Migros: new CCL from 2027, 10% discount

Context

TL;DR

• National CCL in force from 2027 to 2031
• 10% discount with shopping vouchers
• Same conditions even below 20% employment
• After 90 days: 80% of gross salary

Key facts

• Duration → 2027-2031
• Purchases → 10% discount with shopping vouchers
• Employment → same conditions even below 20%
• Working hours → 41 hours instead of 43 for many employees
• Illness or accident → full net pay for 90 days, then 80% of gross pay

From 2027 to 2031, the new national collective labor agreement for Migros will be in force. The company indicates better conditions for employees, with measures concerning shopping, working hours, and payment in the event of illness or accident.

The most immediate benefit concerns purchases: employees will be able to shop with a 10% discount through shopping vouchers. The source does not specify an amount for the vouchers, nor does it describe the procedure by which they will be distributed or used. The verifiable information is therefore the discount percentage and its connection to the shopping vouchers.

The CCL will apply regardless of the employment percentage. Those working at a percentage below 20% will also benefit from the same conditions. For a cross-border worker employed by Migros, this is the part to read most carefully in their employment relationship: the criterion indicated is the employment percentage, not a different threshold described in the text.

Working hours and income protection

Regarding working hours, the company emphasizes that many employees will move to 41 hours per week instead of 43, while maintaining the same salary. The wording concerns many employees, does not establish that the reduction applies to everyone, and does not indicate which positions are included.

Benefits in the event of illness or accident will also be uniform. Full net salary will be paid for a maximum of 90 days; subsequently, 80% of gross salary will be paid. The distinction between net and gross is an essential part of the measure: the text does not permit converting 80% gross into a net figure or extending the first period beyond 90 days.

When reading the payslip, the source therefore provides two different and consecutive references: net pay for the first phase and gross pay for the subsequent one. No absolute amount is indicated, and it is not explained how the employer will operationally implement the transition; these elements remain outside the available text.

The connection with cross-border work remains limited to the employment conditions at Migros. The source does not indicate locations, employee numbers, or specific details for Canton Ticino: it presents the CCL as national and sets its validity from 2027 to 2031.

Operational details

How to read the change as a cross-border worker

For a cross-border worker employed by Migros, the new CCL should be read as a change to the employment conditions, not as information about all aspects of cross-border work. The source limits the changes to four elements: discount on purchases, employment level, weekly hours, and benefits in the event of sickness or an accident.

The practical comparison

The table helps avoid confusing different measures. The 10% concerns purchases and is linked to shopping vouchers; the text does not describe it in other terms. The 20% threshold concerns the application of the CCL conditions, and the source does not add any other thresholds. The change from 43 to 41 hours applies to many employees, while the salary remains the same for those covered by the measure indicated by the company.

The section on absences also requires a separate reading. During the first period, the reference is the full net salary, with a maximum limit of 90 days. After that limit, the reference changes: 80% is calculated on the gross salary, according to the source's wording. Without an individual salary figure, the text makes it possible to clarify the rule, but not to calculate a personal amount.

To avoid overinterpretation, the scope must be kept narrow. The source does not mention a G permit, AVS, LPP, LAMal, withholding tax, tax rebates, or double taxation. These matters therefore cannot be presented as having been changed by the CCL described.

For the cross-border worker, the useful information is the separation between the contractual level and other topics: here, the subject is the conditions offered by Migros to employees, without additional information on taxation, social security, health insurance, or commuting.

Key points

Checklist for the 2027-2031 period

A Migros cross-border employee can turn the information in the CCL into a simple check, without adding data not provided by the text. The objective is to distinguish what is already defined from what remains to be specified.

Five practical checks

1. Check the percentage of work. If the percentage is below 20%, the new CCL indicates access to the same conditions. The relevant reference is that of the employment relationship. 2. Compare the weekly hours. Check whether the position is among those of the many employees for whom 41 hours rather than 43 are indicated. The comparison must keep the corresponding salary data alongside it. 3. Separate out the shopping benefit. Record that the discount is 10% and that the source links it to shopping vouchers. The text does not indicate amounts, delivery methods or the duration of the vouchers, so these details should not be reconstructed. 4. Note the two phases in the event of absence. In the event of illness or accident, the first reference is the full net salary for a maximum of 90 days. After that, 80% of the gross salary applies. Keeping the two references separate avoids comparing net and gross as if they were the same item. 5. Note the time window. The CCL will be in force from 2027 to 2031, but the source does not indicate the precise start day or an individual procedure. The certain data to use is therefore the stated interval, not an invented calendar deadline.

This checklist does not expand the content of the agreement. The source does not link the measures to external tax or social-security matters and does not describe individual procedures for employees. For the cross-border reader, the check thus remains anchored to the working conditions indicated by Migros.

After collecting the percentage, hours and salary references, you can organize the comparison between gross and net with simulatore busta paga.

Source: rsi.ch