Changes to employment law in 2025: an overview
In 2025, there will be significant changes to German and Swiss employment law that are highly relevant for HR managers and employers. Here are the most important changes you should be aware of:
GERMANY
1. Digital employment contracts
From January 1, 2025, it will be possible to submit employment contracts in text form instead of in writing. This means that documents can be provided digitally as long as they are accessible to the employee and can be saved and printed. Employers must also ask the employee to provide proof of receipt, for example by sending an email with a confirmation of receipt function.
2. Sickness management
Sickness absence was at a record high in 2024 and good sickness management will continue to be key in 2025. Employers should actively tackle breaches of duty and set clear boundaries, especially on issues such as working time fraud or faking incapacity for work.
3. Transparent communication
Open and transparent communication within the company remains essential. Conflicts are normal and it is important to train managers in employment law and professional communication in order to manage these challenges effectively.
SWITZERLAND
1. Conciliation 2.0: More Power to the Peacemakers
The conciliation authorities are getting a boost in 2025. They’re now allowed to do more than just serve coffee and croissants; they have expanded powers in employment law proceedings. This means potential disputes can be nipped in the bud more often. Less drama, more productivity – sounds like a good deal, doesn’t it?
2. Digital Courtroom: Zoom Instead of Doom and Gloom
Welcome to the future! Courts can now conduct hearings via video call under certain conditions. This saves time, nerves, and travel costs. Tip: Make sure your employees know that “The dog ate my homework” isn’t a good excuse in the digital world either.
3. Home Office Regulations: Not Quite So Wild in the Wild West Anymore
For all remote enthusiasts, there are clear rules: Maximum 49.9% home office for cross-border workers, otherwise things get complicated with social security. And yes, working hours apply at home too – sweatpants are optional, time tracking isn’t.
4. Data Protection: Big Brother is NOT Allowed
Surveillance software in the home office? No, thanks! Your employees can continue to blow their noses unobserved. However, the responsibility for data security with sensitive information lies with you. So it’s better to double-check before confidential documents end up on the kitchen table.
Conclusion
The innovations in 2025 clearly show: The working world is becoming more flexible, but not without rules. It’s about finding the balance between freedom and responsibility.
My advice? Stay informed, adapt your processes, and don’t forget common sense amidst all the paragraphs. And remember: A well-informed team is a happy team!
Do you have questions about the new regulations? Don’t hesitate to seek expert advice. After all, we all want 2025 to be not just legally correct, but really good!
Disclaimer:
The information provided here is for general information purposes only and does not constitute legal advice. For individual legal questions, please contact a qualified attorney.
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