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108+ Free HR-Fachmann BP Practice Questions

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Leiter/in Human Resources HFP (Switzerland)

Practice Questions
2026 Statistics

Key Facts: HR-Fachmann BP Exam

Grade 4.0

Passing Grade (1-6 scale)

HRSE Prüfungsordnung & SBFI

CHF 1,500

Examination Fee

HRSE Ausschreibung 2026

CHF 9,500

Maximum Federal Course Subsidy (50% of Eligible Fees)

SBFI Bundesbeiträge

3 Fachrichtungen

Specialisations: Corporate HR, Public Placement, Private Staffing

HRSE Berufsprüfung HR-Fachleute

540 min

Total Examination Time Across Three Parts

HRSE Wegleitung 2023, Ziff. 6

2 retakes

Repeat Attempts Allowed (Failed Parts Only)

HRSE Prüfungsordnung Ziff. 6.51-6.52

The HR-Fachfrau / HR-Fachmann mit eidgenössischem Fachausweis is Switzerland's federal professional qualification for HR specialists, awarded by HRSE under SBFI supervision and offered in three Fachrichtungen. The 2026 examination costs CHF 1,500 and runs 540 minutes across three parts: a 180-minute written knowledge paper, a 210-minute written case study with an 80-minute oral presentation, and 70 minutes of oral mini-cases and conversation reflection. It is passed with an overall grade of at least 4.0, a Part 1 grade of at least 4.0, and no more than two position grades below 4.0. Candidates sit the official exam in German, French or Italian; this English-language multiple-choice study adaptation covers Swiss employment law, the social insurance parameters for 2026, payroll, recruitment, personnel development and placement law.

Sample HR-Fachmann BP Practice Questions

Try these sample questions to test your HR-Fachmann BP exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 108+ question experience with AI tutoring.

1Under Art. 335b para. 1 of the Swiss Code of Obligations (OR), what is the statutory default duration of the probation period (Probezeit) if the employment contract contains no written agreement regarding probation?
A.1 month
B.2 weeks
C.3 months
D.No probation period applies unless explicitly agreed in writing
Explanation: Under Art. 335b para. 1 OR, the first month of an indefinite employment relationship is deemed by law to be a probation period, unless a different duration is agreed upon in writing or excluded entirely.
2An employer and an employee agree in an individual written contract on a 3-month probation period. During the second month, the employee falls ill and is certified 100% incapacitated for 14 calendar days. How does this illness affect the probation period under Art. 335b para. 3 OR?
A.The probation period is extended by exactly 14 calendar days corresponding to the duration of incapacity
B.The probation period cannot be extended beyond 3 months under any circumstances
C.The probation period is automatically prolonged by a full additional month
D.The probation period is unaffected, but the statutory protection against dismissal (Sperrfrist) applies immediately
Explanation: According to Art. 335b para. 3 OR, if the probation period is interrupted due to illness, accident, or performance of non-voluntary statutory duties (such as military service), the probation period is extended by the exact duration of the prevention (here, 14 days).
3What is the statutory notice period during the probation period under Art. 335b para. 1 OR, and to what date does it take effect?
A.7 calendar days; notice may be given on any day and takes effect after 7 days without needing to end at month-end
B.7 working days; notice must take effect at the end of a working week
C.14 calendar days; notice must terminate at the end of the calendar month
D.1 month; notice must take effect at the end of the subsequent calendar month
Explanation: Under Art. 335b para. 1 OR, either party may terminate the employment relationship during the probation period with a 7-day notice period. This notice period is measured in calendar days and takes effect upon expiry of the 7 days on any calendar day, not only at the end of a month.
4An employee has been working at a Swiss enterprise for 4 years. The employment contract does not modify statutory notice periods. If the employer gives notice of termination on 15 March, when does the employment relationship legally end under Art. 335c para. 1 OR?
A.31 May
B.30 April
C.15 May
D.30 June
Explanation: Under Art. 335c para. 1 OR, the statutory notice period in the second to ninth year of service is 2 months, taking effect at the end of a calendar month. Notice delivered on 15 March starts the 2-month clock running through April and May, ending on 31 May.
5Which of the following statutory notice periods correctly reflects Art. 335c para. 1 OR for an employment relationship in its 11th year of service?
A.3 months to the end of a calendar month
B.2 months to the end of a calendar month
C.6 months to the end of a calendar quarter
D.4 months to the end of a calendar month
Explanation: Under Art. 335c para. 1 OR, the statutory notice periods after the probation period are: 1 month in the 1st year of service, 2 months in the 2nd to 9th year of service, and 3 months in the 10th and subsequent years of service, each taking effect at the end of a calendar month.
6An employer serves notice of termination on 28 February to an employee in their 3rd year of service (notice period: 2 months, termination date: 30 April). On 10 April, the employee suffers a non-work accident and is completely incapacitated for 20 calendar days (until 29 April). How is the termination date calculated under Art. 336c para. 2 OR?
A.The notice period is suspended for 20 days during April; the remaining 21 days resume on 30 April and the contract ends on 31 May to align with the month-end
B.The contract terminates on 20 May without extension to the end of the month
C.The notice of termination is completely null and void (nichtig) and must be reissued from scratch
D.The contract terminates on 30 April because the accident occurred after notice was given
Explanation: Under Art. 336c para. 2 OR, if notice was given prior to incapacity, the running of the notice period is suspended during the protection period (here, 20 days). When incapacity ends on 29 April, the notice period resumes for the remaining days (21 days). Because the notice period expires mid-May, Art. 336c para. 2 OR stipulates that the termination is extended to the next applicable end date, which is 31 May.
7What is the duration of the statutory protection period against dismissal (Sperrfrist) in the event of partial or total incapacity for work due to illness or accident during the 6th year of service under Art. 336c para. 1 lit. b OR?
A.180 calendar days
B.90 calendar days
C.30 calendar days
D.365 calendar days
Explanation: Under Art. 336c para. 1 lit. b OR, the protection periods against dismissal during illness or accident are: 30 days in the 1st year of service, 90 days in the 2nd through 5th years of service, and 180 days from the 6th year of service onwards.
8An employer gives notice of termination to a female employee who is 4 months pregnant. The employer was unaware of the pregnancy at the time of sending the notice. What is the legal consequence under Art. 336c para. 1 lit. c and para. 2 OR?
A.The notice of termination is null and void (nichtig) from the outset, regardless of whether the employer knew of the pregnancy
B.The notice is valid, but the notice period is suspended until 16 weeks after childbirth
C.The notice is legally binding because the employer acted in good faith without knowledge of the pregnancy
D.The employee must pay compensation to the employer if she failed to disclose her pregnancy before the dismissal
Explanation: Under Art. 336c para. 1 lit. c and para. 2 OR, any notice of termination given during pregnancy and the 16 weeks following childbirth is null and void (nichtig). This applies objectively; the employer's lack of knowledge does not validate the termination.
9Which of the following constitutes an abusive dismissal (missbräuchliche Kündigung) under Art. 336 OR in Swiss labor law?
A.Terminating an employee solely because they exercised a constitutional right (e.g. political participation) without violating duty of loyalty
B.Terminating an employee for economic restructuring following a formal consultative process
C.Terminating an employee for objective underperformance documented across multiple review meetings
D.Terminating an employee due to operational relocation of a production plant
Explanation: Art. 336 para. 1 lit. b OR explicitly defines a dismissal as abusive if given because the employee exercises a constitutional right, provided that the exercise does not breach employment obligations or cause substantial workplace disruption.
10What is the legal consequence and maximum statutory penalty if a Swiss court determines that a dismissal was abusive under Art. 336 and Art. 336a OR?
A.The termination remains legally valid, but the employer must pay compensation of up to 6 months' salary
B.The dismissal is declared null and void and the employee must be reinstated in their position
C.The employer must pay damages equivalent to exactly 12 months' gross salary plus punitive damages
D.The employment relationship continues automatically with a mandatory promotion
Explanation: Under Swiss law (Art. 336a OR), the principle of freedom of dismissal means that an abusive termination still terminates the employment contract. However, the court will order the party who gave abusive notice to pay an indemnity of up to 6 months of the employee's wage.

About the HR-Fachmann BP Exam

The Swiss Federal Professional Examination (Berufsprüfung) for HR-Fachfrau / HR-Fachmann leads to the federally recognised eidgenössischer Fachausweis and is held once a year by HRSE in one of three Fachrichtungen: A Betriebliches HR-Management, B Öffentliche Personalvermittlung und -beratung, and C Private Personalvermittlung und -verleih. It certifies operational and advisory mastery across the employee lifecycle in Switzerland: employment law (OR, ArG, GlG, revDSG), social insurance (AHV, IV, EO, ALV, BVG, UVG), payroll administration, recruitment, personnel development, the Swiss education system and labour-market economics. Note on format and language: the official examination is taken in German, French or Italian and combines a written knowledge paper, a written case study and oral assessments. This practice bank is an English-language multiple-choice study adaptation of the official learning outcomes. It is not an official HRSE paper, not a translation of one, and it cannot simulate the oral presentation, mini-case or conversation-reflection parts, which have to be practised with a preparatory course.

Assessment

Three examination parts totalling 540 minutes across separate written and oral dates. Part 1 Generalistenwissen Human Resources (written, 180 min, identical for all three Fachrichtungen, covering the Basis 1 knowledge fields: HR management, employment law and social partnership, further legal foundations, social insurance, the education system, labour market economics and business economics). Part 2 Fachlich fundierte Fallbearbeitung (2.1 written integrated case study 210 min plus 2.2 oral presentation and technical discussion 80 min including preparation), set separately for each Fachrichtung: A Betriebliches HR-Management, B Öffentliche Personalvermittlung und -beratung, or C Private Personalvermittlung und -verleih. Part 3 Professionelles Verhalten im Berufsalltag (3.1 oral mini-cases 30 min, 3.2 oral reflection on a conversation observed on video 40 min). The three parts carry equal weight in the overall grade.

Time Limit

540 minutes in total: 390 minutes of written examinations (180 min Part 1 plus 210 min Part 2.1) and 150 minutes of oral examinations (80 min Part 2.2 including preparation, 30 min Part 3.1, 40 min Part 3.2)

Passing Score

Overall grade at least 4.0 on the 1.0-6.0 scale, the grade for Part 1 Generalistenwissen HR at least 4.0, and no more than two position grades below 4.0 (HRSE Prüfungsordnung, Ziff. 6.41)

Exam Fee

CHF 1,500 (HRSE Ausschreibung 2026); the SBFI reimburses 50% of eligible preparatory course fees up to CHF 9,500 after the candidate sits the examination (HRSE Human Resources Swiss Exams, under SBFI supervision)

HR-Fachmann BP Exam Content Outline

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Arbeitsrecht, Sozialpartnerschaft und weitere rechtliche Grundlagen (Basis 1, Themen 2-3)

Individual employment contracts (OR Art. 319-362), notice periods, dismissal protection (Sperrfristen Art. 336c OR), abusive and summary dismissal, non-competition (Art. 340 OR), the Labour Act (ArG maximum hours, rest periods, Überstunden vs Überzeit), collective agreements, the Gender Equality Act and the revised Data Protection Act. HRSE publishes no percentage weightings; 22 of the 108 questions in this bank cover this area.

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Sozialversicherungen (Basis 1, Thema 4)

The Swiss social security architecture: AHV/IV/EO contributions (10.60%), ALV and the CHF 148,200 insured-earnings ceiling, BVG occupational pensions (2026 entry threshold CHF 22,680, coordination deduction CHF 26,460), UVG (BU/NBU), KTG, EO maternity and other-parent allowances, FamZG, FZG vested benefits and cross-border affiliation. 18 of 108 questions.

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Personalhonorierung und Lohnadministration

Gross-to-net payroll, statutory deductions, 13th month salary vs Gratifikation (Art. 322d OR), continued wage payment and the regional scales (Art. 324a OR), vacation entitlement and reduction, withholding tax (Quellensteuer), expense regulations, job evaluation and equal pay analysis. 18 of 108 questions.

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Personaladministration, Informationsmanagement und internationale Mobilität (Basis 3)

Personnel files and retention duties, revDSG access and proportionality, HR metrics (turnover, absence, FTE), HRIS and Swissdec ELM reporting, Swiss permit categories (B, C, L, G), the posted-workers regime and cross-border telework. 16 of 108 questions.

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Personalgewinnung und Employer Branding

Workforce planning, job and requirement profiles, sourcing channels, the Stellenmeldepflicht, structured interviewing and assessment centres, lawful interview questions, reference checks and applicant-data retention, employer branding and recruiting KPIs. 14 of 108 questions.

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Personalentwicklung und Mitarbeitenden-Zyklus

Onboarding, probation reviews, MbO and appraisal systems, 360-degree feedback, training needs analysis and Kirkpatrick evaluation, development formats on and off the job, training repayment clauses, talent matrices, exit interviews and offboarding. 12 of 108 questions.

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Öffentliche und private Personalvermittlung (Vertiefungen B und C)

The statutory basis of the two placement specialisations: AVG licensing for private placement and staff leasing, the AVG wage-security deposit, and AVIG benefit rules relevant to advising jobseekers. 3 of 108 questions; candidates sitting Fachrichtung B or C should study the AVIG, AVG and AVV directly.

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Bildungssystem (Basis 1, Thema 5)

The Swiss education and qualification landscape: EBA and EFZ initial vocational tracks, higher vocational education, and the recognition of foreign qualifications through SBFI. 2 of 108 questions.

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Arbeitsmarkt, Volkswirtschaft und Betriebswirtschaft (Basis 1, Themen 6-7)

Reading and interpreting labour market statistics, the difference between the SECO registered unemployment rate and the BFS/ILO rate, and business economics for HR including employer on-costs and personnel cost budgeting. 2 of 108 questions.

Not published

Interaktion gestalten: Beratung, Gesprächsführung und Konflikte (Basis 2)

Preparing and conducting workplace conversations, advising line managers, separating observed behaviour from judgement, and documenting agreed measures. This field is examined orally in Parts 2.2 and 3 of the real examination, so MCQs can only test the underlying judgement. 1 of 108 questions.

How to Pass the HR-Fachmann BP Exam

What You Need to Know

  • Passing score: Overall grade at least 4.0 on the 1.0-6.0 scale, the grade for Part 1 Generalistenwissen HR at least 4.0, and no more than two position grades below 4.0 (HRSE Prüfungsordnung, Ziff. 6.41)
  • Assessment: Three examination parts totalling 540 minutes across separate written and oral dates. Part 1 Generalistenwissen Human Resources (written, 180 min, identical for all three Fachrichtungen, covering the Basis 1 knowledge fields: HR management, employment law and social partnership, further legal foundations, social insurance, the education system, labour market economics and business economics). Part 2 Fachlich fundierte Fallbearbeitung (2.1 written integrated case study 210 min plus 2.2 oral presentation and technical discussion 80 min including preparation), set separately for each Fachrichtung: A Betriebliches HR-Management, B Öffentliche Personalvermittlung und -beratung, or C Private Personalvermittlung und -verleih. Part 3 Professionelles Verhalten im Berufsalltag (3.1 oral mini-cases 30 min, 3.2 oral reflection on a conversation observed on video 40 min). The three parts carry equal weight in the overall grade.
  • Time limit: 540 minutes in total: 390 minutes of written examinations (180 min Part 1 plus 210 min Part 2.1) and 150 minutes of oral examinations (80 min Part 2.2 including preparation, 30 min Part 3.1, 40 min Part 3.2)
  • Exam fee: CHF 1,500 (HRSE Ausschreibung 2026); the SBFI reimburses 50% of eligible preparatory course fees up to CHF 9,500 after the candidate sits the examination

Keys to Passing

  • Work through all 108 available questions
  • Review every answer and explanation
  • Track weak areas and revisit them
  • Use our AI tutor for tough concepts

HR-Fachmann BP Study Tips from Top Performers

1Master individual employment contract articles in the Swiss Code of Obligations (Art. 319-362 OR), especially probation rules (Art. 335b), notice periods (Art. 335c), and protection against dismissal (Art. 336c Sperrfristen).
2Memorize statutory social security contribution rates and key thresholds: AHV/IV/EO 10.6% total, ALV 2.2% up to CHF 148,200, BVG entry threshold CHF 22,680, and BVG coordination deduction CHF 26,460.
3Practice gross-to-net payroll accounting step-by-step, accounting for BU (employer-paid), NBU (employee-paid if >= 8h/week), KTG, and family allowances.
4Understand the difference between overtime (Überstunden under Art. 321c OR) and statutory maximum overtime (Überzeit under Art. 12-13 ArG).
5Review the Swiss salary continuation obligation under Art. 324a OR and the application of regional scales (Berner, Zürcher, Basler Skala).
6Learn Swiss work permit categories (B, C, L, G cross-border permits) and EU/EFTA 90-day notification procedures (Meldeverfahren).

Frequently Asked Questions

What is the HR-Fachfrau / HR-Fachmann mit eidgenössischem Fachausweis?

It is a federally recognised Swiss professional qualification obtained through a Berufsprüfung (brevet fédéral), administered by HRSE (Human Resources Swiss Exams) under the supervision of the State Secretariat for Education, Research and Innovation (SBFI). It certifies professionals to run operational HR, advise line managers, handle Swiss employment law and social security matters, administer payroll, and manage recruitment and development. HRSE recommends the English rendering 'HR specialist, Federal Diploma of Higher Education' plus the chosen option.

What are the admission requirements for the Swiss HR Berufsprüfung?

For every Fachrichtung, candidates need an upper-secondary qualification (federal VET diploma EFZ, gymnasiale Maturität, Fachmaturität, Fachmittelschulausweis or equivalent) plus the HRSE certificate examination HR-Assistent/in, plus 4 years of professional practice after that qualification, of which at least 2 years must be qualified HR practice as defined by the relevant Berufsbild. For Fachrichtung B those 2 years must be AVIG enforcement practice, and for Fachrichtung C at least 1 of the 2 years must be in private placement and staff leasing. Part-time work counts pro rata, and professional experience gained abroad is recognised in full.

How is the official HRSE examination structured?

It has three parts totalling 540 minutes. Part 1 Generalistenwissen Human Resources is a 180-minute written paper sat by all candidates regardless of Fachrichtung, mixing single-choice, multiple-choice, matching, sequencing and open questions with open books. Part 2 Fachlich fundierte Fallbearbeitung is a 210-minute written integrated case study plus an 80-minute oral presentation and technical discussion, set separately for each Fachrichtung. Part 3 Professionelles Verhalten im Berufsalltag is 30 minutes of oral mini-cases plus a 40-minute reflection on a conversation observed on video. The three parts carry equal weight.

What is the passing score for the Swiss HR Federal Examination?

Marks are awarded in points and converted to the Swiss 1.0 to 6.0 grade scale, where 4.0 is the pass mark. Under Ziff. 6.41 of the HRSE Prüfungsordnung the examination is passed when three conditions are met together: the overall grade is at least 4.0, the grade for Part 1 Generalistenwissen HR is at least 4.0, and no more than two position grades are below 4.0. There is no separate rule barring a grade below 3.0.

Are federal subsidies available for preparatory courses?

Yes. Under the SBFI federal financial support framework (Bundesbeiträge für eidgenössische Prüfungen), the Swiss Confederation reimburses 50% of the tuition costs for eligible preparatory courses up to a maximum contribution of CHF 9,500 upon sitting the federal examination, regardless of the pass or fail outcome.

Why is this practice question bank in English?

The official examination is taken in German, French or Italian; HRSE does not offer an English sitting. This bank is an English-language multiple-choice study adaptation of the official learning outcomes, not a translation of an HRSE paper and not a simulation of the exam's language environment. It exists so that HR professionals, international specialists and cross-border practitioners who work in English can consolidate Swiss employment law, social insurance parameters and payroll rules. It also cannot stand in for the oral parts of the real examination, which have to be practised in the examination language.