In Switzerland, occupational safety is not optional, but a strict legal obligation for all employers. They must take all necessary measures to protect the health and safety of their employees, in accordance with the requirements of the Code of Obligations (CO), the Labour Act (ArG) and the Federal Act on Accident Insurance (UVG). These laws require measures to be adapted to the state of the art, experience and the specific conditions of each company.
This obligation aims to effectively prevent occupational accidents and work-related illnesses, while ensuring a healthy working environment. In addition, active cooperation between employers and employees is required to implement these measures. Failure to comply with these rules can result in penalties, fines and even criminal liability.
On this page, you will find a clear and practical overview of the legal obligations relating to occupational safety in Switzerland, adapted to different types of businesses. You will also learn about the applicable thresholds, specific responsibilities and consequences of non-compliance, so that you can ensure compliant and safe implementation within your organisation.
Why occupational safety is a legal obligation
A clear responsibility for employers
In Switzerland, occupational safety is a fundamental legal obligation. This responsibility primarily lies with employers, who must ensure a safe and healthy working environment for their employees. This obligation is not merely a recommendation, but a strict legal framework designed to protect the lives and health of employees.
Health protection and accident prevention
The purpose of this obligation is to prevent occupational accidents and diseases, which can have serious human 
and financial consequences. The measures to be implemented must be adapted to the specific risks associated with each professional activity, taking actual working conditions and technological developments into account. This includes hazard analysis, employee training, as well as the organisation and monitoring of safety conditions.
Precise and mandatory Swiss standards
This obligation is governed by several important legal texts that establish precise standards: the Labour Act (ArG), the Federal Act on Accident Insurance (UVG) and the Code of Obligations (CO). These laws impose strict duties on employers, particularly with regard to prevention, information, monitoring and the continuous adaptation of safety measures.
Active cooperation between employers and employees
The law also emphasises the importance of active cooperation between employers and employees in occupational safety. This partnership makes it possible to identify risks more effectively, adapt measures and ensure everyone’s commitment to a prevention culture.
Consequences of failing to comply with this obligation
Failure to comply with these obligations can result in severe penalties (fines, operating bans, mandatory compliance measures under supervision and even criminal penalties). These measures are intended to hold companies accountable and ensure a working environment that complies with legal requirements, thereby minimising the risks of accidents and occupational diseases.
Key laws and reference directives (Labour Act, OPA, CFST 6508, MSST)
The Labour Act (ArG)
The Labour Act (ArG) is the cornerstone of the Swiss legal framework governing occupational safety and health. It defines the general principles for protecting employees and imposes obligations on employers relating to working conditions, the prevention of occupational risks and the organisation of protective measures. It establishes, in particular, the basic requirements concerning working hours, physical working conditions and protection against chemical, physical and biological hazards.
The Ordinance on Accident Prevention (OPA)
The Ordinance on Accident Prevention (OPA) supplements the Labour Act by specifying the technical and organisational requirements that companies must meet to prevent accidents and occupational diseases. Article 11a of the OPA requires employers to call on safety specialists when risks cannot be controlled using their own resources. This ordinance provides an essential practical framework for implementing specific prevention measures.
CFST Directive 6508 (MSST Directive)
The Directive 6508 of the Federal Coordination Commission for Occupational Safety (CFST), also known as the MSST Directive, provides the detailed legal framework governing companies’ obligation to call on occupational safety specialists (occupational physicians, industrial hygienists, safety officers and engineers). In force since 2000, it is based on the Federal Act on Accident Insurance (UVG) and the OPA, and governs the implementation of a safety management system proportionate to the specific hazards of each company. It defines ten key elements, including risk assessment, emergency response organisation, training, documentation and monitoring of safety measures.
The MSST system: an operational framework
MSST (occupational physicians and other occupational safety specialists) is the practical implementation of this directive. It is an occupational safety system composed of qualified professionals who support employers in identifying risks, assessing existing measures and implementing the necessary corrective actions. This system is mandatory for certain companies depending on their size and the level of risk associated with their activities. An MSST audit helps ensure that a company is compliant.
Who is subject to the legal obligations for occupational safety
Swiss occupational safety legislation does not apply only to large companies or high-risk industrial sectors. It concerns all employers, although the obligations vary depending on the company’s size, type of activity and level of risk associated with the tasks performed.
Companies with specific hazards
Companies are considered to present specific hazards when their activities involve particular risks to employees’ health or safety.
Examples include construction, the chemical industry, maintenance of electrical installations, work at height and the handling of hazardous substances.
These companies must implement an MSST system regardless of their workforce, with
mandatory recourse to safety specialists.
Companies without specific hazards
Even in the absence of high-risk activities, certain obligations apply. CFST Directive 6508 provides that companies with 50 or more employees must call on safety specialists to assess and prevent risks, even if their activities are not classified as hazardous.
SMEs and micro-enterprises
For smaller organisations, the obligation essentially depends on whether specific hazards are present. An SME with fewer than 10 employees operating in a sector without major risks must nevertheless comply with the general principles of occupational safety: regular risk assessments, appropriate training and protective equipment.
Summary table of thresholds and obligations
|
Company size / situation |
Specific hazards |
MSST obligation |
Use of specialists |
|
Fewer than 10 employees |
Yes |
Yes |
Mandatory |
|
10 or more employees |
Yes |
Yes |
Mandatory |
|
50 or more employees |
No |
Yes |
Mandatory |
|
Fewer than 50 employees, without specific hazards |
No |
No* |
No, unless specifically requested |
|
* Compliance with the general safety principles is always required. |
Key sectors concerned
- Building and construction
- Manufacturing and mechanical engineering
- Technical maintenance and energy
- Medical sector and healthcare facilities (care homes, hospitals)
- Transport and logistics
- Public-sector organisations and administrations with technical activities
These criteria enable companies to quickly determine whether they are required to implement a legally compliant occupational safety management system.
How to apply your obligations in practice: the practical guide >
Penalties and consequences of non-compliance
Ignoring or neglecting legal obligations relating to occupational safety in Switzerland exposes employers to serious penalties, both administrative and criminal. These measures serve as a reminder that protecting employees’ health and safety is an absolute priority.
Administrative penalties
The competent authorities may order:
- Fines proportionate to the severity and duration of the breaches identified.
- The suspension or temporary cessation of activities until compliance has been achieved.
- The implementation of a mandatory corrective action plan with regular monitoring.
Civil liability
In the event of an occupational accident or disease attributable to an employer’s failure to comply, the employer may be required to pay:
- Compensation to cover loss of income, medical expenses and non-material damage.
- Additional damages if gross negligence is established.
Criminal liability
If failure to comply with the rules leads to a serious or fatal accident, the employer, a manager or a safety officer may face criminal prosecution for negligent bodily injury or negligent homicide. Depending on the circumstances, penalties may include substantial criminal fines or even custodial sentences.
Indirect consequences
In addition to official penalties, non-compliance can result in:
- Loss of trust among customers, partners and employees.
- Damage to the company’s reputation, which can be difficult to restore.
- Higher accident insurance premiums.
- Project delays or work stoppages caused by inspections that prevent operations from continuing.
How to remain compliant on a daily basis
Complying with legal obligations relating to occupational safety is not limited to achieving initial compliance. It is an ongoing process that requires organisation, monitoring and regular improvement of the measures implemented.
Regularly update the risk assessment
Risk assessments must be reviewed at regular intervals, particularly:
- When a new activity or installation is introduced.
- After an incident, accident or near miss.
- When organisational changes affect safety.
This monitoring makes it possible to anticipate hazards and adjust preventive measures. 
Train and raise employee awareness
Sustainable compliance requires:
- Regular safety training adapted to the workplace, such as PERCO training, which is recognised for training safety contact persons.
- Updates whenever new procedures or equipment are introduced.
- Reminders through internal campaigns, notices and safety briefings.
A trained employee is better able to identify hazardous situations and adopt the right responses.
Maintain clear and up-to-date documentation
Legislation requires the following to be kept available:
- Risk assessment reports.
- Proof of training and attendance certificates.
- Emergency procedures.
Clear and accessible documentation facilitates inspections and demonstrates the company’s good faith.
Implement monitoring and internal controls
Periodic internal audits make it possible to verify the effectiveness of the measures implemented. These checks must result in a corrective action plan with clearly defined responsibilities and deadlines.
Involve all management levels
Compliance does not rest solely with the safety officer. Management, managers and employees must be involved in:
- Risk identification.
- Suggestions for improvement.
- Monitoring safety performance indicators.
We're here to give you personalised help.
Fill in this form and our team will guide you towards the ideal option for your requirements.
Occupational safety legal FAQ
Occupational safety is governed by several key legal texts: the Labour Act (ArG), the Federal Act on Accident Insurance (UVG), the Code of Obligations (CO), as well as the Ordinance on Accident Prevention (OPA) and CFST Directive 6508 on the use of safety specialists (MSST).
Yes. All companies must ensure the health and safety of their employees. However, specific obligations, such as the mandatory use of MSST specialists, depend on the company's size, sector of activity and the presence of specific hazards.
This refers to activities presenting an increased risk to health or safety, such as handling chemicals, working at height, operating dangerous machinery, electrical work, construction or exposure to biological agents.
They may include fines, compliance orders, temporary suspension of activities and, in the event of serious accidents, criminal prosecution for negligent bodily injury or negligent homicide. The financial and reputational consequences can also be significant.
Yes. An employer that uses temporary workers or subcontractors must ensure that they benefit from the same health and safety conditions as permanent employees.
Up-to-date documents must be available: risk assessments, proof of training, emergency procedures, attendance certificates and internal audit reports. These documents demonstrate that the company is complying with its prevention obligations.
