Swiss hospitality working hours: what the CCNT means for your team schedule

Under the CCNT, the standard working time averages 42 hours per week. Different limits apply to certain categories of establishments:

The Swiss Labour Act sets minimum break requirements based on the length of the working day. Breaks are not optional and should be taken into account when planning shifts.

The minimum breaks are:

As a general rule, employees must receive at least 11 consecutive hours of daily rest between working periods.

This is easy to overlook when preparing a hospitality schedule. An employee who finishes a late closing shift and starts early the next morning may not receive the required rest period.

For adult workers, daily rest may be reduced to eight hours once a week under certain conditions. The average rest period over two weeks must then reach 11 hours. The law also restricts the use of overtime following a reduced rest period.

When checking a schedule, look at the transitions between shifts, not just the length of each working day.

The CCNT generally provides for two rest days per week, subject to the calculation rules set out in the agreement.

Employees are entitled to five weeks of annual leave per year of service. This increases to six weeks for employees under the age of 20.

The CCNT also provides for six paid public holidays per year, subject to the conditions of the agreement, as well as a 13th salary.

The calculation and compensation rules may vary depending on the employee’s situation. If you are unsure, consult the relevant provisions of the CCNT.

Night work and Sunday work are subject to specific rules. As a general rule, the night period runs from 11 p.m. to 6 a.m., subject to adjustments permitted by law.

The hospitality industry benefits from specific provisions for organising work during these periods. However, these provisions do not remove all requirements relating to employee protection, rest periods or compensation.

The rules that apply depend, among other things, on the type and frequency of the work. To determine which authorisations or compensation arrangements apply to a particular situation, consult the relevant official provisions.

The CCNT sets rules for preparing work schedules and making subsequent changes. As a general rule, establishments that operate year-round must prepare schedules in writing, in consultation with employees, two weeks in advance for a two-week period. For qualifying seasonal establishments, the schedule must generally be prepared one week in advance for a one-week period.

Except in emergencies, subsequent changes must be agreed upon by both parties.

For managers, this means that creating a schedule is only part of the job. You also need a clear process for sharing it with the team and handling shift changes, swaps and absences.

Check Article 21 of the CCNT for the precise requirements that apply to your establishment.

Recording working time is an important employer responsibility. Article 46 of the Swiss Labour Act and the relevant provisions of its implementing ordinance set out requirements for documenting and retaining working-time records.

It is important to distinguish between scheduled hours and hours actually worked. Records must document working time in accordance with the applicable rules, including start and end times, breaks and rest days where these details must be recorded.

The required records must be retained for at least five years. Employers must be able to produce them in the event of an inspection.

For a precise list of the information you must record, including any simplified arrangements that may apply, consult the official provisions relevant to your business.