In Switzerland, an employment reference describes the tasks, performance, and behavior of employees. It can be requested at any time or issued upon leaving the company.
The employment reference must be truthful, objective, and formulated in a benevolent manner. In practice, however, these requirements sometimes conflict with each other: employers must remain honest while at the same time taking care not to jeopardize their employees' professional future. This occasionally leads to formulations that appear neutral but nevertheless convey reservations.
This article shows you how to recognize such formulations and how to react correctly in case of doubt.
The most important points in brief:
In Switzerland, according to Article 330a of the Swiss Code of Obligations, an employment reference must be truthful, objective, and benevolent.
If employers wish to express reservations, they sometimes resort to ambiguous wording in order to remain within the legal framework.
This practice has led to a coded HR language that is familiar to Swiss recruiters and conveys messages without explicit criticism.
Certain phrases can conceal a negative assessment.
The absence of superlatives or expected information such as punctuality, independence, or social behavior is often an indication of an implicit message.
In case of doubt, it is advisable to ask the supervisor for clarification and, if necessary, suggest a rewording.
If the conflict persists, employees can seek advice from a union or legal advice center or take the matter to the labor court.
A misleadingly worded employment reference can complicate the application process. This makes it all the more important to recognize ambiguous wording early on and act quickly.
Why do employment references sometimes contain implicit messages?
A strict legal framework that prohibits explicit criticism
Under Swiss law, employers must issue an employment reference at any time upon request. This must be complete, truthful, clear, and formulated in a benevolent manner (Art. 330a CO). It must not impair the professional career of the person concerned.
In practice, this balancing act sometimes leads to tension: if employees have shown difficulties or failed to meet expectations, employers are not allowed to state this openly. Instead, they choose neutral or cautious statements that remain within the legal framework but express something else between the lines.
Coded language as common practice
This area of tension has given rise to a distinct writing style, sometimes referred to in HR as “boilerplate language.” Some phrases appear neutral or positive at first glance, but serve to point out performance or behavioral problems without crossing the line into negative evaluation or reputation damage.
These are not “secret codes,” but rather a common vocabulary used by recruiters, HR professionals, and labor market experts in Switzerland. It allows for indirect assessment without explicitly stating it.
This implicit language can be found in both final employment references and interim employment references, which are often requested during an ongoing employment relationship, for example when there is a change of supervisor or before internal or external mobility.
Phrases to look out for in an employment reference
At first glance, an employment reference often appears neutral or even favorable. However, certain terms or the absence of expected statements may indicate that employers have reservations. HR professionals therefore pay particular attention to word choice, sentence structure, and conspicuous omissions.
One initial indication is ambiguous wording, which is often used to soften a negative assessment. The phrase “made an effort to fulfill his duties,” for example, suggests that despite his commitment, the results were not convincing. The statement that a person “fulfilled their duties satisfactorily” also sounds positive, but falls well short of the usual standard for a good Swiss employment reference.
Another sign is the absence of superlatives. In Swiss HR practice, clear and differentiated statements are usually expected, such as “we were always very satisfied” or “he completely won us over.” If an employment reference is limited to “he won us over,” this may indicate a rather reserved assessment.
Gaps in content also deserve special attention. If aspects such as teamwork, punctuality, or independence are not mentioned, this is not always an oversight. Deliberately omitting key criteria can be an indirect way of pointing out weaknesses without violating the duty of goodwill.
Specific examples of wording in employment references and their meaning
Some phrases seem harmless, but can convey a negative assessment. Below are some typical examples from Swiss employment references and their possible interpretation in the context of the job market.
“He always knew how to lighten the mood in the team.”
At first glance, this sentence sounds positive. However, if there is no mention of reliability, commitment, or performance, this may indicate that sociability was more important than work. Sometimes this implies inappropriate behavior or an attitude that is perceived as unprofessional.
“She performed her duties conscientiously.”
This phrase also seems correct, but says nothing about the quality of the work or the employer's satisfaction. The term “conscientiously” emphasizes execution, but remains vague in terms of results. This may indicate that only the minimum expected was achieved.
“He showed great discretion.”
In certain contexts, this statement acknowledges a respectful attitude. However, if there are no other positive aspects, it may indicate a lack of initiative, excessive restraint, or limited social integration within the team.
These examples show that it is often not what is said that is decisive, but what is missing. If an employment reference does not contain any statements about the quality of work, cooperation, or independence, this may indicate reservations. If you want to use common phrases as a guide, you can use a Swiss sample employment reference as reference. It provides a good indication of how clear statements are usually formulated in employment references.
How do you respond to an employment reference that seems unclear or negative?
If you receive an employment reference whose wording seems unclear or incomplete to you, it is legitimate to question its meaning. The first step is to contact your supervisor and ask for an explanation. Unclear wording is often the result of uncertainty or clumsiness rather than malicious intent.
If individual statements are ambiguous or important aspects such as punctuality or independence are missing, you have the right to a correction. Article 330a of the Swiss Code of Obligations expressly provides for this possibility. A written and objectively justified request to your supervisor is sufficient for this.
If no agreement can be reached, you can contact a trade union, a legal advice center, or, as a last resort, the labor court. In practice, however, most disputes can be resolved amicably, especially if you suggest a specific alternative wording.
A negative employment reference is rarely openly critical. It is precisely this indirect nature that makes interpretation difficult. To avoid disadvantages in future application processes, it is crucial to read between the lines, recognize ambiguous wording, and act quickly if you are unsure.
