Law on the Salaries of State Employees and Teachers (LStip) (LStip)

This Law governs the remuneration of employees subject to the State Employees and Teachers Act of 15 March 1995 (LORD).

1 The list of functions and the related classification of state employees and teachers are established by the Council of State, in agreement with the competent appointing authorities pursuant to Art. 2 para. 1 of the Law on the Organization of State Employees and Teachers (LORD) concerning their personnel, by means of a regulation based, in principle, on the analytical evaluation of each individual function.

2 The analytical evaluation of functions takes place in a transparent and non-discriminatory manner.

3 A new evaluation of functions is carried out if the elements determining their existing classification have changed significantly and durably.

4 The Council of State consults the staff organizations and informs the Grand Council about changes in the content of the employee classification through its report.

Employees and teaching staff annually receive the salaries, supplements, and allowances established in the following articles.

1 The salary classes for cantonal employees are established as follows

1 The salaries of employees subject to the LORD and the reference salary for determining the fees of the State Councillors shall be adjusted in line with the evolution of the national consumer price index.

2 The adjustment of salaries shall be determined by the Council of State on 1 January of each year, based on the actual national monthly consumer price index for November of the preceding year.

3 After consulting the staff organizations, the Council of State may decide to adjust salaries entirely or partially to inflation, or it may determine the payment of a partial or total compensatory allowance.

In the event of partial employment, the salary and allowances provided for by this law shall be calculated proportionally to the activity performed.

1 The appointing authority may establish salary supplements to remunerate duties assigned temporarily that exceed those normally provided for.

2 These salary supplements are not insurable for the purposes of occupational benefits.

1 The right to salary and any allowances commences from the day of actual assumption of duties and ceases upon termination of the employment relationship.

2 The salary is paid in thirteen monthly instalments.

1 The starting salary is set by the appointing authority and corresponds, for employees without experience, to the minimum salary provided for the respective function.

2 The Council of State establishes in the regulation the starting salary for teachers without experience.

3 The appointing authority establishes in the regulation the criteria that determine the starting salary for candidates with experience.

4 The appointing authority may set a higher starting salary when justified by special circumstances, such as exercising a similar function elsewhere, special preparation, particular skills, and conditions.

1. In exceptional cases, where candidates must be appointed who do not meet all requirements or for whom an introductory period is foreseen, the appointing authority may establish, for a maximum of two years, a salary up to two classes lower than the minimum salary provided for the function.

2. Upon completion of the introductory period, the employee shall be placed in the class corresponding to their function, with recognition of the annual increments accrued.

1 For particular functions requiring highly specialized knowledge, the Council of State, and for particular functions falling under the competence of a different appointing authority, having consulted the Presidential Office of the Grand Council or the relevant competent judicial authority, may derogate from the classification of the function and the maximum salary provided for by this law.

2 A similar derogation may be applied in exceptional cases, with the aim of securing the collaboration of persons of eminent ability or retaining them in the service of the State.

1 Employees are entitled to an annual salary increase paid according to the salary scale, subject to the application of Art. 13, up to the maximum of the grade of the position held.

2 Annual increases are paid at the beginning of the calendar year for employees or at the beginning of the academic year for teaching staff.

3 An employee accrues the increase if, at the beginning of the calendar year, they have completed at least 6 months of service: if they have rendered less, the increase is computed only starting from the following year. This rule also applies to unpaid service interruptions.

4 A teaching staff member accrues the increase at the beginning of the academic year if, in the previous academic year, they have completed at least 4 continuous months of service. This rule also applies to unpaid service interruptions.

1 If the employee’s performance is insufficient, the appointing authority may block the annual increment by formal decision.

2 The employee must be heard.

3 Provisions concerning transfer or dismissal remain reserved.

During the probationary period, no salary increases are granted.

1 Promotion consists of an individual transition from one position to another of a higher grade.

2 Promotion may occur as a result of

a) the filling of a vacant higher-grade position;

b) a significant change in duties, substantiated by a new analytical evaluation of the position.

3 In the event of a promotion, the employee's new salary must not be less than the previous salary increased by an annual increment. [1]

[1] Art. amended by Law of 15.9.2025; in force since 15.12.2025 - BU 2025, 331.

1 In case of transfer to a lower-grade function, the salary must at least correspond to the salary of the class of the new function with the accrued increments.

2 The regulations specify the conditions.

3 The employee must be heard.

1 Reclassification consists of assigning a new salary grade to a specific function.

2 Reclassification occurs in response to substantial changes in the duties assigned to a function, or as a result of a substantial change in the requirements for exercising the function.

3 It necessitates the execution of a new analytical evaluation.

4 Salaries modified following a reclassification are calculated according to the same principles applied for promotions or for transfers to a lower function.

1 To employees who have distinguished themselves through particularly high and extraordinary performance, the appointing authority may

a) grant a one-time extraordinary bonus, not insurable with the Canton Ticino Provident Institute (hereinafter the Provident Institute);

b) grant paid days of leave;

c) authorize participation in specific professional training or advanced training courses;

d) evaluate the possibility of granting more flexible working arrangements based on the task and function.

2 The relevant proposals formulated by the respective managing officials must be justified with a comprehensive report demonstrating the exceptional performance that exceeds the set objectives.

3 The award may be granted to groups of employees; the award may also be used to finance common events or activities.

1 Twelve thirteenths of the salary and family allowances are paid monthly.

2 The Council of State establishes the methods and the monthly deadline for salary payment, as well as the deadline for the payment of the thirteenth monthly instalment.

3 To establish the right to the thirteenth monthly instalment of the salary, consideration is given to the commencement of service, as well as any modifications and reductions in salary that occurred during the year.

Consistent with service requirements, the appointing authority may grant employees the faculty to request the partial or total conversion of their thirteenth monthly salary into leave.

1 Years of service are recognized as the years in which the employee had an employment relationship with the State.

2 Periods of unpaid leave exceeding thirty days within a calendar year are not computed in the years of service.

3 Years of apprenticeship or traineeship are not computed as years of service with the State.

4 Years of service rendered as a teacher in Ticino municipal schools are recognized in the event of a change of public employer and are generally recognized upon recruitment into cantonal schools. [2]

[2] Para. modified by Law of 22.9.2020; in force since 1.8.2020 - BU 2020, 349.

1 After twenty years of service and subsequently every five years, an employee may be granted a bonus equal to 20 working days of paid leave; the bonus may also be granted even if the years of service have not been uninterrupted.

2 Periods of unpaid leave exceeding 30 days are not computed.

3 The bonus may be distributed over a maximum of 4 years following the year in which the right matures.

4 … [3]

[3] Para. repealed by L 6.2.2024; in force since 1.1.2024 - BU 2024, 99.

Overtime hours are compensated with an equal number of leave hours, within the following six months. When compensation is not possible, they give rise to an indemnity equal to the hourly wage calculated on the basis of the monthly salary x 12, within the limits allowed by Article 71, paragraph 3 of the LORD.

The rules governing the right to and the amount of allowances for travel, standby, holiday, and night duty are set out in a specific regulation.

The employee is entitled to child allowances provided for by federal and cantonal legislation on family allowances.

1 The employee who, at the request of the appointing authority, substitutes for an employee of a higher category, is entitled, from the first day, for an actual substitution lasting more than 3 months, to an allowance within the limits established by the regulation.

2 For teaching staff, the provisions of the specific regulation for teaching staff substitutions are applicable.

1 In the event of the termination of the employment relationship by notice in accordance with Art. 60 para. 3 lit. a) and b) LORD, the employee is entitled to a severance payment.

2 The severance payment granted to the employee is calculated according to the following formula

The severance pay is not granted in cases where the employee refuses, without valid reasons, a suitable job offer.

1. Upon the death of an employee in service, their survivors receive the salary for the current month, to which is added a one-time indemnity equal to 1/4 of the annual salary, including child allowances.

2. The following are considered survivors

a) the spouse or registered partner, the cohabitant in the case of cohabitation for at least five consecutive years; [4]

b) children for whom the employee receives child allowances as per Art. 25.

[4] Sub-paragraph amended by Law 15.9.2025; in force from 15.12.2025 - BU 2025, 331.

1 In the event of absence due to non-occupational illness or injury, even if intermittent, evidenced by a medical certificate, the employee shall receive their salary calculated based on their degree of employment for the first 365 days of partial or total incapacity for work and 90% for the subsequent 365 days of partial or total incapacity for work within an observation period of 900 days.

2 The State reserves the right to arrange control examinations and may make the entitlement to salary conditional upon a medical examination by the personnel physician or a trusted medical practitioner.

3 Upon the expiration of 730 days of partial or total incapacity for work within an observation period of 900 days, or in the event of a decision by the social security institution recognizing a full disability pension, salary payment shall cease in all cases.

4 The salary of teaching staff, for all incapacities for work during the school year, shall be calculated in proportion to the duration of the school.

1 In the event of absence due to professional illness or accident, or due to an event covered by military insurance, the employee receives their salary calculated based on their degree of employment for a duration of 730 days of partial or total incapacity for work within an observation period of 900 days.

2 Upon the expiry of the 730 days of partial or total incapacity for work within an observation period of 900 days, or upon a decision by the pension institution to recognize a full disability pension, the payment of the salary shall cease in any case.

3 The salary of teaching staff, for all incapacities for work during the school year, is calculated in proportion to the duration of the school.

1. The employee who presents a work incapacity due to illness or accident must submit an application for benefits to the disability insurance at the latest after six months from the beginning of the work incapacity.

2. The personnel medical service communicates at all times situations of work incapacity with a negative or uncertain prognosis to the early detection service of the disability insurance.

1 Where an employee's performance capacity is reduced due to health problems certified by a decision of the invalidity insurance, the appointing authority shall modify the employment relationship, irrespective of the right to an invalidity pension, seeking whenever possible a function suitable to the new situation.

2 For cases of reduced performance with entitlement to an invalidity pension, if the invalidity insurance revises its decision, the appointing authority shall modify the employment relationship according to the new conditions.

3 For cases of reduced performance without entitlement to an invalidity pension, the appointing authority shall periodically review the evolution of performance; when it is found to be again in line with the performance required for the function, the appointing authority shall modify the employment relationship according to the new conditions.

4 Rules for transfer to a lower-grade function remain reserved.

1 The right to salary may be reduced or revoked if the employee intentionally or through gross negligence caused the illness or injury, knowingly exposed themselves to extraordinary danger, committed a reckless act, or if they committed a crime or an offense.

2 The principles set forth in federal legislation concerning accident insurance and military insurance are also applicable.

[5] 1 In the event of an interruption of work due to compulsory military service or similar, the full salary shall be paid.

2 The following are considered compulsory service

a) recruit school;

b) promotion service;

c) refresher courses;

d) Red Cross service;

e) compulsory civil protection;

f) substitute civilian service.

[5] Art. amended by L 18.11.2019; in force since 1.2.2020 - BU 2020, 23.

[6] All allowances for loss of earnings provided for by law shall be paid to the employer.

[6] Art. amended by L 18.11.2019; in force since 1.2.2020 - BU 2020, 23.

1 Daily allowances or annuities from federal disability insurance, annuities (single indemnities) paid by mandatory accident insurance or federal military insurance belong to the employer, provided that the salary stipulated in Articles 30 or 31 is paid in full.

2 The State subrogates into the employee’s rights against the responsible third party, up to the amount of the salary paid.

1. Salary, excluding child allowances or study assistance, may be withheld as compensation for amounts owed by the employee to the employer for taxes, duties, fines, or damages caused to the employer.

2. Compensation for state claims against an employee's salary may only occur after prior notice.

3. The employee is in any case guaranteed the existential minimum provided for by federal legislation on debt enforcement and bankruptcy; compensations resulting from intentionally or grossly negligently caused damages remain reserved.

1 In the event that an employee has benefited from salary compensation or allowances to which they were not entitled, such excess amount must be returned to the employer.

2 In the event of the employee's economic hardship and if good faith is demonstrated, the appointing authority may waive recovery totally or partially.

3 Recovery is enforceable within and not beyond five years from the moment the employer became aware of the existence of undue salary compensation.

1 The appointing authority decides on financial claims arising from the employment relationship of cantonal employees.

2 Appeals against decisions of the appointing authority may be filed in accordance with Articles 65 and 66 LORD.

1 Employees are guaranteed the salary received at the time this law comes into force.

2 For employees with a determining salary lower than the minimum class salary provided for the function, the salary will be adjusted until this minimum is reached.

3 For employees with a determining salary between the minimum and maximum of the class provided for the function, and for whom the provisions in force in 2016 provided for an increase or advancement on 1.1.2017 for administrative staff and on 1.9.2017 for teaching staff, the same will be recognized on that date according to the previous model. On 1.1.2018 for administrative staff and on 1.9.2018 for teaching staff, the salary will then be adjusted to the immediately higher increase of the new salary class, where this is provided.

4 For administrative staff with a determining salary between the minimum and maximum of the class provided for the function, and for whom the provisions in force in 2016 would have allowed an increase or advancement from 1.1.2018, the same will be recognized on that date according to the previous model.

For them, on 1.1.2019, the salary will then be adjusted to the immediately higher increase of the new salary class, where this is provided.

5 If a comparison carried out for each employee from 2017 between the application of the previous salary model and the application of points 3 and 4 shows that the previous model was significantly more favorable to the employee, the State Council may consider granting an additional increment according to the previous model. A maximum overall limit of fr. 300’000 - 400’000.-- is set for such corrective measures.

6 Employees at the maximum career level, in a special class, or with a special contract in 2016, maintain the same salary in 2017. For them, on 1.1.2018, the salary will be adjusted to the immediately higher increase, where this is provided.

1 A joint commission is hereby established, composed of six members, three representing the Council of State and three representing the employees, for the purpose of evaluating any divergences during the introductory phase of the new classification of functions.

**2 The Council of State and all trade union organizations shall define the cases to be submitted for examination by the commission, which shall present a report to the Council of State.**

**3 The organization of the commission shall be governed by a specific regulation approved by the Council of State.**

**4 The members of the commission are bound by official secrecy.**

**5 It shall be dissolved upon conclusion of the introductory phase of the new classification of functions, as a rule no later than the end of the first year following the entry into force of the law.**

1 For employees who have an open two-year period of illness or non-occupational injury under the previous law, the number of days of illness or non-occupational injury accumulated up to that point is carried over into the new system, and the new provisions are subsequently applied.

2 For employees who are incapacitated for work at the time this law comes into force, but are not experiencing a reduction in salary, the number of days of illness or non-occupational injury or occupational injury accumulated up to that point is carried over into the new system, and the new provisions are subsequently applied.

3 For employees who are incapacitated for work, as per Art. 30, at the time this law comes into force and who are simultaneously experiencing a reduction in salary, the provisions of the previous law shall apply.

The adjustment for the increase referred to in Article 5 of this Law is suspended until the national consumer price index (base table 2010) exceeds an index of 100 points.

The Act concerning the adjustment of state salaries to inflation of 10 June 1985 and the Act on the salaries of state employees and teachers of 5 November 1954 are repealed.

1 After the expiry of the time limits for the exercise of the right of referendum, this law shall be published in the Official Bulletin of Laws.

2 The Council of State shall determine its entry into force. [7]

Published in OB 2017, 81.

[7] Entry into force: 1 January 2018 - OB 2017, 81.