Written notice of termination of employment — Swiss law allows an oral notice, but written form is the standard for evidentiary purposes; this template flags the mandatory blocked periods (Sperrfristen, art. 336c OR) and the risk of an abusive dismissal claim (art. 336 OR) before the letter is sent.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
TERMINATION NOTICE (KÜNDIGUNGSSCHREIBEN) (Code of Obligations "OR"/"CO" articles 335–336c)
Employer name Employer address
To: Employee name, "Position" Date: Letter date
1. NOTICE OF TERMINATION 1.1. This is a notice of termination given by the Notice given by. 1.2. Swiss law does not require notice to be in writing (an oral notice is legally valid), but a written notice is the standard and strongly recommended way of proving both that notice was given and its date.
2. NOTICE PERIOD 2.1. Length of service: Length of service. 2.2. Applicable notice schedule: Applicable notice schedule. Statutory minimum periods under art. 335c OR are: 7 days during the probation period; 1 month during the 1st year of service; 2 months from the 2nd to the 9th year; 3 months from the 10th year onward — all running, unless otherwise agreed, to the end of a calendar month. The L-GAV sets 14 days during its own 14-day probation period, then its own schedule by seniority for hospitality employees. 2.3. Employment ends on: Effective end date.
3. BLOCKED PERIODS (SPERRFRISTEN, ART. 336c OR) 3.1. Blocked-period (Sperrfrist) check 3.2. ⚠️ A notice given by the Employer during a Sperrfrist (illness/accident absence — 30/90/180 days depending on years of service; pregnancy and the 16 weeks after childbirth; compulsory Swiss military/civil/protection service, in some cases) is void (nichtig), not merely voidable — it must be given again after the blocked period ends.
4. ABUSIVE DISMISSAL (ART. 336 OR) 4.1. A dismissal given for a reason listed in art. 336 OR as abusive (missbräuchlich) — e.g. because of a personal characteristic not related to the employment relationship, because the employee exercised a constitutional right, or in bad faith to avoid claims that would otherwise fall due — exposes the Employer to a compensation claim of up to 6 months' salary, on top of any other claim.
5. REASON FOR TERMINATION 5.1. Reason for termination, if requested 5.2. Either party may request the reason for termination in writing (art. 335 para. 2 OR); the other party must then provide it in writing.
Signed: ______________ / Signed by /
Received by: ______________ / Employee name / Date: ______________
— — — ⚠️ This is a boilerplate template, not legal advice. Swiss employment, consumer-protection, data-protection, and food-safety law (Code of Obligations "OR"/"CO", L-GAV/CCNT für das Gastgewerbe, Arbeitsgesetz "ArG"/ArGV 1, Datenschutzgesetz "DSG" 2023, LMG/LGV) includes significant cantonal variation (minimum wages, Meldeschein/guest-registration forms, Kurtaxe rates, Spesenreglement approval, hygiene guidance, alcohol age limits) and the L-GAV minimum-wage figures are re-indexed every year — have this document reviewed and adapted by a Swiss employment/legal advisor and verified against your canton before use. Where a German-, French- or Italian-language version of this document is also used, that version prevails in case of conflict.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
Notice runs to the end of a month unless otherwise agreed
If formally requested by the other party, reasons must be given in writing per art. 335 OR
6 of 12 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.