Vacation Calculation: Is It the Same for Everyone?

As an HR professional, it is essential to understand the legal provisions surrounding working time and vacation entitlements – and to calculate vacation days correctly. In Switzerland, employees working a five-day week, whether full-time or part-time, are legally entitled to a minimum of four weeks of vacation per year under the Federal Vacation Act. For employees under the age of 20, the minimum entitlement is five weeks. Employees with severe disabilities are granted an additional five days of vacation per year for a five-day workweek – bringing their total to 25 days. Employees who work six days per week are entitled to 24 days of annual leave.

Key Facts on Vacation Entitlements at a Glance

1. The statutory minimum vacation is four weeks (20 working days) per year.
2. Employees under 20 and those with disabilities are entitled to five weeks (25 working days).
3. Mothers are entitled to 14 weeks of paid maternity leave following childbirth (based on maternity compensation according to the Income Compensation Act, EOG).

And by the way: even during a probationary period, employees are generally entitled to take their prorated vacation – regardless of how management may feel about it.

An Extra Week of Vacation as a Competitive Advantage

Many companies have recognized the need to stand out in the competition for qualified professionals. As a result, numerous employers voluntarily offer five weeks of vacation per year to position themselves as attractive employer  – helping them to recruit and retain top talent long term. An additional week of paid leave can be a decisive advantage in today’s highly competitive labor market.

Calculating Vacation for Part-Time Employees

Part-time employees are also entitled to four weeks of vacation per year – or more, if the company offers additional time off. This entitlement is calculated on a pro rata basis, in accordance with their agreed working hours. We have explained different part-time work models in separate article.  But how is vacation calculated in practice? For example: A part-time employee working 60% of a full-time position, with a schedule of three days per week, is still entitled to four weeks of vacation. Since one working week for this person consists of three days, the total vacation entitlement is 12 working days (4 weeks × 3 days). Depending on the model, if the employee works 60% by working 5.04 hours daily (based on a 42-hour workweek), they may still be entitled to 20 days off – but each vacation day would be valued at just 5.04 hours.

What Happens in the Case of Resignation?

When an employment relationship ends, questions often arise about how to handle remaining vacation days. In general, the following rules apply:

1. Compensation of vacation days: Any outstanding vacation should, where possible, be taken during the remaining working period. If time off cannot be granted, unused vacation must be financially compensated.
2. Correct calculation of accrued vacation: Vacation entitlement is calculated pro rata temporis – that is, proportionally to the time worked in the calendar year. Example: An employee resigns effective June 30 and has taken no vacation so far that year. They are entitled to half of their annual leave – i.e., ten days (based on a five-day week).

Fair Vacation Policy: A Key to a Positive Work Culture

To ensure that your employees can fully enjoy their time off, open and transparent communication is key. This builds trust and helps avoid misunderstandings. Clearly documenting vacation rules in the employment contract is just as important – including conditions during the probationary period and individual entitlements. And finally: if you want satisfied employees and a positive workplace atmosphere, flexibility and fairness are essential. Try to accommodate individual preferences wherever possible – your team will thank you for it.