Termination Notice (Kündigungsschreiben)

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.