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Termination Of Contract Letter To Employee

Termination Of Contract Letter To Employee Template for Switzerland

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Key Requirements PROMPT example:

Termination Of Contract Letter To Employee

"I need a Termination Of Contract Letter To Employee under Swiss law for a senior software developer who will be made redundant effective March 15, 2025, with a three-month notice period and garden leave provisions."

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Document background
The Termination Of Contract Letter To Employee is a crucial document used in Switzerland when formally ending an employment relationship. It must comply with Swiss employment law, particularly the Swiss Code of Obligations (Articles 335-336d), and include specific elements such as clear termination notice, notice period, last working day, and final payment terms. This document is essential for legal compliance and proper documentation of employment termination, protecting both employer and employee interests. It can be used for various termination scenarios including voluntary resignations, redundancies, or performance-based terminations, but must always adhere to Swiss legal requirements regarding form, timing, and content. The letter serves as official documentation of the termination and outlines all necessary steps and obligations for both parties during the notice period and employment conclusion.
Suggested Sections

1. Employee and Employer Details: Full names, addresses, and relevant contact information of both parties

2. Date: Current date and location

3. Subject Line: Clear indication that this is a termination notice

4. Notice of Termination: Clear statement of employment termination with reference to employment contract

5. Last Working Day: Specific mention of the final day of employment, considering legal notice periods

6. Notice Period: Confirmation of the applicable notice period as per contract and Swiss law

7. Return of Company Property: List of items to be returned before the last working day

8. Final Salary and Benefits: Information about final payment, including salary, unused vacation, and other entitlements

9. Signature Block: Space for authorized company representative signature and employee acknowledgment

Optional Sections

1. Garden Leave: Used when the employee is not required to work during notice period but remains employed

2. Non-Compete Reminder: Include if the employment contract contains post-employment restrictions

3. Handover Instructions: Detailed when specific handover of duties is required

4. Reference Letter Offer: Mention of the provision of a work certificate as per Swiss law

5. Settlement Agreement: When additional terms or special arrangements are agreed upon

6. Confidentiality Reminder: Reiteration of ongoing confidentiality obligations

7. Outstanding Expenses: Include if there are pending expense claims to be processed

Suggested Schedules

1. Inventory List: Detailed list of company property to be returned

2. Final Payment Calculation: Breakdown of final salary, benefits, and any deductions

3. Handover Document: Detailed list of ongoing projects and responsibilities to be transferred

4. Benefits Summary: Overview of termination of benefits and any continued coverage

5. Exit Process Checklist: Step-by-step guide for completing the termination process

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Banking and Financial Services

Manufacturing

Technology

Healthcare

Retail

Education

Professional Services

Construction

Hospitality

Telecommunications

Insurance

Pharmaceutical

Transportation and Logistics

Real Estate

Energy and Utilities

Relevant Teams

Human Resources

Legal

People Operations

Employee Relations

Corporate Services

Executive Leadership

Administration

Compliance

Relevant Roles

Human Resources Director

HR Manager

HR Business Partner

Legal Counsel

Employment Lawyer

Chief Human Resources Officer

HR Administrator

People Operations Manager

Employee Relations Manager

HR Coordinator

Chief Executive Officer

Department Manager

Line Manager

Managing Director

Operations Director

Industries
Swiss Code of Obligations (Articles 335-336d): Core legislation governing employment termination, including requirements for form of termination, notice periods, and protection against unfair dismissal
Swiss Federal Act on Gender Equality: Ensures termination cannot be based on gender discrimination and provides special protections during pregnancy and for a period after childbirth
Federal Act on Data Protection (FADP): Governs how personal information should be handled in termination documentation and what information can be included in the termination letter
Swiss Federal Act on Equal Treatment of Disabled Persons: Provides protection against discrimination based on disability in employment termination
Collective Employment Agreements (if applicable): Industry-specific agreements that may contain additional requirements for termination procedures and notice periods
Canton-specific Employment Laws: Local regulations that may impose additional requirements for employment termination in specific Swiss cantons
Swiss Federal Act on Staff Secondment: Relevant if the employee is a temporary worker or seconded employee, affecting termination procedures
Swiss Civil Code Article 2: General principle of good faith that must be observed in termination processes
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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