An unfavourable dismissal must be contested by the worker before the expiry of the notice period by written notification to the employer. After the last day of employment, the worker has a period of 180 days to submit a request for a conciliation hearing to the competent judge The worker may claim up to 6 months` salary as compensation in the event of unlawful or discriminatory dismissal. In addition, the employer may not dismiss for protected periods. Such protection against dismissal exists while the worker is in military, civilian or external assistance service or while the worker is unable to work in whole or in part due to illness or accident (the latter period of protection is limited to 30 to 180 days depending on the year of service). In addition, the international agreements concluded between the European Union (and its Member States) and Switzerland on freedom of movement provide for equal treatment between workers who are nationals of a Contracting Party. Such persons, by reason of their nationality, may not be treated differently as regards employment and working conditions, in particular as regards remuneration or dismissal, than workers who are nationals of the other Party. A worker is treated as dismissed when the employer has resigned and the employment relationship ends at the end of the notice period. Termination does not require the agreement of third parties. The main sources of labour law in Switzerland are the law of obligations, the labour law and the conditions agreed in the employment contract.

In some sectors, binding collective agreements apply.