There is no national minimum wage. However, collective agreements and standard employment contracts may provide for minimum wages applicable in the sectors and sectors concerned. Women have the right to continue to receive their wages for some time after birth. The duration of this period depends mainly on the duration of the working relationship (Article 324a CO). Many collective agreements contain provisions that are more advantageous to female workers than those prescribed by law. The main source of labour law is federal law. In addition, federal regulations, collective agreements and standard contracts play a central role. However, Swiss labour law is not codified. It can be distinguished between private labour law, whose provisions deal with the employment contract, public labour law, which imposes minimum standards of protection for workers, and collective labour law.

The Swiss legislator has not set a minimum wage. On the contrary, wages are very often set by collective agreements and standard employment contracts. However, the wages thus set are no more than minimum wages to which parties to an employment contract may deviate in favour of the worker (s. 357d.2 CO). A lockout is a counter-measure of an employer against strikes. It is defined as the prevention of access to employment for several workers and wage moderation to impose certain financial or working conditions. A lockout may be limited to certain categories of workers, for example. B strikers or non-strikers, but it should not be only for certain people. The conditions of legality are much the same as for strike action. In particular, lockouts must respect the principle of proportionality.

In addition to the normative provisions, collective agreements also have effects that apply only to the contracting parties. The associations concerned are therefore obliged to implement them and maintain industrial peace (Article 357a CO). The first is that it is up to the parties to ensure that all of their members comply with the provisions of collective agreements and, if necessary, take enforcement action to implement them. The obligation to maintain industrial peace implies the obligation to refrain from any form of challenge to issues governed by the agreement. In addition, the parties often agree on other contractual provisions, such as clauses. B compensation funds, joint committees or arbitration tribunals. Collective agreements are generally concluded for a period of two to five years. In the meantime, annual wage negotiations take place in the fall, during which wage increases are negotiated early in the following year and possibly other compensation items.

In exceptional cases, wage agreements of more than one year are concluded. A collective agreement (CLA) is the best guarantee of good working conditions in Switzerland. A CTC provides workers with an instrument to ensure fair wages and better working conditions with the union. Mandatory arbitration agreements do not apply in employment when they relate to legal requirements of a non-Swiss employment contract. In essence, collective agreements contain, in addition to actual working conditions such as wages, working time, etc., such as supplementary pension fund schemes, early retirement, dispute resolution procedures, the common social fund, funding of initial and continuing education, joint implementation and control bodies. , participation rights, financial participation, procedures related to collective redundancies and acquisitions, etc.