What the Code of Obligations says
Article 334 of the Swiss Code of Obligations provides that a fixed-term contract ends without notice on its expiry date. If it tacitly continues beyond that date, it becomes an open-ended contract with the ordinary notice periods.
Ending a fixed-term contract early
Unless the contract contains a written early termination clause, neither employer nor employee can end a fixed-term contract before its term, except for good cause. Rereading this clause before signing with an employer in Vaud or Zurich avoids many disputes.
Where fixed-term jobs are found in Switzerland
Cantonal hospitals cover fourteen-week maternity leaves, universities hire project assistants, and cantonal administrations advertise posts limited to one year. Swiss healthcare institutions remain by far the largest source of replacement positions across the country.
Fixed-term, temping and seasonal: three formats
A fixed-term contract is signed directly with the employer, whereas an assignment goes through an agency subject to the staff leasing CCT (collective labour agreement). Temporary agency work in Switzerland and seasonal contracts in resorts therefore follow different pay rules.
L permit for contracts under one year
An EU or EFTA national hired for three months to one year usually receives a short-term L permit matching the contract. For under three months, online notification is enough; non-EU nationals depend on restricted quotas.
Occupational pension after three months
A contract limited to three months or less is not subject to compulsory LPP pension coverage. If a Geneva employer extends the assignment beyond that, pension fund membership starts from the extension; check this on your payslip.
Sick pay on a fixed-term contract
The right to salary during illness, under article 324a of the Code of Obligations, applies to contracts concluded for more than three months. Many employers cover this risk through loss-of-earnings insurance, whose conditions appear in the internal regulations.
Pro rata holidays and overtime
A fixed-term employee is entitled to at least four weeks of holiday per year, five up to age 20, calculated pro rata. Holidays not taken by the end date are paid out, which is worth reminding HR about before your last day.
Chain contracts and reclassification
Stringing together successive fixed-term contracts without an objective reason can be judged abusive by labour courts, particularly in Geneva and Vaud. The employee can then invoke the dismissal protection that applies to open-ended contracts.
Unemployment benefits when a limited contract ends
You need at least twelve months of contributions in the previous two years to open a benefit period with unemployment insurance. Registering with the ORP and Swiss unemployment insurance is best done before the contract ends, to avoid suspension days.
Turning a replacement into a permanent job
In SMEs in French-speaking Switzerland, a fixed-term contract often serves as an extended observation period. Asking for a mid-term review, obtaining an interim employment reference and signalling interest in a permanent post all improve the chances of being kept on.
Negotiating pay for a temporary role
A fixed-term contract does not allow pay below the sector CCT minimum or the cantonal minimum wage in force in Neuchâtel, Jura, Ticino, Basel-Stadt or Geneva. The limited duration can sometimes even justify an end-of-assignment bonus.
Securing a fixed-term job in Switzerland step by step
- Look for ads mentioning fixed-term, replacement or project in hospitals, universities, cantonal administrations and large companies.
- Adapt your Swiss CV with photo to show immediate availability and successful short assignments, backed by employment references.
- Check the contract for the end date, any early termination clause, gross salary and the applicable CCT.
- As a European, let the employer notify an assignment under three months or apply for the L permit at the cantonal office.
- Three months before the end date, discuss an extension or a permanent post, then register with the ORP if nothing is confirmed.
- Ask for a full employment reference at the end of the contract, essential for your next Swiss application.
Pay and deductions on a limited-term contract
| Item | Benchmark | Note |
|---|---|---|
| Geneva minimum wage | CHF 24.59 gross per hour in 2026 (indicative) | Neuchâtel, Jura, Ticino and Basel-Stadt also have a cantonal floor |
| Sector wage | Minimum set by the applicable CCT | Construction, hotels and restaurants, cleaning, staff leasing |
| LPP | Not compulsory for three months or less | Membership from any extension beyond three months |
| AVS/AI/APG and unemployment | Deducted from every salary, even short ones | Months contributed count towards the benefit period |
| Untaken holidays | Paid at the end of the contract | Four weeks per year pro rata, five under age 20 |
Documents to provide for a fixed-term role
- Swiss-format CV with photo and cover letter stating your availability
- Employment references from previous jobs, including short ones
- Diplomas and recognition for regulated professions
- ID and a valid permit or L permit application
- AVS number and bank details
- Criminal record extract for public sector posts or work with children
Mistakes that cost you on a fixed-term contract
- Signing without checking the early termination clause, then discovering you cannot leave for a better offer before the end date.
- Waiting until the last day of the contract to register with the ORP, which can lead to days of suspended unemployment benefits.
- Accepting an hourly wage below the cantonal or CCT minimum because the job is only temporary.
- Leaving without a written employment reference, when Swiss recruiters examine every period of your career, even a few months.
- Starting an assignment of more than three months before the employer has obtained the L permit or filed the notification.
Fixed-term contracts in Switzerland: your questions
Must a Swiss fixed-term contract be in writing?
The law does not always require written form, but a written contract is strongly advised to prove the end date and conditions. Cantonal administrations, hospitals and agencies always issue a signed contract stating the expiry date.
Can you have several fixed-term contracts with the same employer?
Yes, if each renewal rests on an objective reason, such as a new research project or another replacement. A succession without justification can be reclassified by labour courts as an open-ended employment relationship.
Is a six-month fixed-term contract enough to claim unemployment benefits?
Not on its own: you need twelve months of contributions over the last two years. Six months in Switzerland can, however, be added to other Swiss jobs, or even aggregated European periods, depending on the unemployment fund's assessment.
Is there a probation period in a fixed-term contract?
It can be provided for in writing in the contract or the applicable CCT. Check its length and termination conditions, as it remains one of the few windows for leaving a fixed-term job quickly.