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The Legal 500 Hall of Fame Icon The Legal 500 Hall of Fame highlights individuals who have received constant praise by their clients for continued excellence. The Hall of Fame highlights, to clients, the law firm partners who are at the pinnacle of the profession. In Europe, Middle East and Africa, the criteria for entry is to have been recognised by The Legal 500 as one of the elite leading lawyers for seven consecutive years. These partners are highlighted below and throughout the editorial.
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Switzerland > Legal Developments > Employment > Law firm and leading lawyer rankings

Editorial

Press releases and law firm thought leadership

This page is dedicated to keeping readers informed of the latest news and thought leadership articles from law firms across the globe.

If your firm wishes to publish press releases or articles, please contact Shehab Khurshid on +44 (0) 207 396 5689 or shehab.khurshid@legalease.co.uk

 

The Employment Law Review

April 2012 - Employment. Legal Developments by Walder Wyss Ltd.

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The employment law in Switzerland is mainly based upon the following sources, set out in order of their priority:

PROJECT WORK IN SWITZERLAND

January 2012 - Employment. Legal Developments by Walder Wyss Ltd.

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by Ueli Sommer, Dr. iur., LL.M., Partner, Walder Wyss Ltd

Many UK firms accept projects in Switzerland and have to send their employees to Switzerland in order to fulfil their contractual obligations. However, due to the fact that Switzerland is not part of the EU, working in Switzerland – even for short periods – is subject to some restrictions and formalities. Furthermore, the applicable regulations may have an impact on the pricing which any UK firm tendering for a project in Switzerland should be aware of.

EMPLOYEE SHARE PLANS

November 2011 - Employment. Legal Developments by Walder Wyss Ltd.

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EMPLOYEE SHARE PLANS LABOUR AND EMPLOYEE BENEFITS VOL 2

Switzerland
Ueli Sommer and Tina Shih-Thurnheer
Walder Wyss Ltd

Neue Arbeitszeitbestimmungen im Gesundheitsbereich

December 2009 - Employment. Legal Developments by Walder Wyss Ltd.

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Der Bundesrat hat am 27.November 2009 die Revision der Verordnung 2 zum Arbeitsgesetz vom 10.Mai 2000 (ArGV 2) beschlossen. Neu geregelt werden im Gesundheitswesen die zulässige Anzahl aufeinanderfolgender Arbeitstage,die Nachtarbeit und der Pikettdienst. Die Änderungen treten am 1. Januar 2010 in Kraft. Die für den Arbeitgeber günstigeren Bedingungen hinsichtlich der Verlängerung der Arbeitswoche und der Nachtarbeit müssen jedoch in den Anstellungsbedingungen konkretisiert werden, damit sieWirkung entfalten können und Kostensparpotential ausgenutzt werden kann.

PLC Cross-border Employee Share plans

September 2009 - Employment. Legal Developments by Walder Wyss Ltd.

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Country Q&A Switzerland: Labour and Employee Benefits 2008/09 Volume 2: Employee Share Plans

Outsourcing arrangements in the current market

September 2009 - Employment. Legal Developments by Niederer Kraft & Frey.

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Outsourcing is expected to continue rising as companies attempt to restrueture Operation and reduce costs. But successful outsourcing depends on an exhaustive process, and it is vital that companies undertake vigorous due diligence of any potential Service Providers before entering into a binding agreement. This need has been accentuated by scandals such as the one involving Satyam in India - a populär outsourcing destination - which means that the industry now needs to restore confidence in the market.

Employment News

March 2009 - Employment. Legal Developments by Walder Wyss Ltd.

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March 2009

Compliance has pulling power: implementation of changes to the Swiss Federal Data Protection Act

January 2009 - Employment. Legal Developments by Walder Wyss Ltd.

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Data protection is a very hot issue, especially among employees. They expect an attractive employer to treat sensitive data with the utmost care. By contrast, large international groups are often criticised by consumer organisations for their handling of sensitive data. Consequently, an employer may enhance its attractiveness by ‘selling’ its full or even overcompliance with the applicable data protection laws.

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