Holidays

Holidays rights and payment

Following the Collective Bargaining Agreement (CBA) of temporary employees, your temporary employee is entitled to 20 days of vacation per year (prorata).

  • This amount is included in their hourly gross salary (8.33%).

If they are younger than 20 years or 50 years and older, they are entitled to 25 days of vacation per year (prorata).

  • This amount is included in their hourly gross salary (10.60%).

This amount is notified on the payslip  but not paid-out and put into a reserve.

 

How does the Holiday Reserve work?

The amount paid for your holidays is included in the gross salary; on every pay slip one can see that the amount is not paid out directly. Instead it is put aside in your collaborators name.

Every month one puts aside the equivalent of approximately 1.6 days of vacation. During holidays, the equivalent of the hours that one takes as vacation are then paid through this fund.

This is a legal guideline which has been put in place, in order to avoid that people paid per hour miss weeks of salary because the don’t enter their work hours during their holidays.

Please note that the holidays reserve can only be paid when:

  • effective vacations are entered into Fieldglass and validated
  • the  assignments ends and reserves are being paid out

 

Approve Holidays

  1. The temporary worker will request or plan his holidays with his Engagement Manager.
  2. Once approved the holidays will be registered by the Agency Temp on Fieldglass and will be approved with the regular time sheet approval process.

New Annual Leave Policy

According to P&C communication from January 24, 2025. Effective immediately, the following changes will be implemented:

  • Full Utilisation of Annual Leave: Agency temps are entitled to 20 or 25 days of annual leave (dependent on the age of the agency temp) in each calendar year (pro-rated based on assignment length) and effective from 1st January 2025, all agency temps will be required to consume their full entitlement within the calendar year.
  • Consumption of Leave Accrual: There is a large population of agency temps who have been on assignment with PMI for a number of years.  These agency temps have accrued large quantities of leave as they have been permitted to carry over leave from one calendar year into the next.  Manpower will be asking their agency temps to clear as much of this historical leave accrual as possible during 2025 and 2026.
  • Two-Week Consecutive Leave: In accordance with Swiss labour law, all employees (including agency temps) must take a leave period of at least two consecutive weeks each year (pro-rated based on assignment length). This is a mandatory requirement designed to promote well-being and work-life balance.  This policy is effective from 1st January 2025.  Manpower will be requesting their agency temps confirm the dates of their two-week leave period no later than 31st March 2025 or before if the leave period falls in Q1. 

These changes are designed to ensure that agency temps have fair and equitable access to annual leave.  Manpower have a duty of care to their agency temps and we are supportive of these positive changes.

You are kindly request to support in approving leave requests from agency temps in accordance with the new policy. Your cooperation is crucial in ensuring a smooth transition and maintaining operational efficiency.