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A Paternity Policy outlines how Swiss companies handle paid leave for new fathers after their child's birth. Since 2021, Swiss law guarantees fathers 10 working days of paid paternity leave, which they can take within six months of their child's birth. The policy details how employees request this time off, what pay they'll receive, and how their job is protected.

Beyond the legal minimum, many Swiss employers offer additional benefits through their paternity policies, like flexible return-to-work arrangements or extra paid days off. The policy also explains how paternity leave coordinates with other types of leave, such as annual vacation or military service, and typically includes specific procedures for different family situations, including adoption.

Use a Paternity Policy when your Swiss company needs clear rules for managing father's leave after childbirth. It's essential to have this policy in place before employees start requesting paternity leave to ensure fair, consistent treatment and smooth administration of the mandatory 10-day benefit.

The policy becomes particularly valuable during company growth, when opening new locations in Switzerland, or when updating your HR procedures to align with current Swiss labor laws. Having it ready helps prevent confusion during leave requests, ensures compliance with federal regulations, and makes it easier for managers and HR teams to handle leave coordination and payroll adjustments efficiently.

• Basic Statutory Policy: Covers only the mandatory 10-day Swiss paternity leave requirements, suitable for small businesses seeking minimal compliance
• Enhanced Benefits Policy: Extends beyond legal minimums with additional paid days, flexible scheduling options, and gradual return arrangements
• Industry-Specific Policy: Tailored for sectors like banking or pharmaceuticals, addressing unique scheduling needs and additional company benefits
• Multinational Policy: Harmonizes Swiss requirements with global parent company standards while maintaining local compliance
• Comprehensive Family Leave Policy: Integrates paternity leave with other family-related benefits like adoption leave and unpaid extended leave options

• HR Departments: Draft and maintain the Paternity Policy, process leave requests, and ensure compliance with Swiss labor laws
• Male Employees: Primary beneficiaries who can claim paid leave within six months of their child's birth
• Line Managers: Help coordinate leave arrangements, approve requests, and manage team coverage during absences
• Legal Teams: Review policy content to ensure alignment with Swiss federal regulations and cantonal requirements
• Payroll Staff: Handle salary continuation during leave and coordinate with social insurance for benefit payments
• Company Directors: Approve policy terms and any benefits beyond the statutory minimum

• Review Current Law: Check Swiss federal requirements for the mandatory 10-day leave and payment calculations
• Analyze Workforce: Map your employee demographics, locations, and any collective agreements affecting leave rights
• Set Benefit Levels: Decide if you'll offer more than the legal minimum of 80% salary coverage
• Define Procedures: Create clear steps for requesting leave, providing birth documentation, and managing work handovers
• Plan Communications: Prepare guidance for managers and staff about policy terms and implementation
• Document Systems: Set up tracking methods for leave requests, approvals, and payroll adjustments

• Eligibility Criteria: Clear definition of who qualifies for paternity leave under Swiss law and company policy
• Leave Duration: Statement of the 10-day statutory minimum and any additional company-provided days
• Compensation Terms: Details of the 80% salary continuation and any top-up benefits
• Notice Requirements: Timeline and process for requesting leave and providing birth documentation
• Usage Period: Six-month window for taking leave after birth, with flexible scheduling options
• Job Protection: Guarantee of position security during leave period
• Return Protocol: Process for coordinating return to work and reintegration

A Paternity Policy differs significantly from a broader Employment Policy in several key ways. While both documents address workplace rights and benefits, they serve distinct purposes in Swiss organizations.

• Scope and Focus: Paternity Policy specifically details father's leave rights and benefits after childbirth, while an Employment Policy covers general working conditions and various employment terms
• Legal Requirements: Paternity Policy must align with specific Swiss paternity leave legislation from 2021, including the mandatory 10-day leave period. Employment Policy addresses broader labor law compliance
• Implementation Timeline: Paternity Policy activates during specific life events with a six-month usage window, while Employment Policy applies continuously throughout employment
• Benefit Structure: Paternity Policy outlines specific compensation (80% salary) and leave arrangements, whereas Employment Policy covers diverse benefits and working conditions