Part-time employees in small and medium-sized businesses: what to consider

Equal treatment is compulsory

Whatever their working hours, whether 40 or 100 per cent, part-time employees have the same rights as their full-time colleagues, for example as regards:

• salary (same hourly rate)
• holidays (at least four weeks a year, pro rata)
• social benefits (AHV, the Swiss old-age and survivors’ insurance, BVG, UVG)
• further training and development opportunities

It is essential to tell part-time employees about any full-time positions that become available.

The employment contract must be clear

A clearly drafted contract protects both parties. Make sure it includes the following points:

• workload and working days
• salary (including holiday pay for hourly paid employees)
• overtime rules
• notice period
• secondary employment and non-competition clause

It is advisable to record working hours in writing, including for part-time employment.

Overtime: how does it apply to part-time work?

Employees on part-time contracts can work overtime. The rules are as follows:

• up to normal full-time working hours: overtime without a supplement
• beyond those hours: overtime paid at the same rate as for full-time work
• the rules must be set out in the contract

Work out holidays precisely

Part-time work does not mean fewer rights. You simply calculate holidays in proportion to the workload.

• hourly pay: show holiday pay separately (for example, 8.33%)
• monthly pay: number of holiday days according to the days worked per week.

Paying out holidays instead of granting time off is permitted only for very short assignments.

Social insurance

Contributions to AHV, unemployment insurance (ALV), BVG and UVG depend on income and workload.

• Accident insurance: with at least eight hours a week, it also covers accidents outside work.
• BVG: applies from a minimum annual income of CHF 22,050 (2025).
  ➕ Where employees have several part-time jobs.

Illness, maternity and parental leave

Part-time employees are entitled to continued payment of their salary during illness, in proportion to their workload. Please note:

• waiting periods apply (for example, 30 days in the first year of service).
• the contract can set out when a medical certificate is required.
  
  ➕ Maternity and paternity leave.
  
  
• Maternity: 14 weeks at 80% of salary (through EO, the income compensation scheme)
• Paternity: two weeks’ paid leave
• Care responsibilities: here too, protection against dismissal and the right to paid absence apply.

Secondary employment and non-competition agreement

A part-time job is usually allowed, provided it does not harm your employer’s interests. A non-competition clause can be included in the contract, but it must not be excessive.

Take care with on-call work

Part-time work is not always the same. For non-genuine on-call work (with no minimum hours), specific rules apply:

• obligation to pay the salary for scheduled shifts
• right to compensation if shifts are cancelled at short notice
• notice period as for regular employment contracts

👉 With this arrangement, it is worth setting out precise terms in the contract.

Manage everything digitally

Part-time work calls for more careful staff planning. With management software like the one we offer, you can:

• record working hours digitally
• manage overtime, holidays and sick days
• produce correct payslips
• spend less time on paperwork and more on everything else.

Conclusion: set clear rules and apply them fairly

Part-time work brings benefits, but only if the general conditions are right. Pay attention to:

• equal treatment
  clear contracts
• transparent recording of hours
• correct social insurance
• compliance with the statutory protection periods

This way you can ensure fair working conditions and improve your team’s satisfaction.