Swiss maternity leave is straightforward: 14 weeks of mandatory leave at 80% of salary, capped at CHF 196 per day. The benefit is paid by the AHV/IV/EO fund (the federal old-age, survivors’, and disability insurance fund), not the employer. The employer’s role is to respect the leave period, preserve the position, and handle the social security administration — not to fund the benefit directly.

This guide covers Swiss maternity leave in 2026: the 14-week entitlement, the 80% pay structure with the CHF cap, AHV contributions, employer obligations, and the rules that apply before and after the leave period.

Key takeaways

The employee is entitled to 14 weeks of maternity leave, which cannot be reduced or waived.
The benefit is 80% of the employee’s average salary (gross), subject to a daily cap of CHF 196 (monthly cap of approximately CHF 8,515).
The benefit is paid by the AHV/IV/EO fund — the employer does not fund it directly but continues making AHV contributions during the leave.
The leave must be taken as a continuous block — it cannot be split or taken part-time.
Employers must preserve the employee’s position, respect the leave period, and cannot dismiss the employee during the protected period.

The 14-week entitlement

Under the Federal Act on Insurance for Old Age, Survivors, and Disability (AHVG) and the Ordinance on Compensation for Loss of Earnings (EOV), Swiss maternity leave is structured as follows:

14 weeks after the date of birth — the leave starts on the day after birth and continues for 14 consecutive weeks.
The leave cannot begin before the birth — there is no pre-birth leave under federal law (though some employers grant it voluntarily).
The leave is a continuous block — it cannot be split into shorter periods or taken on a part-time basis.

The 14-week entitlement is a minimum. Some cantonal laws and collective bargaining agreements provide for longer leave, but the federal minimum is 14 weeks.

Timing

Period	Duration	Start	End
Pre-birth	None (federal law)	N/A	N/A
Post-birth leave	14 weeks	Day after birth	14 weeks after birth
Total	14 weeks

There is no pre-birth leave under federal law. The 14-week clock starts the day after the child is born. Some employers allow the employee to start leave before the birth date (e.g., using annual leave or unpaid leave), but this is voluntary and not a legal entitlement.

The 80% pay structure

Swiss maternity leave pays 80% of the employee’s average salary (gross) over the 6 months immediately before the birth, subject to a daily cap. Under article 16b of the AHVG:

The benefit is 80% of the average gross salary over the last 6 months before the birth.
The daily cap is CHF 196 (2026 figure), which translates to a monthly cap of approximately CHF 8,515.
The benefit is exempt from AHV/IV/EO contributions but subject to income tax (withholdings at source for foreign employees).

Worked example: 80% calculation

An employee earning CHF 7,000 gross per month (CHF 233.33 gross per day):

80% of CHF 233.33 = CHF 186.67 per day
Over 14 weeks (98 days): CHF 18,293.66 total benefit
Monthly: CHF 5,600 (80% of CHF 7,000)

An employee earning CHF 12,000 gross per month (CHF 400 gross per day):

80% of CHF 400 = CHF 320 — but capped at CHF 196 per day
They receive CHF 196 per day (the cap), not CHF 320
Over 14 weeks: CHF 19,208 total benefit
Monthly: CHF 5,880 (CHF 196 × 30)

The CHF cap in context

The CHF 196/day cap means that high earners receive proportionally less than the 80% target. The cap was introduced in 2005 and is periodically reviewed but has not been adjusted to keep pace with salary inflation. This means that:

Employees earning below approximately CHF 9,800/month (CHF 326.67/day) receive the full 80%.
Employees earning above that threshold receive 80% up to the cap, then a lower effective percentage.

Who pays: AHV/IV/EO fund

Swiss maternity leave is funded through the federal AHV/IV/EO fund (Alters- und Hinterlassenenversicherung / Assurance-vieillesse et survivants), not the employer. Under article 16b of the AHVG:

The employee applies to the AHV/IV/EO fund through their cantonal compensation office (Ausgleichskasse / caisse de compensation).
The employer provides salary confirmation and employment details to the fund.
The fund pays the 80% benefit directly to the employee.

The employer’s financial role is limited to:

Continuing AHV/IV/EO contributions during the leave period (based on the employee’s salary before the leave).
Not advancing salary — the fund pays the employee directly, not through the employer.

Some employers supplement the AHV/IV/EO payment to bring the employee closer to their full salary. This is voluntary and must be specified in the employment contract or collective bargaining agreement.

Application process

The employee must apply to the cantonal compensation office before the birth (ideally during pregnancy). Required documents typically include:

A medical certificate confirming the pregnancy and expected due date.
The employer’s salary confirmation.
The employee’s AHV/IV/EO insurance card (or personal insurance number).

The fund processes the application and begins payments after the birth.

Employer obligations

Swiss employers have specific duties during and around maternity leave:

1. Notify the cantonal compensation office

When the employer is informed of the employee’s pregnancy, they should notify the cantonal compensation office and provide the necessary salary documentation. This is typically done through the employee’s insurance card or personal number.

2. Preserve the position

The employee’s position must be held open for the duration of the leave. The employee returns to the same role, or an equivalent position if the original role no longer exists, with no loss of seniority or benefits.

3. No dismissal during the protected period

Under article 33c of the Obligations Code (OR), the employee cannot be dismissed during the leave period or for a period of 16 weeks after the leave ends. Dismissal during this period is void unless the employer can demonstrate grounds completely unrelated to the pregnancy or leave.

4. Continue AHV/IV/EO contributions

The employer must continue making employer AHV/IV/EO contributions during the leave period, based on the employee’s salary before the leave. These contributions are not reimbursed by the fund.

5. Workplace risk assessment

Under the Federal Act on Employment at Work (ArG) and the associated ordinances, the employer must assess risks to the pregnant employee and adapt working conditions where necessary. This includes adjusting tasks, working hours, or workplace environment to eliminate or reduce risks to pregnancy and breastfeeding.

6. Maternity protection in the workplace

The employer must ensure that pregnant and breastfeeding employees are not exposed to hazards that could endanger their health or the child’s health. This includes physical risks (heavy lifting, chemical exposure) and psychological risks (excessive stress, harassment).

Common pitfalls

1. Assuming the employer pays the benefit

The AHV/IV/EO fund pays, not the employer. Employers who advance salary during the leave create unnecessary cash flow problems and may not recover the amounts correctly.

2. Not planning for the CHF cap

High earners receive less than 80% due to the CHF 196/day cap. Employers who promise “80% of your salary” without mentioning the cap create expectations that the fund cannot meet.

3. Processing dismissal during the protected period

The protected period extends until 16 weeks after the leave ends — not just the end of the 14-week leave. Employers who process dismissals immediately after the employee returns are still within the protected period and face void-dismissal risk.

4. Not assessing workplace risks

The risk assessment under the ArG is not optional. Failing to adjust working conditions for a pregnant employee — even if the employee does not request it — exposes the employer to liability.

5. Allowing pre-birth leave without documentation

Federal law does not provide for pre-birth leave. If the employer allows the employee to start leave before the birth (e.g., using annual leave), the arrangement must be documented to avoid confusion about when the 14-week clock starts.

For more context, see our guides to annual leave entitlements in Europe and types of leave.

Frequently asked questions

How long is maternity leave in Switzerland?

Maternity leave in Switzerland is 14 weeks — starting the day after birth and continuing for 14 consecutive weeks. There is no pre-birth leave under federal law.

What percentage of salary is paid during maternity leave?

The AHV/IV/EO fund pays 80% of the employee’s average gross salary over the last 6 months, subject to a daily cap of CHF 196 (approximately CHF 8,515 per month).

Can an employer supplement the AHV/IV/EO payment?

Yes. Some employers voluntarily supplement the 80% benefit to bring the employee closer to their full salary. This is not required by law and must be specified in the employment contract or collective bargaining agreement.

Can an employee return to work before the 14 weeks end?

No. The 14-week leave is a continuous block and cannot be shortened. The employee must take the full 14 weeks.

Can an employer dismiss a pregnant employee?

No. Dismissal is void during the leave period and for 16 weeks after the leave ends, with narrow exceptions for serious misconduct unrelated to the pregnancy.

Putting it into practice

Five steps cover most Swiss maternity leave compliance:

Notify the cantonal compensation office and provide salary documentation so the AHV/IV/EO fund can process the benefit application.
Confirm the employee’s leave start date — the day after birth — and track the 14-week entitlement.
Continue employer AHV/IV/EO contributions during the leave period based on the employee’s pre-leave salary.
Track the protected period — the leave plus 16 weeks after — and do not process any dismissal during that window.
Assess workplace risks under the ArG and adjust conditions before the employee returns.

You can take advantage of the free 14 days trial and explore Leave Balance.

A leave management system that tracks the 14-week entitlement, the CHF cap, and the 16-week post-leave protection window keeps Swiss employers compliant without manual calculations or calendar juggling.

Sources

Last updated: 26 July 2026. This article is general information, not legal advice. The CHF 196/day cap and AHV contribution rules change periodically — confirm current figures with the cantonal compensation office and a qualified Swiss employment adviser.

Maternity Leave in Switzerland: 14 Weeks at 80% — What Employers Must Do