# 80% jobs in Switzerland: what adverts say about working days

Among 22 selected records with an 80%-compatible workload signal, 19 had substantial stored text. Seven mentioned flexible hours; three gave day counts for office attendance or travel. None of the 19 explicitly established a recurring four-day or five-shorter-day pattern. This measures recorded wording, not which arrangements employers would agree to.

By Panta. Published 2026-11-07.
Canonical: https://withpanta.com/insights/eighty-percent-working-days-switzerland/

## Text available for the schedule review

22 selected records from 22 employer IDs, captured on 7 November 2026. Three records remain unknown because stored text was missing or fragmentary. These counts describe reviewability, not schedule availability or the Swiss market.

| Evidence category | Listings |
| --- | ---: |
| Substantial stored text | 19 |
| Fragmentary stored text | 1 |
| Missing stored text | 2 |

## A workload percentage leaves the calendar open

An 80% workload gives an applicant one part of the answer. It does not establish which days are worked, how long each day lasts or whether a particular weekday can remain free. An 80–100% range also leaves the agreed percentage to discuss.

Our [earlier workload investigation](/insights/eighty-percent-careers-switzerland/) examined advertised percentages. This follow-up asks what explicit scheduling information appears in selected records' stored text. We reviewed 22 records from 22 employer IDs; 19 had substantial descriptions, two were empty and one was fragmentary. **None of the 19 reviewable texts explicitly established a recurring four-day or five-shorter-day pattern.** That is an absence of a statement in those texts, with three cases unknown. It does not establish whether those arrangements are available.

[Pro Familia's 2025 part-time factsheet, page 6](https://www.profamilia.ch/images/Downloads/Factsheets/2025_Factsheet%20Teilzeit%20DE.pdf#page=6), provides context for distinguishing workload from its distribution over days. It supplies none of our advert counts.

## Count the kind of information, not just the number

| Statement detected in stored text | Records among 19 substantial texts | What it establishes |
| --- | ---: | --- |
| Flexible working hours | 7 | Explicit time flexibility, sometimes a general employer benefit |
| Numeric days per week | 3 | Two office-attendance requirements and one travel allocation |
| Monday–Sunday availability, shifts and weekends | 1 | These three overlapping signals occur in the same record |
| Jobsharing | 1 | General employer wording, without a role-specific day pattern |
| Explicit four-day or five-shorter-day pattern | 0 | No qualifying statement detected |

Each selected record represents a different employer ID, so the record and ID counts coincide here. These labels overlap: they must not be added into a count of distinct vacancies. General policy also cannot establish an individual's actual schedule. Broad flexible-working-model wording and homeoffice alone were insufficient to count flexible hours.

## Office days and travel days answer different questions

The stored [Swiss Re wording-specialist record](https://careers.swissre.com/job/Zurich-Senior-Wording-Intelligence-Specialist-%28Hybrid-mfxd-80-100%29-Zuri/1451836533/) required at least three office days weekly. The [EPFL scientific-programme role](https://careers.epfl.ch/job/Sion-Scientific-Program-Officer-NCCR-Separations-%2880-100%29/1165684855/) likewise specified at least three days on site. Both describe attendance location; neither specifies the total number of working days.

The [Migros construction-project role](https://jobs.migros.ch/de/unsere-unternehmen/job/migros-genossenschafts-bund/senior-projektleiterin-bauherrenvertretung-bau-und-infrastruktur/e687a82e-f5d7-4821-ad27-485c45d57e9a) described travel assignments averaging two days weekly. Those are travel days within the role, without a complete weekly distribution. All three numeric-day findings therefore concern allocation within work.

The [HOCH restaurant-service record](https://jobs.h-och.ch/job/St_-Gallen-Restaurantfachfrau-mann-Restauration-&-Events-60-80/1442182533/) required readiness for shifts across Monday–Sunday. This includes weekend availability but does not mean working every day. It illustrates why a compatible percentage can coexist with coverage requirements that need a separate conversation.

These links identify the source destinations recorded by Panta. We reviewed stored canonical text, without opening the original employer pages or confirming current application acceptance.

## How the bounded selection was made

Capture ran from **2026-11-07T18:09:25.354Z to 2026-11-07T18:10:33.701Z**. Ten public API pages returned 500 records, ordered by recent observation, with employment metadata containing 80 and stored `physical_ch` classification. Existing rules retained 481 compatible candidates without detected training or pool labels in the screened fields, across 22 employer IDs.

A declared hash order selected one record per ID before descriptions were requested. All 22 IDs were retained; missing or fragmentary text was not replaced. The frame reached its 500-record cap while more pages remained. It was not exhausted, and pagination was not an atomic snapshot.

This filter misses title-only and description-only 80% signals. Recency ordering, source coverage, metadata quality and location classification constrain interpretation. Fresh selected-source backing does not establish complete canonical text, independently verified Swiss geography or present acceptance of applications. Employer IDs are grouping keys, not proof of independent legal employers: two selected Migros-branded records have distinct IDs but share a brand. These results support neither national prevalence estimates nor a trend against the earlier investigation.

Two separate initial AI-assisted codings read the frozen text before comparison. One disagreement about the scope of a flexible-hours statement was adjudicated as role-specific. This was not independent human double coding.

## Turn the missing details into shortlist questions

For each lead, record the percentage, total working days, required attendance or travel days, and any shifts separately. Ask whether 80% is agreed for this role, which days are fixed, and when a rota becomes available. Keep unanswered details unknown.

Use the [shortlist review worksheet](/insights/audit-ai-job-shortlist/) and its [blank CSV](/research/ai-job-shortlist-review.csv) to retain evidence. The dated audit pack is available as [JSON](/insights/data/schedule-clarity-2026-11-07.json) and [CSV](/insights/data/schedule-clarity-2026-11-07.csv); live adverts can change after capture.