The Termination Letter Without Cause is a formal document used in Switzerland when an employer wishes to end an employment relationship without specific misconduct or performance-related reasons. It must comply with the Swiss Code of Obligations and any applicable collective bargaining agreements. This document is typically used in situations where the termination is due to organizational restructuring, business needs, or other non-performance related reasons. The letter must include specific elements required by Swiss law, such as the notice period calculation, final working day, and information about final settlements. It serves as official documentation of the employment termination and helps ensure the process is handled legally and professionally, protecting both parties' interests and maintaining compliance with Swiss employment regulations.
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1. Letterhead and Date: Company letterhead with full legal entity name, address, and current date
2. Employee Details: Full name and address of the employee
3. Subject Line: Clear indication that this is a termination notice (e.g., 'Notice of Termination of Employment Contract')
4. Salutation: Formal greeting to the employee
5. Statement of Termination: Clear and unambiguous statement that the employment contract is being terminated, with reference to the employment contract date
6. Notice Period: Specification of the applicable notice period and the final working day
7. Return of Company Property: Request for return of all company property by the last working day
8. Final Settlement: Information about the final salary payment and settlement of any outstanding amounts
9. Reference Letter: Confirmation that a work reference letter will be provided
10. Closing: Professional closing with space for signatures
1. Garden Leave: Include when the employee is not required to work during the notice period but will remain on payroll
2. Handover Instructions: Include when specific handover of duties or documents is required
3. Non-Competition Reminder: Include when there are post-employment competition restrictions in the employment contract
4. Vacation Days Settlement: Include when there are outstanding vacation days to be addressed
5. Benefits Information: Include when there are specific benefits that need to be addressed (insurance, pension, etc.)
6. Ongoing Obligations: Include when reminding about confidentiality or other continuing obligations
1. Final Payment Calculation: Detailed breakdown of final salary, including any pro-rata bonus, vacation pay, and other entitlements
2. Company Property List: Itemized list of company property to be returned
3. Handover Checklist: Detailed list of tasks and documents to be handed over before departure
4. Benefits Summary: Summary of the status and treatment of various benefits post-termination
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Insurance
Manufacturing
Technology
Pharmaceuticals
Healthcare
Retail
Professional Services
Construction
Education
Hospitality
Telecommunications
Energy
Transportation
Consumer Goods
Real Estate
Relevant Teams
Human Resources
Legal
Personnel Administration
Executive Management
Operations Management
Corporate Services
Employee Relations
Relevant Roles
Human Resources Director
HR Manager
Legal Counsel
Chief Human Resources Officer
HR Business Partner
Employment Law Specialist
Personnel Administrator
HR Operations Manager
Chief Executive Officer
Department Manager
Line Manager
General Manager
Managing Director
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