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A Notice of Termination formally ends an employment relationship in Switzerland, laying out the key details like the last working day and any specific conditions. Under Swiss law, these notices must follow strict rules about timing and format, including respecting the legal notice periods that vary based on how long someone has worked at the company.

Both employers and employees can issue these notices, but they need to be in writing and delivered directly to the other party. The notice period typically ranges from one to three months, depending on the employment contract and years of service. Swiss law also protects employees from unfair dismissal by requiring employers to provide valid reasons when requested.

Use a Notice of Termination when ending any employment relationship in Switzerland, from restructuring your company to accepting a new job offer elsewhere. The notice becomes essential during organizational changes, performance-related separations, or when an employee resigns for a new opportunity.

Timing matters critically - send the notice early enough to comply with Swiss legal notice periods, which increase with years of service. For protecting both parties' interests, issue it immediately after the decision to end employment is final. This helps avoid disputes, ensures proper handovers, and maintains clear documentation of the termination date and conditions.

• Employment Contract Cancellation Letter: Basic termination notice for standard employment endings, includes notice period and final working day
• Termination Letter For Poor Performance: Details performance issues and prior warnings, protecting employers from wrongful termination claims
• Letter From Landlord To Tenant Notice To Vacate: Formal notice ending tenancy agreements, stating move-out date and property conditions
• Tenant Vacate Notice: Tenant-initiated notice to end lease, includes forwarding address and final inspection requests
• End Of Lease Letter To Landlord: Confirms natural expiration of fixed-term lease, details handover arrangements

• Employers: Issue Notices of Termination during restructuring, performance issues, or contract endings. HR departments typically draft these, while senior management approves them
• Employees: Send notices when resigning, often with help from legal advisors to ensure proper format and timing
• HR Professionals: Handle document preparation, ensure compliance with Swiss labor laws, and manage the formal delivery process
• Legal Counsel: Review notices for complex cases, especially during mass layoffs or when litigation risks exist
• Labor Unions: May need to be consulted or informed, particularly during collective dismissals or when workplace agreements require it

• Employment Details: Gather exact employment start date, position title, and current salary to calculate notice periods under Swiss law
• Termination Reason: Document clear, factual grounds for termination, especially important for performance-based dismissals
• Key Dates: Calculate the final working day, considering mandatory notice periods and any contractual extensions
• Contract Review: Check employment agreement for special termination clauses or additional requirements
• Delivery Method: Plan for registered mail or in-person delivery with signature confirmation, as Swiss law requires proof of receipt
• Documentation: Compile supporting materials like performance reviews or warning letters if relevant

• Party Details: Full names and addresses of both employer and employee, including company registration details
• Employment Information: Current position, start date, and department or location of work
• Termination Date: Clear statement of the last working day, considering Swiss notice period requirements
• Notice Period: Explicit mention of the applicable notice period and its calculation basis
• Final Payments: Details of outstanding salary, vacation pay, and other benefits due
• Return of Property: List of company items to be returned before departure
• Signatures: Space for dated signatures from both authorized employer representative and employee
• Legal Basis: Reference to relevant Swiss Code of Obligations articles

A Notice of Termination differs significantly from a Disciplinary Action Notice in both purpose and timing. While both documents deal with employment issues under Swiss law, they serve distinct functions in managing workplace relationships.

• Purpose: A Notice of Termination ends the employment relationship definitively, while a Disciplinary Action Notice aims to correct behavior and maintain employment
• Legal Effect: Termination notices trigger mandatory notice periods and final settlements, whereas disciplinary notices typically start a remediation process
• Timing: Disciplinary notices often precede termination notices, serving as documented warnings before dismissal
• Content Requirements: Termination notices must specify end dates and final payments, while disciplinary notices focus on specific infractions and expected improvements
• Response Options: Employees can challenge terminations through labor courts, but disciplinary actions usually involve internal appeal processes first