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Employment for airport ground-services staff in Switzerland is governed primarily by the Swiss Code of Obligations, with oversight from cantonal labour inspectorates and the federal State Secretariat for Economic Affairs (SECO). This guide summarises the core rules airport workers should know.
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Working Hours
The statutory maximum working week for industrial and most commercial/technical staff (which includes ground-handling and logistics roles) is 45 hours, though many employers and collective labour agreements set standard hours at 42 per week. Airport shift work is common given round-the-clock flight schedules, and rest periods between shifts are regulated to prevent excessive fatigue.
Overtime
Hours worked beyond the contractual weekly schedule are generally compensated at a premium rate — typically time-and-a-quarter (125%) — unless compensated with equivalent time off, as set out in the employment contract or applicable collective labour agreement.
Annual Leave
| Category | Minimum Entitlement |
|---|---|
| Employees 20 years and older | 4 weeks paid annual leave |
| Employees under 20 | 5 weeks paid annual leave |
Many airport ground-services employers offer leave entitlements at or slightly above these statutory minimums.
Public Holidays
Public holidays are set at the cantonal level rather than nationally, so the exact number and dates vary depending on which canton the airport sits in (Zurich, Geneva or Basel-Stadt/Basel-Landschaft). Airport operations continue on public holidays, so shift staff typically receive a holiday premium or compensatory time off instead of the day itself.
Sick Leave and Insurance
Employers are required to continue paying wages during illness for a period that scales with length of service (commonly following the “Bernese, Basel or Zurich scale” used by courts, depending on canton). Employers must also provide mandatory accident insurance (UVG/LAA), which covers both occupational and, depending on hours worked, non-occupational accidents.
Termination and Notice Periods
| Length of Service | Minimum Notice Period |
|---|---|
| During probation (typically first 1–3 months) | 7 days |
| Year 1–9 of service | 1 month |
| Year 10+ of service | 3 months |
Non-EU/EFTA Considerations
For non-EU/EFTA employees, continued employment is tied to the validity of the L or B work permit; termination or non-renewal of employment can affect permit status, so affected employees should seek guidance from the cantonal migration office promptly if their employment situation changes.
