Construction Collective Agreement Switzerland (LMV): Wages and Rights 2026
Switzerland's construction sector is governed by one of the country's most comprehensive collective labour agreements. The Landesmantelvertrag (LMV) sets mandatory minimum wages, longer-than-statutory notice periods, early retirement at 60 through the PaBK fund, and bad-weather compensation. It applies to all employers in the main construction sector regardless of association membership.
The LMV (Landesmantelvertrag) has been declared generally binding by the Federal Council, which means it covers every employer operating in the main construction sector — large firms like Implenia or Marti and five-person subcontractors alike. A bricklayer, formwork carpenter or reinforcement worker benefits from the same baseline rights. EU-posted workers and cross-border commuters working on Swiss construction sites are also subject to the LMV for the duration of their assignment, a key protection under the Swiss Accompanying Measures (FlaM) against wage dumping.
- Minimum wages by grade (Class A to F) according to qualification and seniority — renegotiated annually
- Notice period: 1 month during the first 5 years, 2 months thereafter (above CO statutory minimum)
- Mandatory early retirement at 60 (PaBK) for workers with sufficient contributions
- Bad-weather pay: 80% of gross wage maintained during weather-related work stoppages
- 13th-month salary mandatory; minimum 5 weeks' annual leave
Who is covered by the LMV?
The LMV covers the main construction sector: structural work, civil engineering, road laying, earthworks, demolition, masonry and reinforced concrete. It does not cover finishing trades (electricians, plumbers, painters, tilers) which have their own sectoral agreements. To verify whether your employer is subject to the LMV, check whether their primary business falls under construction in the broad sense. The National Joint Commission for Construction (CPNB/LAKO) maintains a register and can confirm coverage on request.
Minimum wages in Swiss construction 2026
The LMV defines wage grades according to qualification. Amounts are negotiated annually between the Swiss Contractors' Association (SBV/SSE) and the Unia trade union. Principal grades for 2026 (gross monthly salary, 41.5 hours/week):
| Grade | Profile | Gross monthly salary |
|---|---|---|
| Class A | Unskilled worker | CHF 4,970 |
| Class B | Skilled worker (CFC or equivalent) | CHF 5,580 |
| Class C | Specialist / team leader | CHF 6,050 |
| Class D–F | Foreman / site supervisor | CHF 6,500 – 8,000+ |
Note: exact amounts vary with annual negotiations and region. Consult CPNB/LAKO circulars for updated figures.
Notice periods in the construction sector
The LMV provides more favourable notice periods than the Code of Obligations baseline. During the first 5 years of service: 1 month's notice to end-of-month. From the 6th year onwards: 2 months' notice to end-of-month. These periods apply equally to both employer and employee, protecting workers in a sector with significant seasonal precarity. During weather-related work stoppages, the contract is not suspended: the bad-weather fund pays 80% of the gross wage.
Early retirement at 60 (PaBK)
One of the LMV's most distinctive features is the construction sector early retirement scheme (Pensionskasse Bau — PaBK). Workers who have contributed sufficiently can retire at 60 — five years before the standard AHV retirement age. This provision acknowledges the physical demands of construction work. The pension is jointly financed by employer and employee contributions through the paritarily managed PaBK foundation. Eligibility requires at least 20 years of contributions in the construction sector and no gainful employment after 60.
Other key entitlements under the LMV
The 13th-month salary is mandatory in construction — paid in December or prorated on departure. Annual leave is a minimum of 5 weeks (25 working days), with a 6th week from age 50. Commuting costs between home and site are reimbursed by the employer according to defined scales. If the assignment requires overnight stays away from home, the employer must cover accommodation costs or pay a daily allowance.
Frequently asked questions
Does the LMV apply to agency workers in construction?
Yes. Agency workers placed on construction sites covered by the LMV must receive wages at least equivalent to LMV rates for the duration of the assignment. The temporary work collective agreement also requires working conditions to be aligned with the user sector's CBA, which limits wage dumping through agency staffing in construction. Agencies that fail to comply are exposed to fines from the joint commissions.
What can I do if my employer does not comply with the LMV?
The National Joint Commission for Construction (CPNB/LAKO) is the enforcement body. It can carry out site inspections, check payslips and issue fines. In parallel, you can file a complaint with the cantonal labour inspectorate. Unia, the main construction trade union, provides free legal support to affiliated workers pursuing wage claims.
What is the difference between the LMV and a cantonal construction agreement?
The LMV is a national agreement binding across the whole main construction sector. Some cantons have supplementary agreements with more generous conditions — notably Geneva, Vaud and Zurich. Where both apply, the more favourable agreement for the worker always prevails. Workers in German-speaking Switzerland should check both the LMV and any applicable cantonal agreement, particularly for minimum wages which may differ.