Reference Letters in Switzerland
Switzerland uses two types of professional references: the mandatory Arbeitszeugnis (work reference) from every employer, and the optional Referenzschreiben (reference letter) or verbal reference. Understanding both is essential for both applicants and employers.
- Swiss employment law explained for international professionals
- Legal basis, practical advice and what to do
- Relevant for expats, cross-border workers and newcomers
The Arbeitszeugnis (Mandatory Work Reference)
Every employee in Switzerland is entitled to an Arbeitszeugnis on request (Art. 330a CO), at any point during or after employment. The reference must be: truthful (factually accurate), complete (covering all main activities), benevolent (no unnecessary harm to re-employment prospects), and clear (no hidden negative language). In practice, Swiss Arbeitszeugnisse are written in coded language, even a good one has established phrasing. 'We always worked with full satisfaction' is positive. 'We worked with satisfaction' is average. 'We noted that she tried hard' is damaging.
The Referenzschreiben (Optional Reference Letter)
A Referenzschreiben is a voluntary letter from a colleague, client, or supervisor, comparable to the Anglo-American reference letter. It is not legally required but increasingly used in international environments. Unlike the Arbeitszeugnis, it is not governed by the benevolence requirement and can be more personalized. Always ask the reference person in advance and provide context about the role you are applying for. Most Swiss HR processes still prioritize Arbeitszeugnisse over Referenzschreiben for Swiss applications.
Verbal References and Employer Liability
Swiss employers giving verbal references must be truthful but benevolent. Giving a negative reference that materially harms the applicant, without factual basis, can lead to liability for damages under CO Art. 41 or 49. Employers who give overly positive references (hiding serious misconduct) can be liable to the new employer if harm results. Best practice: verbal references should stick to facts and periods of employment, personality assessments should be given carefully.
Frequently Asked Questions
When should I request an Arbeitszeugnis?
Request it as soon as you leave a job, memories fade and the process takes time. You can also request a Zwischenzeugnis (interim reference) at any point during employment, e.g. when applying for internal promotions or external positions.
Can I dispute a negative Arbeitszeugnis?
Yes. If the reference is factually wrong or uses hidden negative language, you can ask the employer to amend it. If they refuse, you can file a civil claim, courts regularly order amendments to misleading or incomplete Arbeitszeugnisse.
Can employers check references without my permission?
Employers are expected to ask for your permission before contacting references. Contacting current employers without permission can constitute a privacy violation (nDSG) and may damage your current employment relationship. Reference checks should only happen at a late stage of the hiring process.
Swiss Code of Obligations (CO Art. 335 ff.) · SECO · admin.ch