework. A well-drafted employment contract is crucial to avoid misunderstandings and conflicts.
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