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A Termination Letter is a formal written notice that ends an employment relationship in Switzerland. It must clearly state the termination date, follow Swiss Code of Obligations requirements, and respect contractual notice periods. Most Swiss employers deliver these letters by registered mail to ensure proper documentation.

The letter protects both parties by creating a clear record of when and how employment ends. It should include key details like final salary arrangements, remaining vacation days, and the return of company property. Swiss law requires specific wording and timing - for example, termination notices must arrive before the notice period begins, typically at the end of a month.

Use a Termination Letter when ending any employment relationship in Switzerland, even if the separation seems amicable. The Swiss Code of Obligations requires written notice for all employment terminations - both immediate dismissals and regular notice periods. This formal step protects your organization from potential disputes about termination timing or conditions.

Send the Termination Letter through registered mail at least one month before the intended end date (or longer, depending on the contract). Key moments to prepare one include performance-based dismissals, redundancies, or when an employee violates workplace policies. During probationary periods, shorter notice requirements apply, but the letter remains mandatory.

• Agreement Termination Letter: Used for ending general business agreements, with flexible notice periods and customizable terms
• Contract Cancellation Letter: Focused on immediate or early contract termination, often citing specific breach conditions
• Tenant Lease Termination Letter: Specifically structured for ending residential tenancies under Swiss tenancy law
• End Of Lease Letter: For natural lease conclusions, including property condition and deposit return details
• End Of Tenancy Letter: Detailed version covering move-out procedures and final settlement terms

• Employers: Draft and issue Termination Letters to end employment relationships legally under Swiss labor law
• HR Managers: Prepare documentation, ensure compliance with notice periods, and manage the termination process
• Legal Counsel: Review letters for compliance with Swiss Code of Obligations and advise on complex terminations
• Employees: Receive the formal notice and must acknowledge its receipt, often via registered mail
• Labor Courts: Reference these documents when resolving employment disputes or wrongful termination claims
• Union Representatives: May review terminations for collective agreement compliance and worker protection

• Employee Details: Gather full name, position, start date, and employee ID from personnel files
• Contract Review: Check employment agreement for specific notice periods and termination conditions
• Termination Date: Calculate the official end date considering Swiss notice period requirements
• Reason Documentation: Compile performance records or incident reports if termination is performance-based
• Final Arrangements: List outstanding vacation days, bonus payments, and company property returns
• Delivery Method: Prepare for registered mail delivery to ensure proper documentation
• Document Generation: Use our platform to create a legally compliant letter that includes all required elements

• Header Information: Company letterhead, date, recipient's full details, and registered address
• Clear Statement: Explicit declaration of employment termination with specific end date
• Notice Period: Confirmation of statutory or contractual notice period compliance
• Final Payments: Details of salary, pro-rated bonus, and vacation compensation
• Company Property: List of items to be returned before last working day
• Non-Compete: Reference to any post-employment restrictions from original contract
• Signature Block: Space for both employer and employee signatures with dates
• Legal References: Relevant articles from Swiss Code of Obligations

A Termination Letter differs significantly from an Disciplinary Letter in both purpose and legal effect under Swiss employment law. While both documents address workplace issues, they serve distinct functions in managing employee relations.

• Purpose: Termination Letters end employment relationships definitively, while Disciplinary Letters aim to correct behavior and maintain employment
• Timing: Disciplinary Letters typically precede termination and offer improvement opportunities; Termination Letters mark a final decision
• Legal Requirements: Termination Letters must follow strict Swiss notice periods and format requirements; Disciplinary Letters have more flexible formats
• Content Focus: Termination Letters detail final arrangements and exit procedures; Disciplinary Letters outline specific incidents and expected improvements
• Documentation Chain: Disciplinary Letters often become supporting evidence if termination follows later, while Termination Letters stand alone as final legal acts