Cross-border dismissal: rights, notice and compensation within 20 km (cross-border guide)

Di Valerie Linc · Published on

Find out about the rights, notice periods and allowances for cross-border workers within 20 km of the border in 2026.

Contesto

In brief - The New Cross-Border Commuter Agreement has been in force since 1 January 2024. - Notice periods vary according to the duration of the employment relationship. - Severance indemnities regulated by the New Cross-Border Workers' Agreement. ## Key facts - What: Rights, notice and compensation for cross-border commuters within 20 km. - When: From 1 January 2024. - Where: Within 20 km of the border. - Who: Cross-border workers. - Amount: Not specified. The dismissal of cross-border workers by 2026 is a crucial issue for many. The New Cross-Border Workers' Agreement, signed on 23 December 2020 and in force since 1 January 2024, regulates the rights, notice periods and allowances for these workers. Law 83 of 13 June 2023 ratified this agreement in Italy. ### Notice Periods Notice periods for cross-border workers vary according to the duration of the employment relationship. These terms are established by the New Cross-Border Workers Agreement and must be respected by both the employer and the employee. ### Severance Indemnity Severance pay for cross-border workers is regulated by the New Cross-Border Workers' Agreement. These allowances vary according to the length of employment and the applicable deductible. New cross-border commuters benefit from a deductible of €10,000, while cross-border commuters already in activity before 17 July 2023 have a deductible of €7,500. ### Step-by-Step Procedure In the event of dismissal, cross-border workers must follow a specific procedure. This procedure includes notifying the dismissal with adequate notice and requesting the compensation due. It is important for workers to inform themselves about their rights and the procedures to be followed to avoid future problems.

Dettagli operativi

Practical implications The new Cross-Border Workers' Agreement has important practical implications for cross-border workers. These workers must be aware of their rights and the procedures to follow in the event of dismissal. It is essential that they inquire about the notice periods and the indemnities due. ### Comparison with the Previous Situation Before the entry into force of the New Cross-Border Workers' Agreement, the rights of cross-border workers were regulated by previous agreements. The new agreement introduced significant changes, including increasing deductibles for new cross-border commuters and regulating notice periods. ### Hypothetical scenarios A cross-border commuter in a similar situation may face several challenges. For example, a worker with a long-term employment relationship may be entitled to longer notice and higher severance pay. It is important for workers to prepare properly and inform themselves about their rights. ### Operational Checklist For cross-border workers, it is useful to follow an operational checklist in the event of dismissal. This checklist should include: - Verification of notice periods - Claiming the benefits due - Consultation with an expert in labour law - Preparation of the necessary documentation ### Comparison between Old and New Cross-Border Commuters Old cross-border commuters, those already in business before 17 July 2023, benefit from a deductible of €7,500. New cross-border commuters, on the other hand, have a deductible of €10,000. This difference is an important practical implication of the New Cross-Border Workers' Agreement. ### Rates and Contributions The rates and contributions for cross-border workers include the AHV/IV/EO at 5.3%, the ALV/AC at 1.1% (capped at CHF 148,200), the UVG from 0.7% to 1.5% and the BVG from 7% to 18% depending on the age group. These rates must be respected by both the employer and the employee.

Punti chiave

Action: What to Do in Case of Dismissal In the event of dismissal, cross-border workers must follow a specific procedure. This procedure includes notifying the dismissal with adequate notice and requesting the compensation due. It is important for workers to inform themselves about their rights and the procedures to be followed to avoid future problems. ### Step-by-Step Procedure 1. Notification of dismissal with adequate notice 2. Request for allowances due 3. Consultation with an expert in labour law 4. Preparation of the necessary documentation ### Useful tools For cross-border workers, it is useful to use tools such as the salary calculator and the currency exchange comparator to plan their finances. These tools can help you better understand the financial implications of the layoff and make informed decisions. ### Final CTA For more information and to use the useful tools, visit our website and consult the salary calculator. This tool will help you better understand the financial implications of the termination and make informed decisions.

Frequently Asked Questions
What are the notice periods for cross-border workers?
Notice periods for cross-border workers vary according to the duration of the employment relationship and are regulated by the New Cross-Border Workers' Agreement.
What are the severance payments for cross-border workers?
Severance payments for cross-border workers are regulated by the New Cross-Border Workers' Agreement and vary according to the duration of the employment relationship and the applicable deductible.
What are the rates and contributions for cross-border workers?
The rates and contributions for cross-border workers include the AHV/IV/EO at 5.3%, the ALV/AC at 1.1% (capped at CHF 148,200), the UVG from 0.7% to 1.5% and the BVG from 7% to 18% depending on the age group.

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