Maternity and paternity leave in Switzerland: rights, obligations and payroll treatment 2026

Maternity leave, paternity leave and adoption leave are legal rights in Switzerland, governed by the Code of Obligations and the Loss of Earnings Compensation Act (LAPG). This guide details the duration, compensation, dismissal protection, employer obligations and the practical payroll treatment of these parental leaves.

Maternity leave: 14 weeks compensated

Duration and conditions

Legal maternity leave in Switzerland is 14 weeks (98 days) from the day of birth. This is a legal minimum provided by art. 329f CO. During this period, the mother is absolutely prohibited from working during the first 8 weeks (art. 35a para. 3 LTr). From the 9th to the 14th week, return to work is possible only if the mother wishes, but she then loses her right to the remaining allowances.

To be entitled to the maternity APG allowance, the employee must meet the following conditions:

• Have been insured under mandatory AHV for the 9 months preceding the birth
• Have been gainfully employed for at least 5 months during this period
• Be employed or self-employed at the time of birth

APG maternity compensation

The maternity allowance corresponds to 80% of the average salary earned before the birth. It is capped at CHF 220 per day in 2026, which corresponds to a monthly salary of approximately CHF 8,250 (CHF 220 x 30 days / 0.8). For a full 98-day leave, the maximum total allowance is therefore CHF 21,560.

Note: the daily allowance is calculated based on the average income for the months preceding the birth, divided by 30.

Extension in case of newborn hospitalisation

Since 1 January 2024, if the newborn must be hospitalised immediately after birth for a minimum of 14 consecutive days, maternity leave is extended by the duration of hospitalisation. This extension is capped at 56 additional days (8 weeks). APG compensation is maintained throughout the extension period, under the same conditions.

Dismissal protection

The employee benefits from dismissal protection (art. 336c para. 1 let. c CO) throughout the pregnancy and for 16 weeks after the birth. A dismissal pronounced during this period is legally null and void. If a notice period was running at the beginning of the pregnancy, it is suspended and resumes upon expiry of the protection period.

Right to salary continuation: cantonal scales

In the absence of daily sickness benefits insurance (KTG), the right to salary continuation during pregnancy (in case of incapacity before the birth) is governed by cantonal scales:

• Bernese scale: 3 weeks in the 1st year of service, 1 month in the 2nd year, 2 months in the 3rd and 4th years, then progressive increase
• Zurich scale: 3 weeks in the 1st year of service, 8 weeks in the 2nd year, then progressive increase
• Basel scale: similar to the Bernese scale with some variations

These scales apply only to incapacity during pregnancy. During the 14-week maternity leave, the APG allowance applies. For more on payroll management, see our payroll management guide.

Paternity leave: 2 weeks since 2021

Duration and arrangements

Since 1 January 2021, employed fathers are entitled to paternity leave of 2 weeks (10 working days). This leave can be taken:

• As a block of 2 consecutive weeks
• As individual days (for example, one day per week over 10 weeks)
• As a combination of both formats

The leave must be taken within 6 months of the birth. After this deadline, the right is lost. Paternity leave cannot be postponed or financially compensated if not taken.

APG paternity compensation

Compensation follows the same principle as maternity leave: 80% of the average salary, capped at CHF 220 per day. For 14 days of compensation (10 working days correspond to 14 calendar days), the maximum total allowance is CHF 3,080.

Eligibility conditions are the same as for the maternity allowance: the father must have been insured under AHV for the 9 months preceding the birth and have been gainfully employed for at least 5 months.

Adoption leave: 2 weeks since 2023

Since 1 January 2023, adoptive parents are entitled to adoption leave of 2 weeks (14 days of compensation). This leave is granted to one of the two adoptive parents, at their choice, or can be shared between both.

Conditions

• The adopted child must be under 4 years of age at the time of placement
• The parent must meet the same AHV insurance conditions as for maternity/paternity leave
• The leave must be taken within one year of the child's placement
• Adoption of a spouse's child does not give rise to this leave

Compensation is identical: 80% of salary, capped at CHF 220/day. Funding is provided by the APG scheme, via the 0.50% contribution already deducted from salaries.

Employer obligations

Declaration to the compensation fund

The employer must notify the birth (or adoption) to their AHV compensation fund and complete the maternity, paternity or adoption allowance application form. The following documents are generally required:

• Allowance application form (available from the compensation fund)
• Birth certificate or medical certificate attesting to the date of birth
• Salary statement for recent months
• For adoption: adoption decision or placement certificate

Salary advance and offset

In practice, the majority of employers continue to pay the usual salary during the leave, then receive the APG allowance as reimbursement. If the employer pays 100% of the salary while APG covers only 80%, the 20% difference remains at their expense (unless otherwise agreed or covered by supplementary insurance). For more on the applicable social charges, see our dedicated guide.

Social contribution calculation during leave

Social contributions remain due throughout the leave:

For details on current contribution rates, see our AHV, IV and BVG guide.

Impact on holiday entitlement

The 14-week maternity leave does not result in a reduction of holiday entitlement. The employer cannot deduct maternity leave days from the annual holiday entitlement. However, if absence due to illness or pregnancy-related incapacity exceeds a certain threshold (art. 329b CO), a reduction may be considered for the portion exceeding the legal leave.

The 2-week paternity leave also does not reduce holiday entitlement.

Payroll treatment: practical example

Payslip during maternity leave

Here is an example payslip for an employee on maternity leave, with a usual monthly salary of CHF 6,500:

The employer then receives CHF 5,200 from the compensation fund (APG allowance). Their net cost is the CHF 1,300 supplement plus employer charges.

BVG contributions during leave

Occupational pension is maintained during maternity leave based on the usual insured salary, not the reduced APG allowance. Both employer and employee continue to pay their respective shares. This rule ensures that maternity leave has no negative impact on the employee's pension coverage.

Cantons with additional leave

At the cantonal level, no French-speaking Swiss canton currently offers additional maternity or paternity leave beyond the federal minimum. However, discussions are underway in several cantons:

• Geneva: parliamentary initiatives have been submitted to introduce a supplementary cantonal parental leave, but none has been adopted as of 2026.
• Vaud: discussions underway on a cantonal parental leave.
• At the federal level: a parliamentary initiative for 38 weeks of parental leave to be shared between both parents is under discussion in the Federal Chambers.

Many employers nevertheless offer leave exceeding the legal minimum as part of their HR policy or collective labour agreements (CLA).

Summary of parental leaves in Switzerland 2026

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