Swiss labour laws are a bit more involved than that. You can fire with 3 months' notice, yes, but not if the employee has recently been unwell or had an acciden

Swiss labour laws are a bit more involved than that. You can fire with 3 months' notice, yes, but not if the employee has recently been unwell or had an accident, and not for any number of legally protected reasons (including the employee being absent for mandatory military service, employees exercising their legal rights such as freedom of speech in ways not directly related to the workplace, or as a result of a dispute between employer or employee if there was no misconduct). Full list (in German): https://www.seco.admin.ch/seco/de/home/Arbeit/Personenfreizugigkeit_Arbeitsbeziehungen/Arbeitsrecht/FAQ_zum_privaten_Arbeitsrecht/kuendigung.html https://www.seco.admin.ch/seco/de/home/Arbeit/Personenfreizu... So effectively, the burden of proof is on the employer to show that the reason for firing is a legal one, but that does include "orders drying up so we need to cut back on staff who would otherwise be idling". Courts can and do award fired employees up to 6 months' salary as compensation if employers overstep the lines here. And because Switzerland has a well-working legal system, that means most employers don't abuse their firing powers, and making a facebook post on $CULTURE_WAR_TOPIC from a non-work account is unlikely to get you fired unless your role is "brand ambassador" or executive officer, for example. Also, if you are fired in Switzerland and you're a citizen, you have very generous (by international standards) state redundancy/unemployment benefits. I agree with the parent poster that the flexible labour laws are part of what makes Switzerland attractive for business, but I would much, much rather end up being fired under the Swiss system than the U.S. one.