Staff regulations
A contract governs the relationship with one person. Regulations govern what applies to everyone: hours, absences, use of email, expected conduct. Without them every case is negotiated individually, and the employer alone bears the burden of proving what was agreed.
Who it is forSMEs from about ten employees, companies opening a second site, businesses preparing a certification or an audit, employers facing a first internal conflict.
Order
A complete, readable document aligned with your employment contracts and your collective agreement, delivered in three languages.
Understand
Are staff regulations mandatory?
Not as such, but several of their chapters are. The employer must protect the personality and health of employees and take the measures that experience requires: in practice this presupposes written rules on working time, absences and conduct, known to everyone.
Art. 328 CO and art. 6 LabA
What must the harassment chapter provide?
A clear internal procedure, an identified person of trust, and the assurance that no retaliation will follow a report. An employer who has taken no preventive measures is liable even without knowledge, and compensation can reach six average Swiss monthly salaries.
Art. 328 CO, art. 4 and 5 GEA
May I regulate the use of email and the internet?
Yes, provided it is written down and communicated to employees. Monitoring behaviour is prohibited; technical or security monitoring is permitted if proportionate and announced. Without regulations, the checks you carry out are hard to justify.
Art. 26 OLW 3 and art. 328b CO
Must I record everyone's working time?
Yes in principle, with two relaxations: simplified recording where a collective agreement provides for it, and waiver for highly autonomous employees earning over CHF 120,000 a year, subject to an individual written agreement. The regulations state which rule applies in your company.
Art. 46 LabA, art. 73a and 73b OLW 1
Going further
FAQ
There is no legal threshold. In practice they become useful once you can no longer speak to each person individually, often around ten, and indispensable when several teams or sites follow different practices.
They supplement the contract, they do not contradict it. A rule less favourable than a contractual clause or a collective agreement does not apply. We therefore align them with your contracts and flag where those contradict each other today.
They must be handed over and accepted, ideally by signature or electronic acknowledgement, and the contract must refer to them. We provide the referring clause and the acknowledgement template.
Yes, French, German and English are included in the price, for companies whose teams do not all work in the same language.
For twelve months, any legislative or case-law change affecting the document delivered leads to a free update, and we notify you by e-mail.
A question before ordering?
You already have regulations to carry over, or several sites with different practices: say so here. Personal reply within two business days.
