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1. Mobile work refers to the performance of professional work outside of the usual workplace, namely at home, in co-working spaces, while traveling, etc.

2. Mobile work is only permitted within the territory of Switzerland. The employing authority may approve exceptions.

3. This regulation establishes the legal framework for cases in which employees of state personnel regularly perform mobile work.

1. Mobile Work should enable staff to better balance professional life with private life, make the State more attractive as an employer, and reduce commuter traffic during peak periods.

2. Mobile work is encouraged, provided it is compatible with official needs, which remain decisive.

1. This regulation applies to all employees; however, exceptions are made for functions for which presence at the workplace is essential for the following reasons

a) Accessibility to public services and regular interactions with citizens that require presence at the workplace;

b) Work organization and working hours, particularly in 24-hour service, shift work, on-call, and standby duties;

c) Ensuring public order and safety;

d) Workplace safety and health protection.

2. The regulation does not apply to functions whose incumbents do not have a workplace on the premises of the employer, the State.

1. There is no entitlement to mobile work. This form of work is based on voluntariness from both the employee and the employer, the State.

2. Mobile work does not constitute an acquired right. The continuation of mobile work is discussed anew each year during the employee appraisal. If both parties agree, the approval is automatically extended for one year; otherwise, it is revoked with adherence to the notice period according to Article 5 Paragraph 2.

1. The modalities of mobile work shall be documented in a written agreement between the direct supervisor and the employee concerned, and must be approved by the head of the administrative unit. The employment authority shall be informed accordingly. Within judicial authorities, the respective judicial body is responsible for this matter.

2. If the personal, operational, or organizational prerequisites change or are no longer met, the approval will be revoked or the written agreement adjusted. The approval may be revoked or amended with one month's notice at the end of a month, unless there are significant reasons or a contrary agreement.

1. The share of mobile work must not exceed 50% of the contractual employment degree.

2. The employing authority has the power to approve deviations from the maximum share of mobile work as stated in paragraph 1.

1. The individual concerned and their direct supervisor are jointly responsible for the optimal planning and organization of the work. They set out the essential conditions for this in the written agreement.

2. The individual concerned must be present at the usual workplace for at least one predetermined half-day per week to ensure coordination with the supervisory office and colleagues.

3. Furthermore, they are obliged to be present if it is necessary due to the performance of their function or for official reasons. However, regular presence days will be considered as far as possible.

1. The direct supervisor is responsible for maintaining the cohesion of their team, despite the physical absence of some employees.

2. The direct supervisor ensures that employees feel comfortable at work and remain healthy. They inform them about the negative impacts that an improperly adjusted work environment and the risk of overwork due to hyper-connectivity can have on health.

1. Unless otherwise agreed, the person concerned shall perform their work during the regular working hours of state personnel.

2. They shall record their working hours using appropriate electronic means.

3. During mobile work, no overtime may be performed except at the direction of the immediate supervisor or with their express consent.

4. The extent to which work is regularly done while traveling (in public transport, etc.) must be determined in agreement with the immediate supervisor and documented in the written agreement.

1. For mobile work, the employee uses the business laptop provided by the employer. If the employee does not have a laptop, a secure remote connection solution for using a private PC can be arranged.

2. The employer provides no additional hardware, subscriptions, or materials for the remote connection.

3. IT support for mobile work is the same as at the regular workplace. No support is provided for private hardware or internet connections.

1. The employee selects the mobile workplace in such a way that he or she can work well and efficiently.

2. The employee ensures that the working area meets the requirements for safety and ergonomics.

1. The employee shall not be entitled to reimbursement of expenses for mobile work (such as rent, co-working space usage fees, furniture, internet connection, etc.). All other provisions regarding the reimbursement of costs and compensation for other professional expenses remain reserved.

2. The commute between the mobile workplace and the usual place of work shall not be reimbursed.

1. Employees performing remote work are obligated to pay particular attention to the protection of official secrets, compliance with data protection regulations, and the physical security of files and documents. When selecting their mobile workplace, they ensure that the requirements concerning official secrecy and the duty of confidentiality can be implemented.