Differences in labour law between Germany and Switzerland
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The labour law systems in Germany and Switzerland show both similarities and differences. Both countries have well-developed legal frameworks, but the specific regulations and their enforcement vary. In Germany, for example, protection against dismissal for employees is strong, whereas in Switzerland this issue is regulated more flexibly. Working time regulations also offer more flexibility in Switzerland. In Germany, the Continued Remuneration Act limits sick pay to six weeks, after which the statutory health insurance takes over. In Switzerland, continued payment of wages is based on length ...
The labour law systems in Germany and Switzerland show both similarities and differences. Both countries have well-developed legal frameworks, but the specific regulations and their enforcement vary. In Germany, for example, protection against dismissal for employees is strong, whereas in Switzerland this issue is regulated more flexibly. Working time regulations also offer more flexibility in Switzerland. In Germany, the Continued Remuneration Act limits sick pay to six weeks, after which the statutory health insurance takes over. In Switzerland, continued payment of wages is based on length of service. Part-time work is regulated in both countries. In Germany, there are comprehensive regulations in the Part-Time and Fixed-Term Employment Act, which grants a legal entitlement to part-time work. In Switzerland, the regulations are less detailed, but offer similar rights for part-time and full-time employees. Overall, both countries offer well-developed labour law systems, with Germany focusing on more comprehensive protection for employees and Switzerland taking a more flexible and less bureaucratic approach. This book is primarily aimed at entrepreneurs and employees who want to assess which rights are regulated differently across the respective border and what they need to be prepared for.
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