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There is no legal obligation to announce a pregnancy. However, once the employer has been informed, they are obliged to take pregnancy into consideration and to protect the employee's health. The earlier a pregnancy is announced, the better the chances of preventing any potential risk by taking appropriate measures.

Pregnant women who have reached the end of their probation period are protected against dismissal during the whole pregnancy, whether or not they have announced it, and for 16 weeks following the birth (notably art. 3.1 GEA and art. 336c.1 CO). Employers cannot end permanent work contracts during pregnancy. This applies independently of the reason for dismissal (except in case of dismissal with immediate effect).

It is important to note that the protection of a pregnant woman only applies for the duration of her contract. Fixed-term contracts end on their specified end date, even if the employee is pregnant.

Swiss law provides for specific protection of pregnancy and maternity in the workplace (art. 35–35b EmpA and art. 62–65 EmpO 1). Employers must ensure that women who are pregnant or breastfeeding are assigned activities that entail no risk for their and the child's health and adjust working conditions accordingly (art. 35.1 EmpA).

Pregnant and breastfeeding women must be able to lie down and rest in appropriate conditions (art. 34 EmpO 3).

The Gender Equality Act (GEA) prohibits any direct or indirect discrimination because of sex, pregnancy (current, future or past), marital status or family circumstances.

This prohibition is not only valid during employment, but also at the time of hiring and dismissal. It therefore applies to all aspects of the professional relationship including attribution of tasks, setting of working conditions, pay, basic and advanced training and promotion.

The principles below define the overall legal framework applicable to all persons employed in Switzerland.

After the trial period (1–3 months), employers cannot dismiss an employee during pregnancy or the 16 weeks following the birth.

It is forbidden to return to work in the eight weeks following the birth (art.35a.3 EmpA).

After giving birth, employees are entitled to maternity leave of at least 14 weeks, to be taken in one go (art. 329f CO). The leave begins on the day of the birth. In Geneva, cantonal legislation provides for supplementary maternity pay that extends maternity leave to 16 weeks. The leave begins on the day of the birth.

Employees are entitled to 80% of their salary in the form of daily allowances during their maternity leave, provided they have been insured with the AVS for the nine months preceding the birth or have been working during at least five months preceding the birth (AVS contributions or employment periods in EU/EFTA countries are taken into account, art. 26 et 28 RAPG).

Different types of employment limitations are regulated by law (EmpO, EmpA).

Important: Protection against dismissal and the right to paid or unpaid maternity leave must not be confused.

Ten days of paid parental leave is granted to the legal father of the child during the six months following the birth, adoption or fostering of one or more children, as long as he is the husband or registered partner of the child's mother, or is in a couple with her and that he is in paid work.