Use these regulations: 

• If you plan to employ several employees in the future, with identical or similar terms and conditions of employment.
• To prepare the general legal framework, which will only be supplemented by very short employment contracts.
• Whether you employ full-time or part-time staff, for an indefinite period or a fixed-term contract.
• For all types of business and all types of employee, from manual workers to office staff.

Protect yourself legally as an employer with the following options: 

• Restrictions on non-disclosure, non-solicitation and non-competition, even after employment, with penalties. 
• Extensive monitoring measures, obligation to record working hours and submit to regular checks. 
• Clear definition of working hours and breaks, with a general obligation to work overtime, travel and take business trips. 
• Possibility of payment in lieu of dismissal leave, suspension from work as a disciplinary measure, and immediate termination for cause. 

• Duty of loyalty, diligence, and obligation to return equipment and tools in the same condition, with limits on coverage of expenses and use of equipment or vehicles. 

Offer your employees the following protection and benefits: 

• Bonuses and benefits of all kinds, including training funding, sales commission, performance-based and non-performance-based bonuses. 
• Longer holidays, extended redundancy leave, no trial period and seniority pay. 
• Salary net of any tax or social security contributions, 13th salary, shorter payment periods and right to tips. 
• Flexible working hours, paid lunch break and home office policy. 
• Company car or card, parking space, equipment, tools, or other expenses covered, including lump-sum payments. 

Use this contract: 

• When you have staff regulations in place.
• If you want to hire an employee on the same or similar terms as others, broadly defined in the regulations.
• If you only want to deal with key issues in the individual employment contract, such as the position, hours, location, amount of pay and start date.

Protect yourself as an employer with the following options in staff regulations: 

• Restrictions on non-disclosure, non-solicitation and non-competition, even after employment, with penalties. 
• Extensive monitoring measures, obligation to record working hours and submit to regular checks. 
• Clear definition of working hours and breaks, with a general obligation to work overtime, travel and take business trips. 
• Possibility of payment in lieu of dismissal leave, suspension from work as a disciplinary measure, and immediate termination for cause. 
• Duty of loyalty, diligence and obligation to return equipment and tools in the same condition, with limits on coverage of expenses and use of equipment or vehicles. 

Offer benefits to the employee with the following options in the regulations: 

• Bonuses and benefits of all kinds, including training funding, sales commission, performance-based and non-performance-based bonuses. 
• Longer holidays, extended redundancy leave, no trial period and seniority pay. 
• Salary net of any tax or social security contributions, 13th salary, shorter payment periods and right to tips. 
• Flexible working hours, paid lunch break and home office policy. 
• Company car or card, parking space, equipment, tools, or other expenses covered, including lump-sum payments. 

Use this contract:

• To prepare for an interview with a job candidate.
• When, during the interview, sensitive information or business secrets may be communicated to the candidate.
• To protect your business secrets, inventions, or other sensitive and proprietary information.

Protect yourself legally as an employer with the following options: 

• Clear and unequivocal definition of confidential and non-confidential information, to avoid any misunderstanding. 
• Indication of a ratification period, annexes, and specific declarations to increase clarity. 
• Imposition of specific restrictions, sanctions, or swift legal action in the event of breach. 
• Restriction on the non-poaching of personnel and prohibition on the unauthorised use of information communicated.

An interview NDA template allows a company or business to draft a legal document to be signed by the employer and a potential candidate in view of protecting the confidentiality of information exchanged in the course of a job interview. 

A company uses an interview non-disclosure agreement: 

• To protect sensitive information disclosed during an interview for a job position.
• To establish terms of confidentiality without firmly guaranteeing the closing of the job.
• To deter unauthorised disclosure and provide compensation for breaches.

Key aspects of a job interview NDA 

• A job interview NDA is used for negotiating potential employment by a business and a candidate. 
• The document should clearly outline the definition of confidential information, the obligations of the parties, as well as the scope of the job position. 
• Unlike a non-disclosure agreement for a business transaction, by signing a job interview NDA, the employer does not prohibit the candidate from solicitation or competition with the company. 
• The parties may also use an NDA for job interview to include additional limitations and specifications regarding confidentiality protections. 

Six tips on a job interview NDA 

To protect your proprietary information, we encourage you to choose from the next options in our NDA for interview: 

• Clearly define the type, scope, form, and purpose of disclosing sensitive information. 
• Specify a lump-sum penalty for each act of breach, shifting the burden of proof to the breaching party. 
• Implement additional technical confidentiality measures, including specific non-disclosure restrictions. 

Our confidentiality agreement for interview also provides advantages and security to the candidate, for example: 

• The ability to define a confirmation period, after which certain details in an NDA may be presumed non-confidential. 

• Exemption from confidentiality obligations for publicly available or derived information. 
• Identification of non-confidential data that can be openly disclosed. 

Create a job interview NDA with AdminTech 

With AdminTech’s online document builder and a non-disclosure agreement job interview, simply fill in the required fields with the necessary information, adjusting the document to your specific requirements. 

A professional interview NDA template covers the following information:  

• Parties’ name and identification 
• Scope of negotiations, start and term of non-disclosure 
• Limitations, such as publicly available data, non-confidential information, and confirmation period 
• Additional technical measures 
• Penalties and remedies in case of breach. 

FAQ on a job interview NDA 

What is an NDA for an interview? 

An interview non-disclosure agreement is a legal document that is signed by the employer and candidate before the job interview. Such a document is particularly vital for positions that involve access to sensitive information, for example: trade secrets, product roadmaps, financial information, etc.  

Are NDAs common for interviews? 
Yes, a job interview NDA is often signed by parties, even though it is not required by Swiss law. Such a document is mostly needed in industries where proprietary information or trade secrets are heavily involved, or for roles where candidates may be exposed to sensitive data during the interview process. However, in many cases, interview discussions are considered confidential by default, without the need for a formal NDA. 

What is the purpose of the interview NDA template? 

An interview NDA template is created for small and medium-sized business owners who want to protect sensitive information shared during the interview process. Our template is made to remove any ambiguity that could arise at the time of information exchange. The overall process of filling in the fields in a document sample will take less than five minutes and will serve as a reliable safeguard for the company’s proprietary information.  

Is signing the NDA for a job interview mandatory?  

Whether a company requires candidates to sign a job interview NDA mainly depends on the established policies. If a candidate refuses to sign this agreement, you have the right not to have a conversation with him or her.  

Does an NDA for an interview prevent a candidate from seeking future employment in a similar industry? 

No, the terms and conditions that are included in an interview NDA template don’t restrict the candidate from seeking employment in a similar industry. The non-compete clause is typical for non-disclosure agreements that are signed at the beginning of cooperation but can’t be covered in an NDA for an interview.  

How to ask a candidate to sign a job interview NDA? 

Sending a direct message with a request to sign an NDA for an interview it’s advisable to follow the next points: 

• Clarify the purpose of signing the contract. 
• Explain that the agreement protects both the company’s interests and the candidate’s privacy. 
• Give time to review a document sample and encourage a person to ask questions once there is any confusion.  

How long does an NDA for an interview remain in effect? 

Each valid example of the job interview NDA should clearly outline its duration which is usually from three to five years. However, it is also possible to establish a longer term that is up to 10 years. 

What are the consequences of breaching an NDA for an interview? 

Depending on the type of information that is disclosed during the interview, employers have the right to specify the consequences of the breach. For example, your NDA may include the details that the breaching party is liable for financial damages resulting from the breach. Additionally, a signed agreement may grant the non-breaching party the right to seek injunctive relief.  

How can a business ensure successful confidentiality protection? 

To guarantee a fruitful job interview experience, it is generally advisable to: 

• Clearly communicate the purpose of signing a confidentiality agreement for the interview. 
• Opt for one-on-one interviews rather than for those that are conducted in small groups.  
• Specify your non-disclosure agreement job interview, making it relevant to each position or role within a company. 
• Include specific measures, protocols, technical solutions, and organisational standards to mitigate risks. 
• Create and sign a confidentiality agreement for the interview. 
• Keep due records and communication files as proof of compliance with non-disclosure duties. 
• Periodically review and update your confidentiality procedures to ensure they remain effective. 

Use this contract: 

• If you want to take on a trainee or employee but are unsure of their skills.
• To assess their skills in any field, from manual workers to office staff.
• When you don’t yet want to commit to a traineeship or permanent contract before you are reassured by the candidate’s assessment.
• If you wish to protect the confidentiality of your information and business secrets, which could be disclosed.
• Whether the trial assignment is paid or unpaid, regardless of its complexity.

Protect yourself legally as an employer with the following options: 

• Agreement to pay remuneration only if the task is completed to the employer’s satisfaction, or no remuneration at all. 
• Clear indication of the absence of any promise of employment, even in the event of success. 
• Non-disclosure and non-solicitation clause. 

Use this contract: 

• To employ an employee of any kind, from trainee to senior manager, from manual worker to office staff.
• If you want to employ an employee on a permanent or fixed-term basis, full-time (100%) or part-time.
• Whether the salary is gross or net, annual, monthly or hourly, paid in 12 or 13 monthly instalments, or otherwise.
• Whether or not you want to give the employee more benefits than are provided for by law.
• Whether or not you wish to impose more restrictions and responsibilities than are provided for by law.

Protect yourself legally as an employer with the following options: 

• Restrictions on non-disclosure, non-solicitation and non-competition, even after employment, with penalties. 
• Extensive monitoring measures, obligation to record working hours and submit to regular checks. 
• Clear definition of working hours and breaks, with a general obligation to work overtime, travel and take business trips. 

• Possibility of payment in lieu of dismissal leave, suspension from work as a disciplinary measure, and immediate termination for cause. 
• Duty of loyalty, diligence, and obligation to return equipment and tools in the same condition, with limits on coverage of expenses and use of equipment or vehicles. 

Offer the employee the following protection and benefits: 

• Bonuses and benefits of all kinds, including training funding, sales commission, performance-based and non-performance-based bonuses. 
• Longer holidays, extended redundancy leave, no trial period and seniority pay. 
• Salary net of any tax or social security contributions, 13th salary, shorter payment periods and right to tips. 
• Flexible working hours, paid lunch break and home office policy. 
• Company car or card, parking space, equipment, tools, or other expenses covered, including lump-sum payments. 

Use this contract:

• If you want to take on a trainee for a certain period on a paid basis.
• To assess their skills in any field, from manual labour to office staff.
• Whether full-time or part-time, combined or not with current studies.

Protect yourself legally as an employer with the following options: 

• Clear definition of working hours and breaks, with a general obligation to work overtime if necessary, and a holiday schedule. 
• Prohibition of accessory work in the case of full-time employment and during holidays. 
• Possibility of payment in lieu of dismissal leave, suspension from work as a disciplinary measure, and immediate termination for cause. 
• Condition precedent to employment, duty of loyalty, diligence, and obligation to return equipment and tools in the same condition. 

Offer the following protection and benefits to the trainee: 

• Salary net of all taxes and social security contributions, 13th salary and shorter payment periods. 
• Extended entitlement to additional holiday, paid or unpaid leave. 
• Entitlement to all or part of tips received from customers.

A fixed-term internship agreement is a legal document signed between an employer and an intern to outline the rights, duration, and scope of work during an internship. With this document, it’s possible to assess the trainee’s skills, with no irrevocable promise of employment even in the event of a satisfactory assessment.

Employers use a template for internship: 

• To take on a trainee for a certain period on a paid basis (for example: seasonal or project-based work).
• To assess trainee’s skills in any field, from manual labour to office staff.
• To establish a secured full-time or part-time cooperation, combined or not with current studies.

Key aspects of a fixed-term internship agreement 

This type of cooperation is primarily made to provide students with practical experience and the ability to apply the knowledge they have gained at college, university, or any other place of study. While for employers this is a chance to evaluate intern’s performance and have an extra workforce within a specified timeframe.  

The document should clearly outline the start and end days of the cooperation.  

If an employer wants to continue the work with an intern, he or she should follow the specific guidelines and procedures for extending the internship. These aspects are usually covered in the document itself and also can be negotiated.  

Seven tips on a fixed-term internship agreement 

To legally protect yourself as an employer, we encourage you to opt for the next points: 

• Clear definition of working hours and breaks, with a general obligation to work overtime if necessary, and a holiday schedule. 
• Prohibition of accessory work in the case of full-time employment and during holidays. 
• Possibility of payment in lieu of dismissal leave, suspension from work as a disciplinary measure, and immediate termination for cause. 
• Condition precedent to employment, duty of loyalty, diligence, and obligation to return equipment and tools in the same condition. 

The agreement should offer protection and benefits to the trainee as well. These might be: 

• Salary net of all taxes and social security contributions, 13th salary, and shorter payment periods. 
• Extended entitlement to additional holiday, paid or unpaid leave. 
• Entitlement to all or part of tips received from customers. 

Create a fixed-term internship agreement with AdminTech 

Using AdminTech online document builder and an internship agreement form, the only required thing is to fill in the fields with the appropriate information, tailoring the document to the specific situation.  

A professional internship contract sample covers the following information:  

• Intern’s name and address 
• Intern’s job title and requirements associated with this position 
• Internship duration 
• Work hours  
• Payment details  
• Compensation and benefits 
• Intellectual property rights 
• Termination clause.  

FAQ on a fixed-term internship agreement 

What’s a fixed-term internship template for employers?  

A fixed-term internship template from AdminTech provides employers with an opportunity to create a professional document that can be used during the cooperation with interns. The contract sample is made by a lawyer and is governed by Swiss law. 

How many hours can an intern work per week? 

The number of working hours that an intern is allowed to take is generally aligned with those for regular employees, which is up to 45 hours per week in the industry and up to 50 hours in the trade sector. So, while filling in an internship agreement form it’s important to comply with the specified norms. 

Is a fixed-term internship agreement applicable solely to full-time employment, or can it also be part-time?  

A fixed-term internship agreement applies to both full-time and part-time employment. The decision on the cooperation type, as well as on working hours and days, is up to the company.   

Is a fixed-term internship agreement always paid? 

Whether it is a paid internship agreement or not depends on the policies that a company has when it comes to offering an internship program. The question of payment is typically negotiated at the beginning of cooperation and employers can offer the interns the following options: 

• A fixed hourly rate 
• A fixed monthly wage 
• Compensation based on performance  
• Bonuses.  

Can a paid internship agreement lead to employment in Switzerland? 

A paid internship agreement doesn’t necessarily lead to employment. However, there are situations when employers refer to such cooperation when they want to identify whether the person has enough knowledge to work in a company.  

What is the minimum age requirement for internships in Switzerland? 

The minimum age requirement for an internship is the same as the minimum age for employment. That’s 15 years. But interns, as well as workers, that are aged from 15 to 18 are subject to specific restrictions on the type of work, working hours, and conditions.  

Are fixed-term interns entitled to any employee benefits? 

Whether fixed-term interns will receive any employee benefits or not depends on company policies and the nature of cooperation itself. For example, privileges are unlikely for short-term internships that last just for several weeks or one month. However, during long-term cooperation with an intern, companies may offer such benefits as: 

• Additional vacation and holidays 
• Training 
• Supplementary compensation. 

When it comes to holidays and vacation, using our legal form for internship agreement, you as an employer can include a specific number of days that you’ll decide based on the cooperation aspects.   

Can an internship agreement be terminated before its fixed term ends? 

Yes, it can be terminated before a specified end date. A fixed-term internship agreement typically covers a termination clause, where it might be stated that both an intern and an employer are allowed to terminate the agreement under certain circumstances. For example, this might be if either party breaches the terms of a signed document. The contract may also permit termination by notice. In this case, there should be a specified notice period within which one party has to inform the other of the intention to terminate the agreement.   

How can employers ensure a successful fixed-term internship experience? 

To ensure a successful internship experience, that’s generally advisable for employers to: 

• Comply with Swiss Labor Law on minimum wage, working hours, safety, equality, etc. 
• Clarify the intern’s responsibilities within a company and share all the information that this person might use during his or her work. 
• Draft and sign a fixed-term internship agreement. 
• Assign a mentor to whom the intern will turn when help is needed. 
• Give regular feedback on the intern’s performance.