Lawyer for employment law in Zurich
Unclear about your rights and obligations? Have your employment contract checked.
Employment law – clarity and protection in the employment relationship
Employment law governs the rights and obligations of employees and employers – from the conclusion of contracts to continued payment of wages, working hours, vacations, sickness and dismissal to disputes in court. In everyday life, legal uncertainties can quickly arise in connection with an employment contract that require a lawyer. When can an employment relationship be terminated without notice? Do wages have to continue to be paid in the event of illness or an accident? What to do in the event of bullying, sexual harassment, unfair dismissal or unpaid wages?
In employment law in particular, it is crucial to be aware of deadlines and to act in good time. Spühler Rechtsanwälte AG advises employees and employers on all employment law issues. We provide support in drafting contracts, conflict resolution and representation before arbitration authorities and courts.
FAQ – Frequently asked questions about employment law and employment contracts
No, the law does not require a written form. A verbal or implied employment contract is valid. However, written employment contracts are common and recommended for reasons of proof.
Yes, in the event of illness, either the statutory obligation to continue salary payments (depending on years of service) or daily sickness benefits insurance applies. In the event of an accident, the compulsory accident insurance (UVG) usually takes over.
At least four weeks per year, five weeks for young people under the age of 20. Deviations upwards are possible by contract or CLA, but not downwards.
Only for serious reasons, e.g. theft, violence or a serious breach of trust. A single instance of misconduct is usually not enough.
Dismissals are null and void during certain retention periods (e.g. in the event of illness, accident, pregnancy or military service). In this case, the employment relationship continues as if the notice of termination had never been given.
Only for good cause. Without an extraordinary reason for termination, a fixed-term contract runs until the agreed end date.
Yes, you are entitled to an interim reference or a reference at the end of your employment relationship at any time. It must be benevolent, truthful and complete. If there are any discrepancies, you can request a correction or take legal action.
Those affected should document incidents and seek legal advice. Employers have a duty of care and must take measures.
We examine your claims, assist you in conflicts, represent you before arbitration authorities and courts and support you in settlement negotiations. Contact a lawyer now.