The Dismissal Letter is a crucial document in Swiss employment relations, used to formally terminate an employment relationship. It must be drafted in accordance with Swiss employment law, particularly the Swiss Code of Obligations (Articles 335-335c). This document is utilized when an employer decides to terminate an employment relationship and needs to communicate this decision in a legally compliant manner. The letter typically includes essential information such as the termination date, notice period, and final working day, while optionally incorporating details about handover procedures, company property return, and final payments. In Switzerland, while written form is not always legally required, it is strongly recommended for evidence purposes. The letter must respect protected periods (such as during illness or pregnancy) and cannot be used for discriminatory reasons. Special consideration must be given to notice periods, which vary based on the employee's length of service unless otherwise specified in the employment contract.
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1. Letter Header: Company letterhead, date, and employee's full address
2. Subject Line: Clear indication that this is a termination notice (e.g., 'Notice of Termination of Employment Contract')
3. Opening: Formal greeting and reference to the employment contract
4. Termination Statement: Clear and unambiguous statement of termination with reference to the employment contract details
5. Notice Period and Last Day: Specification of the notice period and the exact last day of employment
6. Return of Company Property: List of company property to be returned by the last day of employment
7. Final Payment Details: Information about the final salary, including pro-rated bonuses if applicable
8. Closing: Professional closing statement, signature block for authorized representative(s)
1. Reason for Termination: Include only if there are specific business reasons to document the cause of termination
2. Garden Leave: Include if the employee is being placed on garden leave during the notice period
3. Non-Competition Reminder: Include if there are post-employment restrictions that need to be emphasized
4. Handover Instructions: Include if specific handover procedures need to be documented
5. Reference Letter: Include mention of the employee's right to request a reference letter
6. Outstanding Vacation Days: Include if there are vacation days to be taken or paid out
7. Benefits Information: Include details about continuation or termination of benefits
8. Confidentiality Reminder: Include if there are specific confidentiality obligations to emphasize
1. Work Certificate (Arbeitszeugnis): Draft or final version of the employee's work certificate
2. Handover Checklist: List of tasks, projects, and responsibilities to be handed over
3. Company Property List: Detailed inventory of company property to be returned
4. Final Settlement Calculation: Breakdown of final payment including salary, vacation pay, and other entitlements
5. Social Insurance Information: Information about continued insurance coverage and unemployment benefits
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Relevant legal definitions
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Relevant Industries
Banking and Financial Services
Manufacturing
Information Technology
Healthcare
Retail
Professional Services
Education
Construction
Hospitality
Telecommunications
Pharmaceutical
Insurance
Real Estate
Transportation and Logistics
Energy and Utilities
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Personnel Administration
Senior Management
Operations
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Employment Lawyer
HR Business Partner
Department Manager
Line Manager
HR Administrator
Chief Human Resources Officer
Personnel Officer
Compliance Officer
HR Operations Manager
Employee Relations Manager
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