Holidays and leave
Claim
Employees at ETH Zurich are entitled to take five weeks of holiday per calendar year. Employees over the age of 50 or to the age of 20 are entitled to six weeks of holiday. Holiday must always be taken in the calendar year in which it was allocated.
Employees should agree the timing of their holidays with their supervisor according to operational needs.
Carry forward to the following year
In consultation with the supervisor, a maximum of two weeks (at 100%) may be carried over to the following year. The holiday carry-over must be taken by 31 March of the following year. Note: From January 1, 2024, vacation days that are older than 5 years will be canceled.
University holidays
ETH Zurich is closed for university holidays between Christmas and New Year. These free days can be compensated for in advance during the year, or they can be taken as holiday.
Payout
Holidays are not paid out during the current employment relationship. In the event of resignation, whenever possible, the taking of holidays should be planned in such a way that no payment of holidays has to be made.
More information on handling and reducing high levels of accrued time off can be found here.
Paid leave is granted in exceptional cases such as the employee getting married, going on paternity leave, moving house or taking care of a sick person, details can be found in the Download Personnel Ordinance. (PDF, 1.4 MB)
Information on leave regarding parenthood.
According to the law, the following definition applies to extracurricular youth leave:
The employer must grant employees up to the age of 30 youth leave of up to a total of one working week per year of service for unpaid managerial, supervisory or advisory activities in the context of extracurricular youth work in a cultural or social organisation as well as for the necessary training and further education.
Employees are not entitled to receive a salary while taking youth leave.
In accordance with Art. 52 of the Personnel Ordinance for the ETH Domain, leave, up to 5 days of paid leave can be taken per calender year for leading and accompanying courses in the context of Youth + Sport (Y+S) and sport or disabled sport.
Appropriate training (Y+S leaders, Y+S junior coaches, Y+S leaders and experts in school sports, etc.) is a prerequisite for leading and supervising courses as part of the Youth and Sport programme. With proof of such training/further training, payment is made via the EO card.
Proof of participation in Y+S leader courses and Y+S coach courses is provided via an EO card. Other training courses compensated by the EO are listed in the external page Art. 29 Verordnung des BASPO über "Jugend und Sport".
Other camp management activities that are not managed under Y+S and therefore do not result in EO compensation must be deducted from the holiday credit and are not covered by the Y+S holiday entitlement.
ETH Zurich enables employees to take a sabbatical at another national or international institution, thus contributing significantly toward ensuring employability.
Definition/eligible persons
- A sabbatical is intended to aid professional and personal development and benefit continued employment at ETH Zurich and the ETH subject area.
- During sabbaticals, employees are released from the duties/activities according to the job description.
- Exclusively language school courses do not count as sabbaticals.
- Eligible individuals are employees in management, staff and support roles, and permanent scientific employees
Requirements
- Permanent employment contract
- At least seven years at ETH
- Independent of function level and level of employment
- Excellent qualifications and performance
- Relevance to the professional environment at ETH Zurich and for professional development
- Stay at another national or international university, industrial company or service company, Swissnex, etc.
- Support from supervisor; no general entitlement.
Framework conditions
- Duration: at least two months to a maximum of six months; continuous
- Expense limit: maximum of CHF 10,000
- The following costs can be accounted for through expense receipts: Outward and return journey as well as accommodation
- No overtime can be claimed
Legal aspects
The basis is the sabbatical regulations for employees in management, staff and support roles, and permanent scientific employees (RSETHZ 610, developing version 2019). Employment at ETH Zurich continues uninterrupted during the sabbatical according to the currently valid contract, with all rights and obligations unchanged.
Compensation from the host country
Any financial compensation or business expenses from the local institution or host country are not permitted for tax reasons.
Work permit
The employee must ensure that the local institution requests and acquires the necessary stay and work permits.
Process
Request
Following an agreement with the supervisor, a written request must be submitted through the official channels to the head of department or the responsible Executive Board member in the central areas.
The “Sabbatical request” form is provided as an aid.
Decision
The head of department or the responsible Executive Board member will make the final decision on granting of the sabbatical.
Cost reimbursement
- After their return from the sabbatical, the employee must submit a one-time ETHIS expense report with the corresponding documents to be balanced by the PSP element 1-008186-000.
- Permanent scientific employees must clarify reimbursement of costs with their supervisor.
- Payments with company credit cards are not permitted.
Knowledge transfer/reflection
The employee must prepare a detailed report on the knowledge acquired within 30 days of their return from the sabbatical and submit this to the heads of professorships and department heads or heads of administrative departments and the responsible Executive Board member.The employee will convey the knowledge acquired within their own specialist group.
Time recording
The sabbatical stay (according to agreement) must be recorded in ETHIS as absence type ?Education / Training? .
Insurance protection
- Accident: SUVA is responsible for any hospital and medical costs (worldwide, general department).
- Illness: Must be insured via private health insurance. Verification of international coverage with your private health insurance is advisable.
- Continued pay: Personnel Ordinance of the ETH Domain applies in the event of accident or illness.