Fixed-term contracts

As a basic principle, the legal provisions that apply up until the end of a fixed-term contract are the same as those for permanent contracts. If your contract end date falls during pregnancy or maternity leave, it is advisable to arrange a meeting with your supervisor and your HR Partner to discuss this.

Supervisors are encouraged to support employees with fixed-term contracts in balancing their work and family lives, taking into account the situation at work.

ETH Zurich promotes the ability of parents with a scientific function and a fixed-term contract of employment to be able to continue their career path after maternity or paternity leave. Upon return from maternity or paternity leave, the existing fixed-term contract should continue for at least as long as the period of leave, or be extended as needed by the same number of months/weeks, unless a contract with a longer term is being issued anyway. Employees are urged to discuss this topic early and proactively with their supervisor. Supervisors are urged to discuss the employee’s return and the duration of the employment contract with the employee before maternity or paternity leave begins. A guidance sheet is available to assist you. HR is also available for consultation as needed.