Practice area

Employment law

Legal consultations with lawyers in every area of law.

Employment law

Dismissal, unpaid wages, employment references, harassment: Swiss employment law strictly regulates the employer-employee relationship — but its deadlines are short and claims expire quickly. Acting at the right moment often makes all the difference.

In Geneva, employment disputes are handled by the Labour Court (Tribunal des prud’hommes). Before going that far, a consultation assesses the strength of your case, quantifies your claims and often identifies a negotiated outcome faster than a trial.

The Geneva Legal Advice Service can advise you notably on:

Employment contract
Work permit
Employment reference
Overtime
Gender Equality Act
Protection of the employee’s personality rights
Mobbing
Psychological harassment
Sick leave
Protected period
Wrongful dismissal
Termination of employment
Unemployment benefits

Frequently asked questions

I believe my dismissal is unfair: what are the deadlines?

Deadlines are strict: you must in principle object to the dismissal in writing to your employer before the end of the notice period, then bring a claim within 180 days after the end of the employment relationship. After these deadlines, compensation for unfair dismissal is generally lost — seek advice quickly.

My employer is not paying my salary, what can I do?

Start with a written formal notice setting a payment deadline. Failing that, an action before the Labour Court or debt enforcement proceedings can be initiated. Gather your evidence (contract, salary slips, time records) — the consultation helps choose the most effective route depending on the amounts at stake.

Am I entitled to an employment reference, and can I challenge it?

Yes: the employer must issue a complete, truthful and benevolent reference, at any time upon request. A misleading, incomplete or disparaging reference can be challenged in court to obtain its rectification. It is a decisive document for your career — do not neglect it.

General information for guidance only, not a substitute for individual legal advice. Every situation deserves its own analysis — that is what the consultation is for.