- Initial consultation: In an initial consultation, we determine the structure, objectives and important components of the employment contract together with you.
- Drafting: Drafting of a customized contract that meets the specific requirements of your company.
- Legal protection: We ensure the employment contract always complies with current legal requirements and that legal risks are minimized.
- One feedback round: The opportunity to discuss and adjust the draft contract in a feedback round with us.
Do you need support with drafting or reviewing employment contracts?
A customized employment contract forms the basis for a successful employer-employee relationship and promotes legal certainty. Our expert advice ensures that your contracts are legally sound, clear and balanced.
What should be considered in employment contracts?
An employment contract governs the relationship between employer and employee. It defines the rights and obligations of both parties and sets out essential points such as salary, working hours, vacation, place of work and notice periods. It is recommended that an employment contract be in writing, although an oral agreement may also be valid. Any applicable special provisions, such as a non-competition clause, conditions during the probationary period or specific agreements for fixed-term contracts, should be included in the contract. A clear employment contract protects both parties and ensures a well-regulated employment relationship. It is important to observe mandatory legal provisions as well as the provisions of any applicable collective labor agreement (“GAV” or “NAV”). A well-thought-out employment contract creates security, prevents misunderstandings and ensures that the conditions for employees and employers are agreed in a fair and transparent manner.
Our Service Packages
Service package 1:
Drafting of employment contracts
CHF 500
(plus VAT)
What can you expect?
How long does it take?
As a rule, 1 week.
Who is it for?
Companies of any size that need legally compliant, customized employment contracts.
What is achieved?
- Clear and transparent employment relationships that avoid misunderstandings between employer and employee.
- Long-term employee loyalty through well-structured and fair employment contracts.
- Strengthening of the employer brand through professional contract drafting.
Service package 2:
Review of existing employment contracts
From CHF 500
(plus VAT)
What can you expect?
- Review of existing contracts: Analysis of existing employment contracts as to legal
certainty and up-to-dateness. - Adjustment: Amendment and expansion of contractual clauses in order to adapt to
changes in operational conditions or legal regulations. - One feedback round: Opportunity to discuss and implement changes and adjustments.
How long does it take?
Depending on the scope, a few days to 2 weeks.
Who is it for?
Companies that need to adapt existing employment contracts to current legal
requirements or operational changes.
What is achieved?
- Legal certainty for both parties thanks to updated contract content.
- Efficient conflict resolution through clear and up-to-date contract conditions.
- Adaptability to changing operational or legal requirements.
Service package 3:
Employment law advice
From CHF 350/hour
(plus VAT)
What can you expect?
- Advice on specific topics: Support in determining probationary periods, compensation, vacation entitlement, notice periods, confidentiality and data protection, non-competition clauses and more.
- In-depth advice: Our advice gives you comprehensive insights into employment law issues.
- Flexibility: Appointments can be arranged flexibly.
How long does it take?
Consultations usually last 1-2 hours and can be arranged within a few days.
Who is it for?
Companies of all sizes as well as employees who require employment law advice or adjustments to their employment contracts.
What is achieved?
- Well-founded decisions through comprehensive insights into employment law issues.
- Individual adaptation of employment contract content to the specific needs of your company.
- Legal protection in complex employment law issues.
How can Vectra Advisors help?
Vectra Advisors are your first choice for drafting and reviewing employment contracts. Vectra Advisors are your first-choice legal experts. Our LAWYERS+ support you quickly and pragmatically with all your legal needs. Let’s talk and get started!
Your contact for this topic:
Book a free, non-binding introductory call with us:
FAQ: Frequently asked questions about employment contracts
An individual employment contract is a written or verbal contract between an employer and an employee. It governs the rights and duties of the employee as well as the terms of employment, such as salary, workplace, working hours and vacation entitlement.
It is important to check the contract carefully before signing it to ensure that all the relevant points, such as public holidays, overtime, working from home and expenses, are clearly regulated. A written contract is recommended because it serves as evidence in the event of a possible legal dispute.
In the case of a fixed-term employment contract, the end of the employment relationship is clearly defined from the outset. Such contracts are particularly relevant for project work or seasonal work. The employer cannot give regular notice of termination to the end of a month, but special rules apply.
It is important that the conditions are set out in writing, including salary, social security and holidays, in order to ensure legal certainty. In Switzerland, it is also important to consult cantonal regulations and any relevant collective labor agreement (“GAV” or “NAV”) to ensure all applicable provisions are taken into account.
The contract must be terminated in due time and, depending on the contract, in writing. The notice period is specified in the employment contract or in another document such as the staff regulations of the company and can vary depending on the agreement. Alternatively, reference can be made to the regulations in the Swiss Code of Obligations (SCO).
Termination usually occurs at the end of the month, subject to a specified notice period, unless other provisions apply. When their employment ends, employees have the right to an employment reference letter that documents their work performance and activities.
An employment contract can be extended by regulations or additions that concern issues such as working from home, expenses or data protection. Companies often provide templates that standardize the terms of employment. Additional provisions such as confidentiality clauses or rules on overtime may be required, especially for employees who work in sensitive areas.
The State Secretariat for Economic Affairs (SECO) provides further information on the legal regulations concerning employment contracts. In addition, the cantonal authorities are an important point of contact for questions regarding standard employment contracts or specific local regulations. These offices help to clarify the rights and obligations of both parties and ensure that employment contracts meet legal requirements.
The termination of an employment contract requires clear rules to protect both parties legally. It is important that the termination is carried out in writing and that all outstanding issues such as salary, vacation entitlement and social security are clarified.
The contract can be terminated by mutual agreement with the consent of both parties, while clear provisions and deadlines must apply in the event of a disagreement. A correct employment reference letter should be issued within a reasonable period of time.
