Breaks are an important part of working hours. They protect health, promote concentration and performance—and are regulated by law.
Swiss labor law defines a break as “an interruption of work that allows employees to eat and rest” (Art. 15 EmpA). Employers are responsible for ensuring that working hours, breaks, and overtime are complied with in accordance with the law and documented transparently. In this way, they create the basis for a healthy, efficient, and fair working environment.
Why are breaks important for productivity and health?
Regular breaks are more than just an interruption. They contribute significantly to performance and motivation. Those who take breaks to relax remain more focused, make fewer mistakes, and are more resilient in the long term.
Studies show that breaks can increase productivity by more than 30 percent. They counteract fatigue, reduce stress, and promote team dynamics.
In Switzerland, breaks are regulated by law and are an integral part of the work culture. Many companies specifically promote relaxation periods—from quiet break rooms to short “active breaks.” A well-designed break culture promotes health and cooperation and keeps teams productive in the long term.
What breaks are required by Swiss labour law?
The legal regulations can be found in Ordinances 1 and 2 of the Labour Act. They apply to all employees regardless of industry, workload, or qualifications.
How long must a break last?
The break time depends on the actual daily working time and may not be taken at the beginning or end of the working day.
Mandatory breaks according to the Labour Act:
15 minutes if the working day lasts longer than 5.5 hours
30 minutes for more than 7 hours of working time
60 minutes for more than 9 hours of working time
There is no legal obligation to take a break for working hours of up to 5.5 hours. However, employers can provide for longer breaks through internal regulations or collective labor agreements. Breaks must be taken in the middle of the working day and may be split up. On days with more than 9 hours of work, a one-hour lunch break is customary.
💡 Good to know: Young people under the age of 18 are entitled to a 15-minute break as soon as their working time exceeds 4.5 hours.
Exceptions
Certain industries, such as healthcare, are subject to special provisions. In emergencies, employers may deviate from the statutory break regulations, provided that the health and safety of employees is not compromised.
What rest periods apply between two working days?
In addition to breaks during the working day, the Labour Act also stipulates a daily rest period between two working days.
This must be uninterrupted:
11 hours for adults
12 hours for young people under the age of 18
In exceptional cases, the daily rest period may be reduced to 8 hours, for example in the case of overtime or shift work. The prerequisite is that the average of 11 hours is maintained over a period of two weeks (Art. 15a EmpA).
How can break regulations be implemented in the company?
Inform employees clearly
Employers must ensure that all employees are aware of and understand the applicable break regulations. This includes information about:
the duration of breaks in accordance with working hours
the times at which they can be taken
whether and when a lunch break is provided
any special breaks (e.g., smoking breaks, if permitted)
This information can be communicated in the personnel regulations, in the onboarding guide, or via notices and internal communications. Supervisors play a central role in this: they should actively address the importance of breaks and ensure that the rules are actually implemented.
Organization and compliance by the company
Beyond communication, employers must ensure that the statutory break regulations are complied with and adapted to the needs of the company. This includes:
clear internal guidelines that are in line with the law and communicated to all employees
regular checks to ensure that employees are taking their breaks in accordance with the legal requirements
appropriate tools that facilitate the implementation of the rules without appearing too rigid
Best practices for combining compliance and well-being:
actively schedule breaks and integrate fixed time slots into the work organization
create pleasant rest areas that invite employees to switch off (e.g., break room or outdoor area)
promote a culture of relaxation by having managers lead by example
offer awareness workshops on the importance of breaks and their positive effect on concentration and productivity
use digital tools to monitor compliance with breaks, especially in environments where working hours must be accurately documented
By combining these measures, employers ensure that they comply with legal requirements while creating a healthy, motivating work environment.
Digital support through HR software
Many Swiss companies rely on digital time tracking to reliably document breaks and working hours. Modern HR software solutions such as Lucca can be easily integrated into existing HR systems. They enable precise recording, automated calculations, and transparent evaluations of working hours and break times. This allows employers to maintain an overview, reduce administrative costs, and ensure that legal requirements are consistently met.
Conclusion
Breaks are enshrined in law and are also an essential part of a healthy, productive working environment. Clearly regulating and consistently implementing them not only ensures legal certainty, but also motivates and focuses employees.
