Temporary Work and Fixed-Term Jobs: Rights, Pay, CV

Temporary work (staff leasing) involves three parties: the leasing company, the client company and you. In employment law the leasing company is your employer – it pays the salary and is responsible for social insurance.

• Permit: leasing companies need a cantonal permit; staff leasing is regulated in the Employment Services Act.
• Staff leasing collective agreement: a generally binding collective agreement applies to the sector, with minimum wages, supplements and public holiday rules.
• Right to instruct: at the client company you work under its instructions but remain an employee of the leasing company.

The central rule: after three months at the same client company you are entitled to the pay that the client company pays for the same work (equal pay).

• First three months: pay under the staff leasing collective agreement, including holiday and public holiday compensation.
• From the fourth month: the client company's pay, including the allowances customary there.
• Proof: the client company must supply the salary details; the leasing company implements them. Ask if your payslip does not rise.

In addition: holidays, public holidays, daily sickness benefits and accident insurance are regulated by the collective agreement – usually better than the statutory minimum.

A fixed-term employment contract ends without dismissal – on the agreed date. Note:

• Written form: the fixed term should be agreed in writing; orally it is hard to prove.
• Chained contracts: if contracts are repeatedly extended, this can in fact create an open-ended employment relationship – the case law is strict.
• Early termination: only if expressly agreed or if there is an important reason.
• Social insurance: on termination the employment confirmation for unemployment insurance is important.

Fixed-term jobs are a legitimate entry – but check whether an extension is planned before giving up an open-ended position for one.

Many companies fill positions through temporary work first – and take on good people. What makes the difference:

• First week: take onboarding seriously, ask questions, be punctual – the assessment is made by the client company.
• Visibility: take on a small additional task that nobody else does.
• Raise a permanent takeover actively: ask the manager after six to eight weeks – not the leasing company.
• Reference: both the leasing company and the client company can issue a reference; ask both.

For the CV the client company is the relevant entry – with function, period and results, not with the leasing company's name as employer.

Temporary assignments are no blemish if presented cleanly:

• Group them: several short assignments with the same leasing company can appear as one block: "Temporary assignments (leasing company X), 2024–2025: accounting administration (6 months), customer service (4 months)".
• Emphasise relevance: highlight the assignment that fits the target role and summarise the rest.
• Avoid gaps: a phase of irregular assignments can be labelled "temporary project and relief assignments".
• References: name the manager from the client company, not the leasing company.

Before signing with a leasing company:

1. Place of assignment and workload – is the first assignment defined or only "as required"?
2. Pay and supplements – according to the collective agreement, with holiday and public holiday compensation shown?
3. Equal pay – from when and how is the salary adjustment implemented?
4. Notice periods – short periods apply in staff leasing; do you know them?
5. Expenses and commute – who pays travel costs to changing assignment locations?

If a detail is missing, ask in writing. With leasing companies this is customary and is not read as mistrust.