Apprenticeship and training: how it works in Switzerland (cross-border guide)

Context

In brief

• Dual apprenticeship: 3-4 years of company practice + vocational school
• Federal legal protection: maximum hours, minimum holidays, mandatory social contributions
• Nationally recognized Practical Training Certificate (CFC)
• Subsequent access to professional maturity and university education

Key facts

• What: Dual professional training (practice + theoretical teaching) with CFC certificate
• Duration: 3-4 years depending on the sector and type of certificate
• Where: Every canton (including Glarus), at registered companies and recognized vocational schools
• Who: Apprentices, companies, vocational schools, Cantonal Training Offices
• Protection: Wage rights, maximum hours, minimum holidays, mandatory social insurances (AVS/AI/LAINF)

Apprenticeship represents the main professional training path in Switzerland, a dual system that combines practical training in a company with theoretical teaching in a school. In every canton, including Glarus, thousands of companies offer apprenticeship positions in various sectors: from commerce to craftsmanship, from industry to services and healthcare.

Those who undertake an apprenticeship work in a company registered in the cantonal lists, learning a trade under the guidance of a training master. At the same time, they attend general and theoretical training lessons at a recognized vocational school, usually 1-2 days a week. The total duration is usually 3 or 4 years, depending on the sector and the type of certificate pursued.

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Operational details

Compensation and salary bands

During the apprenticeship, compensation varies significantly depending on the sector, the cantonal region, and the year of training. There is no federal minimum wage in Switzerland, but many cantons have introduced their own. Additionally, some sectors have collective labor agreements that set minimum wages for apprentices, often with predetermined annual increases.

Generally, the initial salary is lower than that of a qualified worker with the same CFC, but it increases progressively over the years of training. Part of the workday is dedicated to school attendance, during which the apprentice is not physically at the company but still receives compensation. Sometimes the pay slip separately lists practical work days and school days.

Social contributions and mandatory insurance

The employer automatically pays social security contributions. The apprentice's share for AVS/AI/IPG is 5.3%, while the total (including the employer's contribution) is 10.6%. The work accident insurance (LAINF/LAA) varies by sector (from about 0.7% to 1.5%) and is entirely the company's responsibility.

Health insurance is private: the apprentice must take out insurance within 3 months of the first day of work, choosing a fund from the many available in the canton of residence. There are different deductibles (from CHF 300 to CHF 2500 annually) and coverage models. Each canton offers forms of subsidy for young people with low income. To verify the calculation of your gross-net salary based on social contributions, consult the salary calculator.

Apprenticeship contract: rights and obligations

The apprenticeship contract is a mandatory legal document that must contain:

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Key points

How to find an internship

The first step is to identify the sector and the profession of interest. In Switzerland, thousands of professions are accessible through apprenticeships, from bricklayers to nurses, from cooks to electricians, from logistics to graphic designers. Each canton has an official catalog of learnable trades.

The main search channels are:

• National online portals: many cantons manage websites where all available internship ads are published, organized by sector and location.
• Cantonal training office: contact the canton's office directly where you wish to follow the internship (e.g., the one in Glarus for local internships). It provides guidance and lists accredited companies.
• Local companies: go directly to companies in the sector of interest with a CV and cover letter, even if they do not have published ads.
• School guidance: secondary schools offer professional guidance services and report local opportunities.
• Trade associations: professional orders, unions, and sectoral associations often publish ads and maintain lists of training companies.

Once you have found an interesting ad, prepare a professional application: a concise cover letter explaining the chosen motivation, an updated CV, and possibly a professional photograph. The candidate highlights transferable skills (seriousness, punctuality, ability to learn, teamwork) rather than technical qualifications (which will be acquired during the internship).

Selection and signing of the contract

Companies select apprentices through interviews, sometimes preceded by an aptitude test or skills (reasoning, manual skills, etc.). During the interview, motivation towards the profession, interest in the company and sector, and teamwork attitude are evaluated.

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