Employment law
We advise employees and employers alike, but never both in the same matter.
A wrongful dismissal must be objected to in writing before the notice period expires, and court proceedings must then be filed within 180 days of the end of the employment. A forgotten objection closes the door for good.
What we handle most often
- A dismissal you consider wrongful, or notice given during an incapacity for work.
- An employment reference that is incomplete, late or written in code.
- Overtime, holidays and public holidays left unpaid on departure.
- Psychological or sexual harassment, and the employer’s duty of protection.
- Drafting and reviewing contracts, staff regulations and non-competition clauses.
How we work
An honest assessment
We read the contract, the payslips and the email trail, then tell you whether the step is worth taking. Sometimes we advise against proceedings.
Negotiation first
Most files are settled by a termination agreement, faster and cheaper than a trial. We put a figure on the settlement before proposing it.
Court if necessary
Before the Labour Court, proceedings are free of charge up to a value in dispute of CHF 30,000.–. We attend every hearing with you.
Frequently asked questions
Can my employer dismiss me while I am on sick leave?
Am I entitled to compensation if the dismissal is wrongful?
Tool
Check your deadline first
Under Swiss law, most claims are lost for lack of time, not for lack of arguments. Enter the date you received the letter and we will tell you how long you have left.
Indicative calculation based on the date of receipt you enter. Some deadlines are suspended during court holidays or run differently. Have your case checked.