Time tracking is required by law in Switzerland for all companies, regardless of their industry or size. To meet the different needs of companies and employees, there are three models: systematic recording, simplified recording, and waiver of recording. But which model is right for your company? And how does time tracking work in Switzerland for employees, managers, and those working from home?
What does Swiss labour law say about time tracking?
In Switzerland, the Labour Act (EmpA) and its ordinances—particularly Ordinance 1 to the Labour Act (EmpA)—form the legal framework for time tracking. They are intended to protect the rights of employees and ensure compliance with working hours, breaks, and rest periods.
According to Article 46 EmpA, companies are required to record the working hours and any overtime of their employees. They must:
document the start and end of work and breaks,
keep these records for at least five years,
present them to the authorities for inspection upon request.
The purpose of recording working hours is to:
comply with the legal maximum working time of 45 or 50 hours per week (depending on the industry),
ensure sufficient rest periods between working days,
and calculate overtime pay or compensation correctly.
Good to know: Companies that do not record their working hours at all or record them incorrectly risk sanctions. These range from administrative fines to temporary closure of the business.
What models of time tracking are there in Switzerland?
In order to cater to different industries and activities, SECO (State Secretariat for Economic Affairs) has established three models of time tracking:
systematic recording
simplified recording
waiver of recording
Systematic recording of working time
This model is the most comprehensive and requires a complete record of all working hours and breaks. The following must be recorded:
the start and end of the daily working time,
all breaks and interruptions,
overtime and normal hours.
Systematic recording is mainly used in companies with fixed working hours, for example in industry, administration, or retail.
Simplified recording of working hours
Simplified recording reduces the administrative burden for companies that are subject to a collective labor agreement (CLA). It requires:
the recording of all hours worked on a daily or weekly basis,
a written agreement between the company and its employees,
compliance with the statutory maximum working hours.
This option offers companies a simpler, but still fully legally compliant form of time tracking.
Waiving the recording of working hours
Under certain conditions, employees can waive the detailed recording of working hours. The following conditions must be met:
a gross annual salary of over CHF 120,000,
a written agreement between the employee and the employer.
This model offers greater flexibility, particularly for managers and specialists with a high degree of independence. However, it also entails risks: in the event of a dispute, there is no evidence of overtime worked or rest periods taken.
How does time tracking work in the home office?
With the increasing prevalence of home offices, time tracking has become more complex. Companies can no longer directly track their employees' working hours, and it is more difficult to check rest periods.
To enable employees to record their working hours in the home office correctly, it is advisable to:
use suitable digital tools that allow working or project hours to be recorded remotely;
define clear expectations regarding working hours and break times;
allow flexible working time models, as long as the maximum weekly working hours are observed.
Good to know: Compliance with statutory working hours and rest periods remains mandatory even when working from home. Companies must adapt their processes accordingly.
Does the obligation to record working hours also apply to managers?
Managers can usually organize their working hours independently. However, they are still subject to the Labour Act. According to Article 73 of Ordinance 1 to the Labour Act (EmpA), they can reach an agreement with their employer to waive detailed time tracking.
However, this practice carries risks:
Without monitoring, there is a risk that the statutory maximum working hours will be regularly exceeded.
In the event of a dispute, there is a lack of evidence, which makes it difficult to resolve differences.
A simplified time tracking system can help here: it enables transparency, supports work-life balance, and promotes the well-being of managers.
Which tools are suitable for time tracking?
Companies have various methods and tools at their disposal for recording working hours:
simple systems: time tracking in Excel or on paper
electronic systems: time clocks or terminals for automated time tracking
specialized software: digital solutions that record and evaluate working hours and link them to other HR processes
It is important that companies:
train their employees in how to use the tool,
ensure that the system complies with legal requirements,
check whether it is suitable for home office and mobile use.
Conclusion
Time tracking is much more than a legal obligation. It is a key tool for fairness, transparency, and health in the workplace. It helps companies comply with legal requirements, record overtime correctly, and promote a balanced work culture. Modern time tracking tools support these goals, simplify administration, and lay the foundation for efficient, employee-oriented HR processes.
Recording working hours is mandatory in Switzerland and forms an important basis for legally compliant and efficient work time organization. With modern digital tools, it becomes a strategic instrument that simplifies administration while ensuring compliance with legal requirements.
At the same time, advancing digitalization opens up new perspectives: it enables more precise analysis of HR data, supports informed decisions, and helps to strengthen both productivity and employee well-being.
Would you like to further develop working time organization together with your employees? Our memo shows what matters in practice.
