What kind of paid absences are there and what is the process?

Please note that paid absences always address the GAV first, so if another GAV must be used, then the regulation of such GAV is used (overview GAV).

In order to receive compensation for an absence you need to send a request to your consultant. This must include the exact date and a document proving the absence. In the event of death, it must be clear which family member is affected. Please note that you are entitled to compensation for loss of wages according to your CBA Agreement. This means the type of absence and number of days can vary on the binding CBA. The documents needed are listed below.

paid absences.

Type of Absence Number of days Documents needed for registration
Employee’s wedding (incl. civil partnership), the death of a member of the Employee’s family living in the same household, or the death of the life partner
3
Marriage certificate / partnership certificate Death certificate, death notice
Death of a sibling, parent, grandparent, or parent-in-law
1
Death certificate, death notice
Birth of child
1
Birth certificate
Wedding of a child
1
Invitation card, marriage certificate, partnership certificate
Relocation of own household
1
New tenancy agreement, purchase agreement, confirmation of registration by the municipality
Care of sick child per case of illness
Max. 3
Confirmation from the pediatrician that the parent concerned must stay at home
Discharge of legal obligations
Needed hours
proof of duties (court summons etc.)
All documents need to be provided in an official swiss language or english. Moreover, the absence has to be taken in a timely manner (this depends on the type of absence) and your consultant has to be informed beforehand. Please note that the compensation is calculated on the basis of the agreed normal working hours and the hourly wage according to the employment contract. Payment will depend on the normal work time agreed and the hourly, daily or monthly rate in accordance with the Assignment Agreement.

vacation.

  • How many holidays do I have according to my CBA?

    Please note that vacation always addresses the binding CBA first, so if another CBA must be used, then the regulation of such CBA is used (overview CBA). For more information regarding this, please refer to the corresponding General Agreement (f.ex. Point 6/Personalverleih). This summary in the General Agreement outlines the essential aspects of annual leave and public holiday policies. For detailed information and specific cases, refer to the complete agreement. If you have further inquiries or require clarification, please contact Randstad.

     

  • How do I have to request holidays to be paid?

    In order to receive your paid vacation (hourly or daily salary) you need to send a request to your consultant. This must include the exact dates of your holiday. The maximum compensation is what you have accumulated on your holiday fund. 

     

     

sickness.

  • What does my CBA say about sickness?

    Sickness always addresses the CBA first, so if another CBA must be used, then the regulation of such CBA is used (overview CBA). For more information regarding this, please refer to the corresponding General Agreement (f.ex. Point 7.2/Personalverleih) and the summary concerning the continued payment of salary in case of accident or illness. 

  • Sickness Insurance Summary

    As an insured Employee with Randstad, you are covered against loss of earnings in the event of sickness. Below is an overview of the key terms and conditions of your sickness insurance coverage according to section 7.2 of the General Agreement:

    • 1. Insurance Coverage and Maximum Earnings: You are insured for annual earnings up to a maximum of CHF 300,000.
    • 2. Percentage of Insured Earnings: In case of incapacity to work at a minimum of 25%, you will receive 80% of your lost earnings and benefits after a two-day waiting period.
    • 3. Benefit Duration and Categories:
      • For Employees covered by a collective bargaining agreement with Client Companies, benefits are provided for up to 720 days within a 900-day period.
      • For Employees subject to occupational welfare (BVG) per the Collective Bargaining Agreement for Staff Leasing, benefits are available for up to 720 days within a 900-day period.
      • For Employees not covered by either of the above categories, benefits are available for up to 60 days within a 360-day period.
    • 4. Expiration of Coverage: Your insurance coverage ends on the date you leave the Client Company. If you have multiple assignments within the same Temporary Company within 12 months, benefits are cumulative based on your total assignment duration.
    • 5. Notification of Incapacity: You must promptly inform Randstad of any incapacity for work.
    • 6. Medical Certificate Requirement: For sickness absences exceeding 2 days, you are required to provide a medical certificate from your treating doctor without delay. Neglecting to do so may result in liability for damages and potential reductions in insurance benefits.
    • 7. Additional Medical Examination: Randstad reserves the right to request a medical certificate from the first day of sickness and may arrange for your incapacity for work to be assessed by a medical consultant chosen by Randstad or the collective health insurer.
    • 8. Private Sickness Daily Allowance Insurance: It is advisable to consider taking out private insurance for a sickness daily allowance upon completion of your assignment.
    • 9. Transfer to Individual Sick Pay Policy: If your employment contract is terminated after the probation period and you do not receive insurance benefits at the end of your assignment, you have the right to switch to an individual sick pay policy with the collective health insurer within 90 days without the need for another medical examination.

    For more detailed information, please refer to the summary outlining continued salary payment in cases of accident or illness.

    Please ensure that you adhere to the requirements and guidelines outlined above to make the most of your sickness insurance coverage. If you have any further questions or require additional information, do not hesitate to reach out to Randstad.

  • How do I have to request illness compensation?

    In order to receive compensation for illness you need to send a request to your consultant. This must include the exact dates of your illness and a doctor's certificate (if illness is more than 2 days). Your consultant will then register this internally with Randstad’s Care Team, who will take care of this with our insurance.

accident.

  • What does my CBA say about accidents?

    Accident always addresses the CBA first, so if another CBA must be used, then the regulation of such CBA is used (overview CBA). For more information regarding this, please refer to the corresponding General Agreement (f.ex. Point 7.3/Personalverleih) and the summary concerning the continued payment of salary in case of accident or illness. 

    Accident Insurance Coverage Summary

    This summary outlines the key aspects of accident insurance coverage as per the Swiss Federal Law on Accident Insurance (UVG) for all temporary workers of Randstad (Schweiz) AG (hereinafter: Randstad):

    • Legal Basis and Insurance:
      • Every Randstad Employee is mandatorily insured against accidents with the Swiss National Accident Insurance Fund (SUVA - Schweizerischen Unfallversicherungsanstalt) under the UVG.
    • Insurance Coverage:
      • Insurance covers occupational accidents, non-occupational accidents, and occupational illnesses.
      • Part-time employees with a working week of fewer than eight hours need to obtain separate non-occupational accident insurance from a recognized insurer.
    • Start and End of Insurance Protection:
      • Coverage begins on the day the Employee starts work or should have commenced, including the journey to work.
      • Coverage ends for employees insured against both types of accidents on the 31st day after at least half-salary entitlement ends.
      • For employees not insured against non-occupational accidents, coverage ends at the end of work and after the journey from work is completed.
      • Extension up to 6 months is possible through special arrangement.
    • Services Covered:
      • Accident insurance includes care services, cost reimbursement (healthcare, aids, travel, transport, rescue), and monetary payments (daily allowances, disability benefits, survivors’ pensions).
    • Waiting Period for Daily Allowances:
      • Daily allowances are claimable from the third day following the accident.
      • Payment of daily allowances replaces Randstad’s obligation to continue salary payments under Art. 324a CO.
    • Amount of Daily Allowance and Disability Benefits:
      • Daily allowance and disability benefits are 80% of average salary during the 3 months before the accident or effective employment length.
      • Partial incapacity results in proportional reductions.
    • Employee Obligations:
      • In case of inability to start or continue work due to an accident, the Employee must inform Randstad and the Client Company promptly via phone or fax.
      • Doctor's certificate or accident report submission to Randstad is required within 3 days.
      • No advance payments before SUVA acknowledges incapacity to work.
    • Additional Notes:
      • UVG provisions govern, and SUVA handles insurance payments.
      • Further information is available from the relevant SUVA branch responsible for the Employee.
      • This summary outlines crucial details of accident insurance coverage. For more comprehensive information, refer to the UVG and consult the responsible SUVA branch.

  • How do I have to request accident compensation?

    In order to receive compensation for an accident you need to send a request to your consultant. This must include the exact dates of your accident and a doctor's certificate (if you are absent from work due to the accident for more than 3 days). You will then receive a link from Randstad with questions regarding your accident. Please make sure to fill this in within 2 days, so this can be forwarded to our insurance.

parental leave.

What are my maternity and paternity leave benefits ?

  • Maternity Leave

    • Entitlement: Female employees are entitled to maternity benefits as per Art. 16b et seq. of the Swiss Federal law on Compensation for Loss of Earned Income (Erwerbsersatzgesetz, EOG).
    • Eligibility Criteria: Eligibility requires insurance under the Swiss Federal Law on Old-Age and Survivors’ Insurance (Bundesgesetz über die Alters- und Hinterlassenenversicherung, AHVG) for the nine months before delivery, with at least 5 months of employment during that period and continued employment at the time of delivery.
    • Benefit Duration: Maternity leave is a maximum of 14 weeks from the day of delivery.
    • Benefit Amount: During maternity leave, the Employee receives 80% of the average wages earned, up to a maximum of CHF 220 per day, before childbirth.
    • Payment: Maternity benefits are paid through a daily allowance, with a maximum of 98 days. The entitlement ends upon the Employee's return to work.

    In order to receive compensation for maternity leave you need to fill out part A of the application and send the link or PDF together with the requested documents (f. ex. Birth Certificate) to your consultant. The Compensation Office, Consimo, will review your application and it can take up to one month until a payment is done. Payments are done for one month at a time until the 14  weeks or 98 days are paid in full.

  • Paternity Leave

    • Entitlement: Male employees are entitled to paternity leave coverage if mandatory insurance coverage under the Swiss Federal Law on Old-Age and Survivors’ Insurance (AHVG) is contributed for the nine months prior to the child's arrival, and they have been employed for at least 5 months during that period. Furthermore the father must have been employed on the day the child was born.
    • Benefit Duration: Paternity leave entitlement arises on the day the child is born and lasts up to six months after the child's arrival. Within this time you are entitled to a two-week paternity leave (10 working days with a 100% workload). These days can either be taken in one go or divided into individual days. If the leave is not taken within six months, the entitlement expires.
    • Benefit Amount: Paternity leave provides 80% of the average wages earned, up to CHF 220 per day, before the child's arrival, for a maximum of two weeks.
    • Payment: Paternity leave benefits are provided as a daily allowance, with a maximum of 14 days (10 working days).
    • Claim Process: Employees need to file a claim to receive this benefit.
    • Notice Period Extension: If taken during a notice period for termination, the leave may extend notice periods under Art. 335c para. 3 CO, limited to the leave's duration.

    In order to receive compensation for paternity leave you need to fill out part A of the application and send the link or PDF together with the requested documents (f. ex. Birth Certificate, exact dates of paternity leave) to your consultant. Please note that you can only apply for paternity leave after you have taken all of your paternity leave days. The Compensation Office, Consimo, will review your application and it can take up to one month until a payment is done. 

    This summary provides an overview of maternity and paternity leave benefits. For detailed information and specific cases, refer to the complete agreement. If you have further inquiries or require clarification, please contact Randstad.