The short answer
Employees working in Switzerland are compulsorily insured against occupational accidents. From eight hours a week with the same employer, UVG/LAA also covers non-occupational accidents. Below that threshold, occupational cover remains in place and commuting accidents are treated specifically.
1. Start with the actual employment situation
Record employers, working hours and recent changes. The eight-hour threshold is assessed with the same employer: simply adding together two small part-time jobs produces a misleading conclusion. For irregular work, do not draw conclusions from a single week: have the applicable method confirmed on the basis of documented working hours.
A job with few working hours does not therefore mean no UVG/LAA cover. For people below the threshold for non-occupational cover, commuting accidents are treated as occupational accidents. Describe the circumstances of the event precisely rather than classifying it solely by where it happened.
2. Report to the right contact
After arranging the necessary care, gather the date, circumstances and relevant employment information. The employer prepares the report to its UVG/LAA insurer where the claim falls within that cover. If there is uncertainty, ask which organisation will examine the claim and which documents to send.
Avoid contradictory reports intended to obtain a faster response. Keep a copy of the information sent and note the claim reference. If an invoice arrives while the claim is being examined, clarify how it should be handled with the relevant contact rather than assuming acceptance.
3. Suspend KVG/LAMal accident cover only on request
A person with full UVG/LAA cover may request suspension of the accident cover under their health insurance, providing evidence of that cover. This is not an automatic adjustment made by the employer. The application and its confirmation are matters for the person's health insurer.
Review this suspension when employment or working hours change. An old certificate does not demonstrate that cover remains the same today. When employment ends or is interrupted, have the end of cover and the options applicable to the situation clarified, rather than applying a universal date.
4. Separate care, income and organisation
Identifying the insurer responsible for treatment costs does not settle the question of income during the absence. UVG/LAA and KVG/LAMal do not provide the same benefits. Consider the insurer's decision, salary obligations and any supplementary cover together before informing the employee of an amount.
For HR, a checklist on joining, changing working hours and leaving helps avoid outdated information. It can record the accident insurer's contact details and the points the person should have confirmed by their health insurer, without retaining their medical file.
Frequently asked questions
Does working fewer than eight hours mean no accident insurance?
No. Occupational UVG/LAA cover remains applicable to the employees concerned, with specific treatment of commuting accidents. Non-occupational cover must be examined separately.
Can hours with several employers be added together?
Not to apply the eight-hour threshold approximately: it relates to the same employer. Have each employment relationship clarified on the basis of actual working hours.
Does the employer suspend KVG/LAMal accident cover itself?
No. The person submits a request to their health insurer with evidence of full UVG/LAA cover, then retains the confirmation and reviews their situation when changes occur.