Switzerland
ILO Convention on Decent Work in the Platform Economy
Impact date: 12 June 2026
On 12 June 2026, the 114th International Labour Conference in Geneva adopted the Convention on Decent Work in the Platform Economy, the first binding international standard addressing platform work. The Swiss tripartite delegation participated in the negotiations. The Convention guarantees minimum protections for platform workers, including transparency requirements for automated management systems, fair working conditions, and access to social protection. Switzerland's ratification timeline remains to be determined.
Employer implications/action needed Employers using platform-based work arrangements should monitor Switzerland's ratification process and consider reviewing current platform worker engagement models for alignment with the Convention's principles.
Employer risk Although no immediate domestic obligation arises, the Convention signals a global regulatory trend towards enhanced platform worker protections that may influence Swiss legislative developments.
Link ILO website
Abusive dismissal (case law)
Impact date: 19 June 2026
The Federal Supreme Court has clarified the procedural requirements for challenging an allegedly abusive (unfair) dismissal. The Court held that the employee must assert and prove during the initial (first-instance) court proceedings that they submitted a written objection to the dismissal before the expiry of the notice period. If the employee fails to raise and prove this point in the first-instance proceedings, they may lose the right to pursue the claim.
Employer implications/action needed Employers should ensure that any written objection to a dismissal received from an employee is properly documented and date-stamped. Maintaining clear records of when any objection is received may be important in subsequent litigation. Where no timely written objection has been received, employers may be able to argue that the employee has forfeited the right to bring an abusive dismissal claim.
Employer risk Employers that do not keep adequate records of employee objections to dismissals may find it more difficult to rely on procedural defenses in later proceedings.
Heatwave - Exceptional measures for outdoor work in Geneva
Impact date: 10 - 14 July 2026
In July 2026, the Geneva Cantonal Labour Inspection Office (OCIRT) ordered exceptional measures in response to an intense heatwave, with temperatures forecast to reach 36–37°C.
Outdoor work activities directly exposed to sunlight were required to stop each day from 13:00 until sunset. For essential outdoor work that could not be suspended, employers were required either to implement a work-rest regime consisting of a maximum of 15 minutes of work in the sun followed by 45 minutes of recovery in the shade, or to operate under an equivalent protection plan approved in advance by OCIRT.
Employer implications/action needed Employers with outdoor workers in Geneva must be prepared to comply with OCIRT's emergency heatwave measures, which may be activated at short notice. They should implement organizational measures (work rotation, shade provision, hydration protocols) and consider using the MeteoAtWork application recommended by OCIRT to monitor conditions.
Employer risk Failure to comply with emergency heatwave orders may expose employers to enforcement action and liability for health and safety breaches. Employers may also face operational disruption if work must be suspended during periods of extreme heat.
Harmonisation of parental benefits
Impact date: Federal Council decision of 26 August 2026; entry into force on 1 July 2027
The Swiss Federal Council has confirmed that amendments to the Federal Act on Income Compensation (EOG) will come into force on 1 July 2027. The reforms are intended to harmonize parental benefits across different groups of beneficiaries. Key measures include: (i) extending operating-cost and childcare-cost allowances to all parents receiving benefits under the income-compensation scheme; (ii) preserving the other parent's entitlement to benefits and leave where a child is stillborn or dies within 14 days of birth; and (iii) extending entitlement to a care allowance where a child is hospitalized for at least four consecutive days.
Employer implications/action needed Employers should review and update HR, payroll systems and leave management processes and policies to accommodate the expanded benefits from 1 July 2027. Staff communications and policies should reflect the new entitlements, particularly regarding maternity benefit extensions and the expanded circumstances in which a care allowance may be available.
Employer risk Failure to administer the extended benefits correctly could result in underpayment of statutory entitlements and employee claims.
Automatic exchange of salary data - Cross-border telework (France/Italy)
Impact date: 1 January 2027
The Federal Council has confirmed that the Federal Act on the International Automatic Exchange of Information on Salary Data will come into into force with effect from 1 January 2027.
The Act provides the legal basis for the automatic and reciprocal exchange of salary data between Switzerland and France and Italy for tax purposes. It also establishes the domestic framework for the collection and transmission of the relevant information within Switzerland, including the exchange of salary data between the cantonal tax authorities and the Swiss Federal Tax Administration (FTA).
Employer implications/action needed Employers with cross-border employees working remotely from France or Italy should ensure their payroll and tax reporting systems are prepared for automatic salary data exchange from 1 January 2027.
Employer risk Failure to comply with reporting requirements under the new framework may result in regulatory scrutiny, penalties for non-compliance and potential tax reassessments where cross-border employment income has been reported incorrectly.
Link Federal Council Websitex
Extension of the maximum duration of compensation for reduced working hours (“RHT”)
Impact date: Currently applicable until 31 January 2027
Reduced working hours arise where an employer temporarily reduces employees' working hours, either in full or in part, due to economic or operational circumstances, while maintaining the employment relationship. The Federal Council has decided to extend the maximum period during which employers and employees may benefit from reduced working hours compensation. Rather than reverting to the standard entitlement period of 12 months, the current maximum entitlement period of 24 months will remain in effect until 31 January 2027.
Employer implications/action needed Employers making use of the reduced working hours scheme should ensure that they maintain accurate and comprehensive working-time records for affected employees. This includes records of hours worked, overtime, working hours lost due to economic circumstances, and all other absences, such as annual leave, sickness absence, accident-related absence and military service. Appropriate record-keeping is essential to support claims for compensation and to demonstrate compliance with the scheme's requirements.
Employer risk Employers that fail to maintain adequate working-time records may face difficulties claiming or retaining compensation under the reduced working hours scheme and could be exposed to repayment demands or disputes regarding eligibility.
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