Contract of employment
When you are appointed, an individual contract of employment is agreed that is signed jointly by you as the employee and ETH Zurich, as the employer.
Contracts of employment at ETH Zurich are either permanent or non-permanent in accordance with the required principles. The legal principles are based on the following statutory regulations:
- external page call_made Personnel Ordinance ETH domain (PVO) - German
- external page call_made Federal Personnel Act (BPG) - German
- Download vertical_align_bottom Framework Regulation of the Federal Personnel Act - German (PDF, 114 KB)
- external page call_made Ordinance for Scientific Employees - German
The first three months of employment are generally regarded as a probation period. This is defined in the contract of employment.
For scientific employees and employees with special support roles, the period of probation may be fixed to a maximum of six months.
A period of probation can only be shortened or fixed to a maximum of six months in consultation with HR Consulting.
The job description defines the duties, responsibilities and associated competences of the employee. It describes the role and is also used to determine the salary. The job description, along with the agreed objectives, forms the basis for the appraisal interview.
When employees take on a new role, their supervisor must submit an application for a change of function to VPPL. The same rules apply to setting the salary as for a new appointment. A change of function cannot be applied for or implemented retrospectively.
Every change of function represents a change to the terms of employment which must be regulated in a contract of employment and signed by the employee and employer.
Function change to function level 13 or higher
A change of function to function level 13 or higher falls within the area of responsibility of the Executive Board. The application is forwarded by VPPL to the Executive Board. The Executive Board decides on new applications every quarter.
If employees disagree with a decision that is not in their favour, they can appeal to the joint review panel of the ETH Board, see also Ordinance of the joint review panel (German).
Have you been working at ETH for a number of years and would like to pursue further professional development or change the direction of your career? You would like to assume a new role and to develop new competencies while continuing to apply them within ETH.
ETH Zurich supports all employees in their professional development encouraging internal job change.
Permanent contracts of employment can be terminated at any time by the employee, subject to the relevant period of notice. The employer, ETH Zurich, can only terminate the employment in accordance with legal requirements.
Non-permanent contracts of employment finish at the end of the fixed term, with no period of notice, unless any special agreement was made or an extension was arranged before the expiry of the fixed term. The contract may be terminated prematurely by mutual agreement between the employee and their supervisor.
Please note: Notice of termination or premature cancellation of the contract is only legally effective once HR Consulting has agreed to it.
If you have any questions, please contact your HR Partner.
Foreign workers
Employees from abroad must have a residence and work permit.