Anyone working in Switzerland in a restaurant, hotel, café, or bar will sooner or later come across the term national collective labour agreement (L-GAV). And for good reason: in the hospitality industry, many aspects are not simply “freely negotiated between the parties,” but are governed by an industry-wide framework that sets minimum standards, especially in a country without a nationwide statutory minimum wage.
A collective labour agreement (CLA), as explained in the article on minimum wage in Switzerland, is an agreement between employers and employees that establishes binding rules for working conditions. In the hospitality sector, this is particularly important because working hours, seasonal peaks, part-time arrangements, and changing shift schedules are very common. The L-GAV creates a shared foundation that both businesses and employees can rely on.
What Rules Apply in the Swiss Hospitality Sector?
The L-GAV applies to many businesses in the Swiss hospitality sector and regulates key aspects such as minimum wages, working hours, vacation entitlements, and the important rules regarding the beginning and end of an employment relationship.For many employees, it functions as a kind of “safety net”: it defines minimum standards that must not be undercut, regardless of whether someone works in a large city, a tourist destination, or a smaller establishment.
One major anchor point is minimum wages. These are structured in the L-GAV according to qualification/categories. For example, there are minimum wages for employees without formal vocational training, as well as higher levels for employees with training, with a two-year basic education (EBA), or a three-year vocational education (EFZ). The minimum wage levels are also updated at specific reference dates, for example, rates for 2025 and 2026 are explicitly defined.
Another important point in gastronomy: the 13th monthly salary is provided for in the L-GAV as an entitlement (generally 100% of a gross monthly salary; pro rata in incomplete employment years, with specific rules regarding the probation period). This is something many only fully appreciate when moving to a sector where a 13th salary is not standard.
The L-GAV also sets clear guidelines for working hours. For hospitality employees, a maximum average weekly working time (including presence time) is regulated, with a limit of 42 hours per week on average. In a sector where workload can fluctuate significantly depending on the season, this clarity is important because it simplifies overtime and compensation discussions.
When it comes to probation periods and termination, the L-GAV also provides clear rules: during the probation period, a very short notice period applies (set at 3 days in the agreement). After the probation period, notice periods are staggered based on years of service, for example, one month in the early years and longer periods later on. This creates transparency for both employees and employers.
And then there is a classic topic that is often underestimated: vacation. The L-GAV provides, among other things, for five weeks of vacation. Especially in part-time or hourly wage models, it is helpful that the agreement systematically covers these aspects.
The key points of the CLA in one sentence
In simple terms, the L-GAV is about three things: fair minimum wages based on qualifications, clear rules on working time and rest periods, and reliable standards for employment contracts—from hiring and probation periods to termination—complemented by the entitlement to a 13th salary and defined minimum vacation.
