With a termination agreement, employer and employee end the employment relationship by mutual consent. Without notice periods or protection periods, but with clear rules on leaving, money and the reference.
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When both parties want a quick, calm separation. Employers gain planning certainty and avoid disputes over protection periods or unfair dismissal. Employees can obtain an earlier leaving date, compensation, garden leave or a good reference.
During the employment relationship and for one month after it ends, no one can waive mandatory claims (Art. 341 CO). A termination agreement is therefore valid only if both parties make concessions and it is a genuine settlement. An agreement concluded during illness is particularly sensitive if it removes protection against dismissal at an improper time and continued salary payment without anything in return.
For unemployment insurance, what matters is whether the unemployment is self-inflicted. Anyone who agrees without good reason to end the relationship before the ordinary termination date risks suspension days. A good agreement addresses this point expressly.
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Parting by mutual agreement, properly documented.
Follow-up questions and adjustments for 30 days, clearly limited.
Not by law, but it certainly should be for evidential reasons. Courts do not lightly assume a tacit termination.
There is a statutory entitlement only in exceptional cases. In a termination agreement, compensation is a matter for negotiation and often the most important concession.
You receive the tailored draft with one round of revisions for a flat fee of CHF 490. We offer direct negotiations with the other side as a separate mandate.
No. In the initial assessment for CHF 99, legal experts assess your case based on your information. You receive the draft in the package.
Initial assessment by legal experts for CHF 99, with a fixed-price offer by email.
