How to Understand Your Employment Reference in Switzerland: Tips for Recipients

In Switzerland, every employee leaving a company has the right to an Arbeitszeugnis — a document that describes their work, conduct, and reasons for leaving. At first glance, it may look like a formal certificate, but in reality it plays a crucial role in your future career. Potential employers read these documents carefully, sometimes even searching for hidden nuances.

So what should you know when you receive your Arbeitszeugnis?

Basic rules employers must follow

By law, an employment reference must be:

• truthful — key facts cannot be hidden;
• benevolent — the text should not deliberately harm you;
• complete and clear — no ambiguous wording or “coded” hints.

At the same time, there is the principle of “truth before benevolence.” This means that if certain facts are essential for the overall picture, the employer has the right (and even the obligation) to mention them.

What complex situations in the reference mean

Interim reference after termination

If you receive a Zwischenzeugnis (interim reference) after you have already resigned or been dismissed, the employer may not state the contract end date. Such a reference should only describe the period up to the date it is issued.

“Own request” or “at the employer’s initiative”

Sometimes you may resign because the employer strongly suggested it. Even in that case, your reference must still state: “left at own request.” The employer may not add a remark about external pressure.

Long absences due to illness

If you were absent for a long time, the employer may mention it in the reference, but only if the interruption significantly affected your professional experience. For example:

“From [date], the employee could no longer perform her duties due to health reasons.”

Ordinary short absences — such as a cold or a few weeks of sick leave — are never included.

Difficulties integrating into a team

If after being transferred to a new department you could not integrate well, this may appear in the reference in a neutral form. For example:

“He found it difficult to settle into the new team, which is why the collaboration ended on [date].”

Note: in such cases your strengths are usually highlighted as well to keep the balance.

Termination without notice (fristlose Kündigung)

If your contract was terminated immediately, this may be noted in the reference. But the employer is not allowed to describe details or make assumptions. The usual wording is short:

“The employment relationship was terminated with immediate effect.”

Specific misconduct (e.g. a criminal offense) may only be mentioned if there is a court ruling.

Sexual harassment or other serious misconduct

If such behaviour has been confirmed, it can also appear in the reference. The wording will remain general, without reference to a specific crime:

“The employee did not always maintain the necessary professional distance in dealings with colleagues.”

Important: if facts are not proven, the employer is not allowed to include them.

Why this matters for you

Many employers avoid negative remarks because they fear legal disputes. Others still include such details — and then employees often demand corrections.

That is why, after receiving your Arbeitszeugnis, you should:

1. Read the text carefully. Watch out for ambiguous wording.
2. Check the balance. Are your strengths highlighted alongside possible issues?
3. Seek advice if in doubt. If the document seems unfair or harmful to your reputation, you have the right to request a correction.

An Arbeitszeugnis is more than a formality. It can significantly influence your future. It must be truthful but also benevolent and balanced. If you find references to illness, team integration issues, or even termination without notice, remember: your employer is bound by clear rules.

And most importantly — you have the right to demand correct wording. This is your professional safeguard and ensures that the document reflects reality without damaging your career.