European professionals from Andersen, representing more than 18 different jurisdictions, have published the latest Employment Insights Newsletter featuring the most important updates in the field of Employment Law.
The key points of the recent developments in Swiss Labor Law
Magdalena Patryas, Partner at Andersen Poland, interviewed this month Donatella Cicognani, Managing Partner at Andersen in Switzerland, about the latest developments in Swiss labour law, such as the obligation to register employment offers, gender equality, and the taxation of remote work in an international context.
Donatella Cicognani explains that starting from January 2025, employers offering jobs in certain sectors and positions defined by law must notify the Regional Employment Office (RAV) and observe a five-working-day waiting period before publishing the job advertisement.
In March 2025, a new platform for reporting short-term employment was also introduced. However, this system requires active collaboration from employers and HR managers to ensure that job postings are clear, accurate, and regularly updated.
Speaking about the Swiss context, Donatella Cicognani points out that there is no statutory minimum wage in Switzerland. However, similarly to Italy, minimum wages are defined by collective labour agreements for specific industries or regions. Employers must remain attentive to market average salaries, as in cases where such agreements are absent and significant pay disparities arise, authorities may impose corrective agreements.
Regarding pay equality, and in order to align with the European directive within the established timeframe (June 2026), Switzerland enacted the Gender Equality Act. Since 2020, employers with more than 100 employees have been required to carry out an independent pay equity analysis and ensure 30% female representation on boards of directors and 20% on executive boards.
Another recent development in Swiss labour law concerns the application of tax and pay transparency regulations for cross-border remote workers. The Federal Act on the Taxation on Remote Working in an International Context has been adopted, with the aim of creating a clear legal framework in addition to the agreements already approved by the Federal Council (on 14 May 2025) regarding the exchange of salary data with France and Italy.
In conclusion, Donatella Cicognani highlights that today HR professionals are no longer merely supporting figures for employers but play a central role in business operations and in enhancing companies’ competitiveness both within Switzerland and internationally.
You can find the full article on page 6 of the newsletter.
Updates on Employment Law in Italy
Uberto Percivalle, Partner at Andersen Italy and Head of the Employment and Labor Service Line in our country, discussed the latest topics, including return-to-work models, the signing of new collective agreements for executives, and measures in cases of corporate crises.
The obligation for employees to fill out “RETURN TO WORK” forms is unlawful
On July 10, 2025, the Italian Data Protection Authority (Garante della Privacy) ruled, in a case involving a major manufacturer of components and solutions for the automotive industry, on the use of “return-to-work” questionnaires following absences due to illness or hospitalization.
The Authority found that this practice violated Regulation 1/2029 of the Garante, as the information requested in this specific case falls outside the employer’s competence and is the responsibility of the competent physician. Requiring employees to complete such a form constitutes a breach of their privacy on multiple grounds—for example, the lack of adequate prior information provided to employees—and lacks a legitimate legal basis.
Updates on Collective Agreements for Executives