Switzerland Ratifies ILO Workplace Violence Treaty as Labor Reforms Tighten Across Multiple Fronts

Switzerland is formally signing onto two International Labour Organization conventions aimed at curbing violence at work and enshrining safety as a fundamental right—moves that will not require any changes to domestic law but carry symbolic and legal weight. On 5 June 2026, the Federal Council adopted the dispatch for ratification of ILO Convention No. 190, which targets the elimination of violence and harassment in the world of work, and Convention No. 191, which recognizes a safe and healthy working environment as a basic principle.

The country becomes the 56th to ratify Convention No. 190. Both treaties received broad support during the consultation phase. The government said existing Swiss standards already meet the international requirements.

While the ratification itself demands no legislative overhaul, other labor-related developments in Switzerland are carrying real costs. A looming reform of EU rules—linked to the free movement of persons agreement—could burden Swiss social insurance systems by an estimated 600 to 900 million francs each year. The change under discussion would shift responsibility for unemployment benefits to the country where cross-border commuters last worked. Currently, the competent fund still records a surplus because reimbursements from abroad lag behind contributions paid in Switzerland. The State Secretariat for Economic Affairs (SECO) provided the cost projection.

As international standards raise the bar for workplace safety, employers everywhere are rethinking their approach. A free Health & Safety Toolkit gives you ready-to-use risk assessments, checklists, and toolbox talks that help meet UK compliance requirements—so you can focus on protecting your team. Download the free Health & Safety Toolkit

Canton Luzern sets minimum wages for childcare internships

Closer to home, binding minimum wages for pre-internships in private day-care centres took effect in the canton of Luzern on 1 July 2024. The standard employment contract (NAV) is based on a fundamental decision of 21 May 2024 and runs until 30 June 2027. Authorities issue such NAVs when no collective labour agreement (GAV) exists, aiming to lock in occupation-typical conditions and prevent wage undercutting.

GAV validity periods extend into 2028

SECO has also published updated durations for several collective agreements negotiated between employer and employee associations. Key examples:

• Basler Ausbaugewerbe and Gipsergewerbe (Basel-Stadt): valid until 31 December 2026
• Freiburg forestry sector: effective until 31 December 2028, reinstated after amendments in 2025

Additional cantonal regulations apply in Basel-Landschaft, Geneva, Ticino, Vaud, Valais, and Zurich.

Formal requirements for individual contracts

Beyond collective agreements, Swiss law sets strict rules for individual employment contracts. In principle, contracts can be concluded orally unless a statute demands written form (e.g., apprenticeship agreements). Employers must provide written information on salary, working hours, and job function no later than one month after the start of work—provided the employment is indefinite or lasts longer than a month.

Youth protection: clear limits for holiday jobs

Special rules govern the employment of minors. Parental consent is required for any gainful activity. Light work is permitted from age 13, hazardous work is banned for under-18s, and serving in restaurants is only allowed from age 16. The Swiss Trade Union Federation recommends an hourly guideline of 22 francs for summer jobs.

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