Trial Work Day in Switzerland

Duration and Pay Obligation

A genuine trial work day involves brief tasks to assess mutual suitability. Up to 2–3 days can be conducted unpaid if the primary purpose is assessment (not production). From the 4th day onward, or if the candidate produces genuine economic value, a wage must be paid. This principle is derived from OR Art. 320 (factual employment relationship), if a work obligation exists, a wage obligation follows automatically. Unpaid internships that produce real output are legally precarious regardless of what they are called.

Accident Insurance

Accident insurance must be in place from the very first day of a trial work period. If the employer has organised the trial, they must ensure UVG coverage. If the candidate is referred by a school (apprenticeship assessment / Schnupperpraktikum), the school's accident insurance covers them. Employers who fail to ensure coverage are directly liable for accident costs. The candidate should ask about insurance coverage before attending.

Assessment Internships and Apprenticeships

A Schnupperpraktikum (assessment internship, typically 1–5 days) is a common practice for apprenticeship placements (Berufslehre). These are covered by the school's accident insurance and are not subject to pay obligations within the assessment purpose. For regular employment (Fachkräfte), a trial work day beyond 2–3 days must be compensated. Employers who systematically use unpaid trial periods to get free labour can face claims from former candidates.

Context on the Swiss job market helps frame any career decision in Switzerland. Our gross-to-net salary guide shows what Swiss gross salaries look like after AVS, LPP and tax deductions. The salary negotiation guide covers how to use market data in offer discussions and which arguments work with Swiss recruiters. Our guide to working in Switzerland as a foreigner covers entry conditions, permit categories and practical relocation steps. The work permit guide explains B, C, G and L permit categories and processing timelines. For cross-sector salary benchmarks, the Switzerland salary guide covers all major roles and cities.

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Frequently Asked Questions

Do I have to be paid for a trial work day in Switzerland?

For a genuine 1–2 day assessment, no payment is legally required. From day 3–4 onwards, or if you are doing real productive work, a wage obligation arises under Swiss law. Ask beforehand whether you will be compensated.

Who is responsible for accident insurance during a trial work day?

The company organising the trial must ensure UVG accident coverage. For school-referred apprenticeship assessments, the school covers accidents. Always ask before your first day.

Can an employer refuse to pay for a trial work week claiming it was just assessment?

If you worked a full week performing real tasks, Swiss courts will find an employment relationship exists (OR 320) and order payment of a fair wage. The 'assessment' label does not override actual work performed.

What is the 13th month salary in Switzerland?

The 13th month salary in Switzerland refers to an additional monthly salary paid once a year, typically in December. It is included in annual salary benchmarks as standard: when a Swiss employer quotes CHF 120,000 per year, this normally means 13 monthly payments of approximately CHF 9,231 each, not 12 payments of CHF 10,000. The 13th month is governed by the employment contract or collective agreement (GAV), not by statute. It is subject to social contributions (AHV/ALV) and income tax. Always clarify with a prospective employer whether a quoted annual figure includes or excludes the 13th month.

How do Swiss notice periods work for employment contracts?

Under Swiss law (Code of Obligations, Art. 335c), notice periods during probation (default 1 month, up to 3 months by agreement) are 7 days. After probation, statutory notice periods are: 1 month during the first year, 2 months in years 2 to 9, and 3 months from year 10 onwards. Notice must be given in writing by end of calendar month (or end of the agreed notice period month). Contractual or GAV notice periods can be longer but cannot be shorter than statutory minimums. Protected periods exist (illness, accident, pregnancy) during which termination is suspended or prohibited.