In Switzerland, public holidays are not set by the federal government, except for 1 August. The rest depend on the canton where you work. But there’s another issue: what happens when your employer asks you to come into work on a day that’s a public holiday for your colleagues in the neighbouring canton – and which should be a public holiday for you too?
The law is clear on the principle: if you work on a recognised public holiday in your canton, you are entitled to a compensatory day off, preferably during the following week. In some sectors, such as hospitality, healthcare or retail, this is all set out in the collective agreement (CCT) and nobody disputes it. The real problem lies in sectors without a clear CCT, where negotiations are left to the worker and the employer. And there is plenty of scope for the company to turn a blind eye to the matter.
What is not legally permissible is for you to work on a public holiday without receiving anything in return: neither a day off nor a pay rise. Compensation may take various forms depending on the terms of your contract or the applicable collective agreement, but there must always be some form of compensation. The common mistake is not setting this out in writing. If your contract vaguely states that “public holidays will be regulated according to the company’s needs”, that leaves the door open – and it’s best to close it before a dispute arises, not after. If you don’t know how many public holidays you have in your canton this year or which ones they are, the ch.ch website lists them by canton.