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Employees can be asked to reduce their working hours if a business temporarily has too little or no work. This page tells you what you need to know as an employee.
To protect jobs, companies can temporarily reduce or cancel employees’ working hours.
Employers must notify the canton in writing of their intention to introduce reduced working hours at least 10 days prior to doing so. Employees do not need to take any specific steps. The canton checks to make sure reduced working hours are lawful and determines whether they are conducive to protecting jobs.
The employer must obtain written consent that employees are willing to work reduced hours. Employees have the right to refuse to do so, in which case the employer must continue to pay full wages, as specified in the employment contract.
Engineer, 1 child eligible for benefits
Insured income: CHF 7,810
(Broadly speaking, insured income is the amount from which AHV contributions are deducted. The 13th month’s pay is included, while work-related expenses are not.)
|A. Short-term work 50% working hours||
50% of the wage from the employer
80% of 50% (compensation for reduced hours)
plus child and education allowances, as when working full hours.
In comparison with unemployment
||80% von 7,810.-||Total 6,248.-||
plus child and education allowances per day according to cantonal rules, provided the other parent is not able to claim these allowances.
Working reduced hours has no impact on the period of entitlement to unemployment benefits. Following a period of reduced working hours, unemployment benefits are based on normal wages.
Working reduced hours has no impact on social insurance contributions. Employers and employees must continue to pay full contributions.
Both employers and employees may terminate the employment contract during a period of reduced working hours subject to the applicable notice periods. Employers must pay employees full wages for the duration of the notice period, regardless of whether full employment is available or not.