What is the difference between a genuine bonus [echte Gratifikation] and a bonus in principle [unechte Gratifikation]? Does a bonus amount to a variable salary element or a genuine gratuity? Can a bonus be made dependent upon conditions, such as the requirement that notice to terminate the employment relationship has not been given? Can a part of the salary be invested by the employer in shares and/or stock option plans? Does the recurring payment of a bonus lead to a corresponding entitlement on the part of the employee? Dr. Harry Nötzli will be happy to answer this and other questions concerning the issue of salaries/bonuses/gratuities.
How may I help you?
Dr. iur. Harry Nötzli is a licensed Attorney-at-Law and a Certified Specialist SBA Employment Law and has broad and long-standing experience in the area of employment law and public sector labour law. He advises and represents private individuals, enterprises, public sector workers and municipalities. He is able to guarantee competent and pragmatic support to his clients and, as a partner in the law firm, has an excellent network of connections.