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SR 822.11 + SR 822.111 · Editorial explanation

Working Time and Employee Protection in Switzerland: ArG and ArGV 1

ArG and ArGV 1 are in force; the official consolidations dated 1 September 2023 and 1 September 2024 were reviewed. This is an independently authored overview, not the full text or an official translation.

Key takeaways

Key takeaways

This material explains the official publication without reproducing it and is not an official translation or individual advice. Current legislation, cantonal practice and the facts must be checked before application.

01

The first step is to test ArG scope, sector exclusions and senior-management status; contractual employment law under the CO remains separate.

02

Maximum working time, rest, breaks, night and Sunday work depend on worker category and permits.

03

ArGV 1 supplies definitions, time-recording detail and operational rules.

04

Employers should document actual work organisation and health protection, including remote and cross-border work.

01

Scope, exclusions and classification

ArG sets public-law limits on work and health protection but does not replace CO rules on contract, pay, leave and termination. Before counting hours, the business, workplace and activity, any special regime, the employee's age and possible exclusion are identified. A title alone does not establish senior-management status: actual decision-making authority, responsibility and autonomy matter. An international group should also document the Swiss employer, actual work location and travel pattern.

02

Working time, rest and permits

The federal framework distinguishes categories subject to a 45- or 50-hour weekly maximum, statutory excess hours under ArG and contractual overtime under the CO. Daily rest, breaks, the span of daytime and evening work, and special conditions for night or Sunday work apply additionally. Temporary and regular arrangements can require different permits and justification. Scheduling, time-off or premium compensation and employee consent are tested under the relevant rule; one category's treatment should not be applied across the workforce.

03

Records, health and enforcement

The recording system should reconstruct work periods, breaks, night and Sunday work and exceptions while retaining only necessary personal data and restricting access. Simplified recording is available only when the conditions of the relevant regime are met, not by unilateral employer choice. Risk assessment covers workload, ergonomics, psychosocial factors and remote work. In an inspection, consistency among contracts, schedules, access data, payroll, permits and actual practice matters more than templates.

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Official source

This material explains the official publication without reproducing it and is not an official translation or individual advice. Current legislation, cantonal practice and the facts must be checked before application.

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This material explains the official publication without reproducing it and is not an official translation or individual advice. Current legislation, cantonal practice and the facts must be checked before application.

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