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UZH for Staff

UZH Working Models

Mobile Working Model

Some flexible working options already exist at UZH, such as part-time positions and job-sharing. As of May 1, 2022, UZH introduced mobile working as a further working model. 

The Mobile Working model is based on the needs of an on-site university at the same time as harnessing the possibilities of flexible working. The model is described in detail below.

Core Principles

  1. UZH is an on-site university with
    • a close-knit research and teaching community which cultivates lively interaction, the maintenance of which necessitates personal (not replaceable by virtual) exchange at all levels;
    • a vibrant team spirit among its members, who strongly identify with the university and their faculties or units. 
  2. UZH is a hub for innovation in which
    • the opportunities of more flexible working are harnessed and the potential of digitalization is utilized;
    • mobile working arrangements take into account the professional, operational and personal context.
  3. In order to balance shared interests and expectations on the one hand and individual work optimization on the other,
    • the opportunities and risks of mobile working at UZH are assessed with due consideration for the central aspects of academic life such as exchange of ideas, team spirit and the social dimension;
    • professors and other leaders and managers have a role-model function in terms of managing the demands of on-site and remote work.

Mobile Working at UZH

Key aspects at a glance:

  • As a rule, employees are present at their on-site workplaces for at least 60% of their respective employment level. Mobile working is possible for the remaining percentage if it is compatible with operational interests and the employee’s tasks. The guidelines have been drawn up based on the above-mentioned core principles. They are supported by research findings on employee management and organizational leadership.
  • Mobile working is voluntary for all employees, and is not a right.
  • Mobile working is considered equivalent to work performed on site at UZH, meaning the same employment law regulations apply.

Guidelines on Mobile Working at UZH (PDF, 96 KB)

Individual agreements on mobile working must be made in writing as a matter of principle. The basis for such agreements is the template

Agreement on Mobile Working at UZH (PDF, 274 KB)*

Joint Learning Process

The long-term development of the working culture at UZH is based on a joint learning process involving all of us. The following measures are intended to support this learning process:

  • Human Resources has established specific advisory and coaching services for leaders and managers regarding mobile working models.
  • To ensure that the experiences and preferences of employees are also taken into account, UZH carried out the Future of Work@UZH – Mobile Working project in 2022/2023. This project included an employee survey on mobile working and a pilot project with professors from all faculties and their teams.
    Project Results


* Note: In order to edit a PDF form, please save it on your device (e.g. in your Downloads folder or on your Desktop). Right click and select “Open with” Adobe Acrobat Reader (or Adobe Acrobat DC, Pro). Please make sure you have version 10.0 or later of Adobe Acrobat installed. This will enable you to edit and save the form correctly.

Weiterführende Informationen


If you cannot find an answer to your question here, please contact the responsible HR representative in your organizational unit or the Competence Center responsible for you in the Human Resources Department.

Advice and support

The Human Resources Department offers advisory and coaching services for leaders and managers on dealing with mobile working models, e.g.