Apprenticeship and vocational training in the Canton of Zug (cross-border guide)

Context

Apprenticeship and vocational training in the Canton of Zug

The Canton of Zug is known for its dynamic and continuously growing economy, with a strong industry and a significant presence of innovative companies. However, as in many other Swiss cantons, the Canton of Zug has faced the problem of a lack of skilled labour and adequate vocational training to meet the needs of the local economy.

In a nutshell

• Apprenticeship in the Canton of Zug is regulated by the cantonal labour law. - Hiring an apprentice requires agreement between the company and the apprentice. - The apprentice is entitled to a minimum salary.

Key facts

• Law: Cantonal labour law. - Date: 1 January 2023. - Where: Canton Zug. - Who: The company and the apprentice. - Amount: The apprentice's minimum salary.

The Canton of Zug has implemented a labour law regulating apprenticeships. Hiring an apprentice requires agreement between the company and the apprentice. The apprentice is entitled to a minimum salary.

How apprenticeships work in the Canton of Zug

Apprenticeship in the Canton of Zug is an employment contract that combines vocational training with work experience. The apprentice works for a company and, at the same time, attends a vocational training course. The apprenticeship contract must be concluded between the company and the apprentice, and must be registered with the Chamber of Commerce

Operational details

Apprenticeship in the Canton of Zug is governed by the cantonal labour law. Hiring an apprentice requires agreement between the company and the apprentice. The apprentice is entitled to a minimum salary, which varies according to age and experience. The law also provides for vocational training for apprentices. Apprentices are entitled to a personalised training plan, which includes training courses and work experience. The duration of the training plan varies depending on the sector and the level of training required. Example: An apprentice at a Lucerne mechanics company might have a 2-year training plan, which includes training courses in mechanics and work experience in a test laboratory. The cantonal labour law also provides for the possibility of hiring apprentices with disabilities. Apprentices with disabilities are entitled to a personalised training plan, which takes into account their specific needs. Example: An apprentice with a disability at a Basel service company might have a 3-year training plan, which includes training in basic services and work experience in a test lab. The law also provides for the possibility of hiring apprentices with previous work experience. Apprentices with previous work experience are entitled to a personalised training plan, which takes into account their work experience The cantonal labour law also provides for the possibility of hiring apprentices with previous work experience in a different sector, which requires a different level of training, and which requires a different period of training, and which requires a different salary, and which requires a different work experience. Apprentices with previous work experience in a different sector, which requires a different level of training, and which requires a different training period, and which requires a different salary, and which requires a different work experience, are entitled to a personalised training plan, which takes into account their previous work experiences. Example: An apprentice with previous work experience at a St. Gallen service company might have a 3-year training plan, which includes training in basic services and work experience in a test lab. The law also provides for the possibility of hiring apprentices with previous work experience in a different field, which requires a different level of training, and which requires a different period of training, and which requires a different salary, and which requires a different work experience, and which requires a different work experience. Apprentices with previous work experience in a different field, which requires a different level of training, and which requires a different period of training, and which requires a

Key points

To hire an apprentice in the Canton of Zug, it is necessary to follow the procedures established by the cantonal labour law. The company must ensure that the apprentice is enrolled in a vocational training course and receives a minimum salary. The apprentice is entitled to quality vocational training.

The cantonal labour law stipulates that the apprentice must be at least 15 years old, but not more than 21 years old. In addition, the apprentice must be in good physical and mental health and have no impairment that would impair his or her ability to learn or work. 📊

The company must ensure that the apprentice is enrolled in a vocational training course recognized by the Canton of Zug. The vocational training course must be at least 2 years and must include theoretical and practical training. The apprentice must receive a minimum salary of CHF 3,500 per month, starting in 2024.

The apprentice has the right to quality professional training that allows him to acquire the knowledge and skills necessary to practice the profession. Vocational training shall be conducted by a qualified instructor and shall include an ongoing assessment of the trainee's progress.

Example: A company in Zurich, specializing in the production of watches, has hired an 18-year-old apprentice who is enrolled in a 2-year vocational training course. The apprentice is paid CHF 4,000

First day as a cross-border worker? Our practical guide walks you from cantonal registration to your first paycheck.