What you need to know about short-time work
How high is the compensation for short-time work? And who is actually affected? These are the things you need to know about short-time work.
The federal government is making up to 10 billion francs available to safeguard the wages of Swiss employees. A large number of companies have already registered for short-time work – many Swiss employees are already affected. But what is short-time work anyway, and how much pay is there in such a situation? Answers to the most important questions:
How much pay is there for short-time work?
Employees affected by short-time work receive compensation for the loss of work. It amounts to 80 percent of the lost wages. An example: If the workload is reduced by half, one receives 50 percent of the salary plus 80 percent of the cancelled workload. This adds up to 90 percent of the previous wage. With a monthly salary of 4000 francs, this would be 3600 francs.
Where does the money come from?
Short-time work compensation is paid by the unemployment insurance fund. Up to 8 billion francs can be claimed from the unemployment insurance fund.
Who is entitled to compensation?
Employees in a company that has registered for short-time work are generally entitled to compensation. Exceptions are employees in a terminated employment relationship and those who are only employed occasionally or on call. Temporary workers and people with fixed-term, non-terminable employment contracts are also currently not entitled to compensation, although the State Secretariat for Economic Affairs (Seco) is currently examining an amendment to the law in this regard.
Are apprentices also entitled to compensation?
No. Seco cites the fact that the employment relationship is limited in time for apprentices. In addition, the apprenticeship relationship is mainly of a training nature. According to the Unia trade union, the employer must ensure that apprentices are able to keep to their training according to the curriculum and that their wages are paid 100 percent even under the circumstances of short-time work.
What must one do as an employee?
As an employee, you don’t have to do anything yourself. It is up to the employer to notify the canton in writing of short-time work. The employer must obtain the employees’ written consent for short-time work. The canton then checks whether the short-time work is legal and whether it effectively serves to safeguard the job.
Can short-time work be refused?
In principle, the employer cannot dictate short-time work unilaterally. Employees are not forced to sign the written consent. However, since the measure serves to preserve the job, one risks being dismissed if one refuses short-time work.
How long can short-time work last?
Short-time work compensation can be paid for a maximum of twelve months – over a period of two years. A monthly work loss of more than 85 percent can only be credited for four months.