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Short-time work is given in the case of a temporary reduction or cessation of work in a business. This page tells you what you need to know as an employee.
To protect jobs, companies can temporarily reduce or eliminate employees‘ working hours.
Employers must notify the canton in writing of their intention to apply short-time work at least 10 days prior to implementation. Employees do not need to take any specific steps. The canton checks to make sure the short-time work is lawful and determines whether it is really conducive to protecting jobs.
The employer must obtain written consent from the employees for short-time work. They have the right to reject short-time work, 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 wages are the wages from which AHV contributions were deducted. The 13th months’ pay is included, while work-related expenses are not.)
|A. Short-term work 50%||
50% of the wage from the employer
80% of 50% (compensation for short-time work)
plus child and education allowances, as without short-time work.
In comparison with unemployment
||80% von 7,810.-||Total 6,248.-||
plus child and education allowances per day according to cantonal rules, provided no one else is entitled to these allowances.
Short-time work has no impact on the period of entitlement to unemployment benefits. Following a period of short-time work, unemployment benefits will be based on normal wages.
Short-time work has no impact on social insurance contributions. Employers and employees must continue to pay full contributions.
Employees who lose full or half days of work are required to accept any temporary work assigned by the Cantonal Office for Unemployment Insurance (KAST).
If you have any questions regarding calculations and benefits, contact the unemployment office responsible for short-time work in your company (your employer will provide you with this information).
Both employers and employees may terminate the employment contract during a short-time work period, subject to the applicable notice periods. Employers must pay employees full wages for the duration of the notice period, regardless whether full employment is available or not.