Hospitality Collective Agreement Switzerland (L-GAV): Wages and Rights 2026
Switzerland's hotel, restaurant and catering sector — with over 240,000 direct employees — is regulated by the Landes-Gesamtarbeitsvertrag des Gastgewerbes (L-GAV). This nationally binding collective agreement sets minimum wages by function, weekly working hours, rules on meal and accommodation deductions, and notice period rights. Here is what it means in practice.
The L-GAV has been declared generally binding, which means it applies to all hospitality employers in Switzerland regardless of whether they belong to signatory associations (GastroSuisse or hotelleriesuisse). A hotel receptionist, a restaurant cook or a banquet server working for a small independent establishment has the same baseline rights as an employee at a five-star city hotel. EU-posted workers and cross-border commuters are also covered for the duration of their assignment under Swiss Accompanying Measures (FlaM).
- Minimum wages by function (4 levels) negotiated annually by GastroSuisse and Unia/SEV
- Weekly working hours: 42 hours with annual modulation flexibility
- 13th-month salary mandatory; minimum 5 weeks' annual leave
- Meal and accommodation deductions capped (CHF 3.50/meal, CHF 11.50/night)
- Notice period: 1 month during the first 3 years, 2 months from year 4
Scope of the L-GAV
The L-GAV covers restaurants, hotels, cafeterias, caterers and banquet services in Switzerland. It does not cover integrated company canteens (subject to other agreements), independent self-employed operators, or food services in hospitals and care homes (which have their own conventions). For seasonal workers — particularly in Alpine resorts — a special L-GAV annex provides adaptations on working hours and accommodation. A restaurateur in Lausanne or Zurich engaging a foreign service provider cannot pay below L-GAV minimums — inspections are regular and financial penalties apply.
Minimum wages under the L-GAV 2026
The L-GAV defines 4 qualification levels with corresponding minimum wages (gross monthly amounts, 42 hours/week):
| Level | Profile | Gross monthly salary |
|---|---|---|
| Level 1 | Unskilled employee | CHF 3,770 |
| Level 2 | Qualified employee (CFC or 2 years' experience) | CHF 4,340 |
| Level 3 | Head waiter, receptionist, chef de partie | CHF 4,885 |
| Level 4 | Department head, head chef | CHF 5,650+ |
Note: amounts are revised annually. In the cantons of Geneva and Vaud, cantonal minimums may apply if more favourable. Consult the competent joint commission for updated figures.
Working hours and overtime
The L-GAV sets a standard working week of 42 hours. The sector benefits from significant flexibility through annual modulation: hours worked during peak season can be offset against low-season reductions, within a maximum credit defined by the convention. Hours exceeding the maximum credit must be paid at a 25% supplement. Night work (between 23:00 and 06:00) carries a 20% pay supplement. Sunday and public holiday work is compensated by equivalent rest or, where that is not possible, by a financial allowance. Exact rules vary by cantonal annex.
Meals, accommodation and benefits in kind
When an employer provides meals or accommodation, the L-GAV caps the deductible amounts: CHF 3.50 per meal and CHF 11.50 per night of accommodation. These caps prevent benefits in kind from being used to circumvent minimum wages — a practice that existed before the agreement became generally binding. Deductions above these amounts or deductions that bring pay below L-GAV minimums constitute a breach of the agreement.
Frequently asked questions
Can my employer deduct meals and accommodation from my salary?
Yes, but only up to the L-GAV caps (CHF 3.50 per meal, CHF 11.50 per night). These deductions cannot reduce your salary below L-GAV minimums for your level. If your employer deducts more, or if the deductions bring your pay below the applicable minimum, this is a breach of the agreement. You can file a complaint with the competent cantonal joint commission.
Does the L-GAV apply to apprentices in hospitality?
No. Apprentices are covered by apprenticeship contracts and cantonal apprentice wage scales, not the L-GAV. However, once they complete their CFC and remain in the sector, they are entitled to Level 2 wages. Casual workers and students employed on a short-term basis are subject to the L-GAV — employers cannot pay below the minimum rates on the grounds of short contract duration.
What are the notice periods in the hospitality sector?
The L-GAV provides one month's notice to end-of-month during the first three years of service, and two months from the fourth year. These apply equally to both parties. During illness protection periods (30 days in year 1, up to 90 days from year 6 under the CO), the notice period is suspended — the employer cannot terminate the contract during that period even if notice was given before the sick leave began.