Working hours in hospitality

Who does the L-GAV apply to?

The L-GAV has been declared generally binding, currently until 31 December 2027. It therefore applies throughout Switzerland to every business that serves or accommodates guests – whether or not it belongs to an association.

The social partners are negotiating a new L-GAV, due to take effect at the start of 2028. Until then, the rules described here apply.

Weekly working hours

The L-GAV sets an average weekly working time – including standby time. Individual weeks may be longer, as long as the average is met and the limits of the Labour Act are respected.

• 42 hours per week for most businesses
• 43.5 hours per week for seasonal businesses as defined in Annex 1 of the L-GAV
• 45 hours per week for small businesses – those permanently employing no more than four people besides the employer (family members included)

Businesses open all year that want to count as seasonal businesses need approval from the L-GAV control office.

Rest days, holidays and public holidays

• 2 rest days per week. At least one full rest day per week is mandatory; the rest may be granted as half days.
• 5 weeks of holidays per year (35 calendar days).
• 6 paid public holidays per year.
• Rest days, holidays and public holidays not taken must be granted later or settled when an employee leaves – so accurate balances matter.

Overtime

Overtime is any time worked beyond the agreed weekly hours. Employees are entitled to compensate it with time off of equal length within a reasonable period. If it is paid out:

• 100% of the gross wage, if the business records working time under the L-GAV, reports the overtime balance in writing every month and pays it out no later than with the final salary.
• 125% of the gross wage if any of these conditions is not met.

Clean time records reported monthly therefore save real money: they avoid the 25% surcharge on overtime paid out.

Mandatory time recording

The employer is responsible for recording working and rest times – even when employees are asked to keep the records themselves.

• Employees must sign the time records at least once a month.
• If the business keeps no time records, the employee's own records are admitted as evidence in a dispute.
• When an employee leaves, the balances of holidays, public holidays, rest days and overtime belong in the final settlement.

What the Labour Act adds

The Swiss Labour Act applies alongside the L-GAV. It contains special provisions for hospitality businesses, for example on night and Sunday work (Ordinance 2 to the Labour Act).

• Daily and weekly working hours including overtime, and breaks of 30 minutes or more, must be recorded (Art. 46 ArG, Art. 73 ArGV 1).
• Records must be kept for at least 5 years.
• The maximum weekly working time under the Labour Act is 50 hours in hospitality.

Minimum wages and 13th month's salary

The L-GAV sets minimum wages by training and role, as well as the 13th month's salary. Minimum wages are adjusted every year – you will find the current rates at l-gav.ch (link below).