Sick pay Switzerland confuses many small-business owners when they face it for the first time. In early spring, the owner of a cleaning company in Bern called me about her team leader, off sick for five weeks with no end in sight. Sick pay Switzerland follows its own logic: three weeks in the first year, then court-approved scales take over.
Five rules give you a clear picture: the legal basis, the scales by year of service, the three-month requirement, the role of daily allowance insurance, and clean documentation. With these basics in place, you handle every absence calmly and correctly. Planning ahead beats improvising under pressure.
Contents
- 1. Legal basis for continued salary payment
- 2. How long salary continues by year of service
- 3. Certificates, insurance and clean records
- 4. Three mistakes that cost employers money
- 5. Track absences cleanly
Sick pay Switzerland: the legal basis in Article 324a CO
Under Article 324a of the Swiss Code of Obligations, employers must continue paying the full salary when employees cannot work through no fault of their own. The claim starts on the first day of illness, with no waiting days. One condition applies: the employment relationship must have lasted more than three months or have been agreed for more than three months.
The statute itself only fixes the first year precisely: at least three weeks of continued pay. After that, the law speaks of an appropriately longer period, and courts have filled this gap with standardised scales.
The SECO explains these rules in its FAQ on incapacity for work. Sick pay Switzerland therefore depends heavily on years of service.
Continued pay covers more than the base salary. It includes all salary components the employee would have earned without the illness.
Overtime averages and regular allowances count as well. Only genuinely voluntary bonuses fall outside this scope.
Bern, Basel or Zurich scale: how long pay continues
Depending on the canton, courts apply the Bern, Basel or Zurich scale to determine the exact duration. The Bern scale grants one month in the second year of service, two months in the third and fourth year, and three months from the fifth to the ninth year.
Longer service extends the period step by step up to six months. Sick pay Switzerland planning therefore starts with knowing which scale your canton follows.
Each year of service restarts the entitlement, and repeated absences within one year count together. A second illness in the same year does not open a fresh claim. This surprises many employers, so track absence days per year of service rather than per illness.
Part-time staff enjoy the same protection, calculated pro rata on their workload. The three-month threshold and the scales apply exactly as for full-time roles. Sick pay Switzerland thus treats every employment level equally.
Many businesses limit this exposure with collective daily allowance insurance, known locally as Krankentaggeld. The insurer typically pays 80 percent of salary for up to 730 days.
During the agreed waiting period, the employer covers the gap alone. Compare offers carefully, because waiting periods, premium splits and coordination with accident insurance shape the real cost.
Medical certificates and clean absence records
Ask for a medical certificate early in every absence. Swiss employers commonly request one from the third day of illness, and company rules may set even shorter deadlines.
Certificates protect both sides: employees prove their incapacity, and employers gain planning certainty. Store every certificate centrally and record start and end dates precisely.
Consistent Sick pay Switzerland routines also prevent disputes at year end. Note partial incapacity separately, because percentage-based sick leave counts toward the same entitlement. Brief your team leaders so that no absence slips through undocumented.
Remember the link between salary continuation and dismissal protection. While an employee is unfit for work, statutory blocking periods restrict dismissals. Our German guide to continued salary payment during illness walks through the Swiss rules step by step.
For longer absences, stay in respectful contact without pressuring anyone. A brief check-in every few weeks shows appreciation and keeps return planning realistic. Many successful returns start with such simple gestures.
Brief your team leaders on the process twice a year. Everyone should know where certificates go and who tracks absence days. A five-minute reminder prevents most gaps before they happen.
Three mistakes that cost employers money
First, many businesses count each illness as a fresh entitlement. In reality, repeated absences within one year of service share a single Sick pay Switzerland claim. Track absence days per year of service instead.
Second, some employers forget the three-month threshold and pay from the very first day of employment. The law sets this minimum service period for a reason. Check entry dates before approving continued pay.
Third, verbal agreements about extended sick pay create confusion later. Put any top-up promises in writing, with clear limits and end dates. Clear terms protect budgets and relationships alike.
Track absences cleanly with Puveno
Sick pay Switzerland rewards employers who keep tidy records. With the time tracking app from Puveno, employees log illness absences directly on their phones.
Managers see at a glance who has been absent since when and which certificates are still missing. Monthly reports with signatures complete the paper trail for payroll and insurers.
Digital records beat scattered spreadsheets in every audit. Absence histories stay searchable for years, and handovers work even when the responsible person is on holiday. Clean data turns a sensitive topic into a routine process.
Exports in common formats keep auditors and insurers happy without extra work. Access rights ensure that sensitive health data stays visible only to authorised persons. That balance of transparency and privacy matters more every year.
Know the scales, insure the risk, and document every absence. Employers who follow these three steps handle Sick pay Switzerland calmly and correctly. Your payroll process will thank you.
Start this week: review your employment contracts for salary continuation clauses and check your insurance coverage. One afternoon of preparation saves months of uncertainty later. Your future self will thank you.