The Swiss work certificate: when and why?
According to the article 330a of the Swiss Code of Obligations (CO), an employee may at any time request a salary certificate, covering the nature as well as length of the employment relationship. This certificate can also include the quality of his work and his conduct.
The work certificate is of crucial importance to the worker, because it proves that he or she has worked for the company. What's more, the work certificate indicates completed tasks and the employee's level of excellence, it is therefore very substantial assets to work in the eyes of the future employer.
Contents of the Swiss work certificate
Shape
First and foremost, the work certificate must be in written form documented in a way that is neutral and consistent with reality. It must include the tasks performed as part of the employee's job. The certificate must be written in the regional language in which it is emitted.
Key elements
For an employment certificate to be valid, it must contain various items of information about the company issuing it, such as..:
- Company name
- Issue date
- Must be titled "Certificate of employment (intermediate)".
- Employee's first name, surname, date of birth and place of origin
- Duration, type of contract (permanent / fixed-term) and activity rate
- Tasks carried out during the reporting period
- Task completion quality
- The employee's attitude and relationship with superiors
- The reason for issuing the certificate (e.g. at the employee's request)
- Confidentiality and non-competition clauses
- Manager's signature and company stamp
Details of employment relationships
The certificate must be truthful, benevolent, comprehensive and uniform, individual and clear.
In this context, the certificate may mention the end of reports of work because of the worker's behaviour, but it must avoid language that could make it difficult for the worker to find work.
The work stoppages with a significant impact on the employment relationship can be reported. inconsequential disease doesn't have to be.
In all cases, the form of the certificate must be clear and direct. There are no hidden messages or disparaging terms, and the employer has a choice of wording.
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Decoding the language of the certificate
It is sometimes possible to miss coded language work certificates. However, you should be aware that a recruiter will be able to decipher your certificate perfectly. That's why it's essential to know the terms commonly used to give a level of satisfaction to an employee's work.
Employers often use the terms "satisfied" and "very satisfied", as well as "always", "as a rule", "entirely", etc. These words are important because they are considered a satisfaction scale.
Example of a Swiss work certificate
Model Swiss work certificate
Download in WORD format
Download our Word template and modify it as you wish, free of charge.
Download in PDF format
Download our template in PDF format.
Frequently Asked Questions
How do I obtain a work certificate?
To obtain a work certificate, the employee must make a request with your employer. This request can be made in writing or orally. The employer is then required to prepare and issue the work certificate as soon as possible.
When should I submit my work certificate in Switzerland?
In Switzerland, the Swiss work certificate must be given to the employee. on requestThis document is issued by the employer to the employee, either during the period of employment (interim certificate) or at the end of the employment relationship (end-of-contract certificate). It is important to provide this document promptly to facilitate the employee's job search.
Do I have to provide a work certificate?
Yes, in Switzerland it is compulsory for employers to provide a work certificate when an employee requests one. According to thearticle 330a of the Swiss Code of Obligations (CO). Every employee has the right to request a work certificate at any time during and at the end of the employment relationship.
What does a negative work certificate look like?
An employment certificate can contain negative elements, but these must be formulated in a respectful and factual manner. For example, recruiters often use terms such as " satisfactory" or " as a general rule" .
