Capital
8.7 million
Population
8.82 million
Languages
German, French, Italian
Timezone
UTC +1
Work week
up to 45 hours
Employer taxes
approx. 10%
Currency
Swiss Franc (CHF)
Payroll cycle
monthly
📢 Introducing Lano 2.0!Global Employment just got a whole lot easier
Learn More
Scale your global team
Hire talent abroad with an Employer of Record
Manage payroll for your entire team in one place
Compliantly hire, manage and pay contractors
Send global payments in 50+ currencies at low cost
Grow your global business
Payroll expertise in 150+ countries
All you need to know to hire abroad
Learn how Lano helps companies unlock growth
Useful information for companies and contractors
Pricing
English
Français
Deutsch
Español
Login
📢 Introducing Lano 2.0!
Global Employment just got a whole lot easier
Learn More
With minimum wages as high as EUR 20.96, Switzerland for sure is not your go-to option for low employment costs. However, the country ticks all the boxes when it comes to the availability of talented and highly skilled workers.
From a high-quality education system to effective talent management, Switzerland has it all. In fact, the 2020 IMD World Talent Ranking found Switzerland to be in the top position. High English proficiency levels round up the list of reasons why Switzerland is a good place for recruiting international talent.
Although not legally required – in fact, even an oral contract would be acceptable except for apprenticeship contracts and agency-arranged temporary employment – it is best practice to put a written employment contract in place which should outline the following basic terms of employment:
Identification of both parties
Date of commencement (and employment duration for temporary contracts)
Workplace
Job description, duties and responsibilities
Basic salary as well as other compensation or benefits
Working hours
Total number of holidays
Notice periods for employment termination
Probation period
Employment contracts can be concluded for either temporary or indefinite periods.
Probation periods in Switzerland must not exceed three months. Unless specified otherwise in the employment contract, an employee’s trial period is limited to the first month of employment.
Get expert guidance from the Lano team to compare your options and keep growing.
According to Swiss labour law, an employee’s standard working week should not exceed 45 hours – 50 in some professions and industries. However, most employees work less hours per week.
Any work performed beyond agreed standard working hours is considered overtime and must be remunerated at a rate of 125% of the employee’s usual salary. It is also possible to offer the employee additional time off in return for his or her overtime work. Overtime should not exceed two hours per day or 170 hours per calendar year.
Employees in Switzerland usually get paid once a month with payments being issued at the end of each month. For most employees, the pay date is the 25th of the month.
Although there is no national minimum wage in Switzerland, some cantons have introduced regional minimum wages. As of 2022, the existing minimum wage rates in Switzerland are set as follows:
Geneva: CHF 23
Jura: CHF 20
Neuchâtel: CHF 20.08
Ticino: CHF 19
During an employee’s first year, employers are typically obligated to provide sick pay for a period of up to three weeks. It is common for employers to take out sickness benefits insurance to cover payments to sick employees. Afterwards, sick leave length is subject to cantonal regulations. It is common practice to request a medical certificate from employees whose sickness-related absence from work exceeds three days.
Although it is not mandatory by law, many companies in Switzerland pay their employees an annual bonus equaling a 13th salary.
Learn about tax reporting, compensation laws, registration requirements and more in our free Payroll Guide for Switzerland.
Employees and employers in Switzerland are subject to the following tax and social security contribution rates (as of 2022): Read more Individual income is taxed progressively based on the following tax brackets which apply on the federal level and to married taxpayers: – up to CHF 30,799: 0% – CHF 30,799 to CHF 50,900: 1% – CHF 50,900 to CHF 58,400: CHF 226 + 2% – CHF 58,400 to CHF 75,300: CHF 376 +3% – CHF 75,300 to CHF 90,300: CHF 883 + 4% – CHF 90,300 to CHF 103,400: CHF 1,483 + 5% – CHF 103,400 to CHF 114,700: CHF 2,138 + 6% – CHF 114,700 to CHF 124,200: CHF 2,816 + 7% – CHF 124,200 to CHF 131,700: CHF 3,481 + 8% – CHF 131,700 to CHF 137,300: CHF 4,081 + 9% – CHF 137,300 to CHF 141,200: CHF 4,585 + 10% – CHF 141,200 to CHF 143,100:CHF 4,975 + 11% – CHF 143,100 to CHF 145,000: CHF 5,184 + 12% – CHF 145,000 to CHF 895,900:CHF 5,412 + 13% – over CHF 895,900: CHF 103,028.50 + 11.5%
Employers
8.5%
8.5% corporate tax rate
7.7% VAT (standard rate)
Employees
up to 44.5%
Individual income tax consits of:
Federal income tax: 0.77% to 11.5% *
Cantonal income tax: 11.2% to 34.2%
Combined rates go up to 44.5%
Employers
around 10%
around 10% of the employee’s salary including:
5.3% to old age and disability fund
1.1% to unemployment insurance for all income + additional 0.5% on income exceeding CHF 148,200
Additional contributions need to be made to different social security funds with rates set by each canton, ranging from 3% to 10%. Furthermore, the employer has to provide accident insurance for each employee.
Employees
around 7%
around 7% of the employee’s salary including:
5.3% to old age and disability fund
1.1% to unemployment insurance for all income + additional 0.5% on income exceeding CHF 148,200
Additional contributions to distinct social security funds may be levied by different cantons, depending on salary level.
Please note that the social security contributions indicated above do not necessarily reflect the actual employment costs. These may differ depending on the employment contract and due to other factors (e.g. 13th and 14th salary, health insurance allowances, accrual for severance pay, etc.).
Employees in Switzerland must receive at least four weeks of paid annual leave – five weeks for those aged under 20. However, there are many collective bargaining agreements which provide for more annual leave.
In addition, Switzerland observes five public holidays on the national level on which employees are not required to work. As many public holidays are subject to cantonal regulations, the total number of public holidays may be as high as 15.
Statutory maternity leave in Switzerland is 98 days, i.e. 14 weeks. However, cantonal law or collective agreements may provide for a longer maternity leave period – for example 16 weeks in Geneva. During this time, the employee receives maternity benefits amounting to 80% of her normal salary – capped at CHF 196 per day.
Since September 2020, fathers in Switzerland can take two weeks of paid paternity leave within the first six months after their child’s birth. Paternity benefits are equal to maternity benefits.
Swiss labour law does not provide for any further parental leave.
In addition to the leave entitlements mentioned above, employees in Switzerland can request time off work under the following circumstances:
paid care leave (new as of January 2021): up to ten days per year – each time limited to three days – which can be claimed whenever a family member needs urgent care
care leave for seriously ill children (introduced in July 2021): up to 14 weeks of paid leave – remuneration rate is 80% of normal salary
youth leave: up to five days for employees under 30 for volunteer work involving youths
marriage leave
bereavement leave
In addition to employment termination by default – i.e. in case of a fixed-term contract – resignation and mutual agreement, employees may be dismissed due to one of the following reasons (non-exhaustive list):
staff reduction or other business-related reasons for redundancy
breach of employment contract
summary dismissal due to gross misconduct
employee’s underperformance
employee’s long-term illness
When terminating an employment contract, employees and employers have to respect the following statutory notice periods:
seven days – during the probation period
one month – during the first year of service
two months – from the second to the ninth year of service
three months – from the ninth year of service onwards
In certain cases, however, an immediate termination of the employment contract is possible – e.g. in case of a severe breach of the employment contract by either one of the parties. Severance pay is not required under Swiss labour law but may be mandatory under a collective agreement.
This country guide is for informational purposes only and should not be construed as legal advice. The content of this guide contains general information, and although we update this guide regularly, it may not reflect current legal developments. Lano Software GmbH disclaims any liability for any actions you take or refrain from taking based on the content contained in this country guide.
From compliant contracts to seamless onboarding, get everything you need to build the best team on the planet.
Get professional advice and tips on hiring remote talent and scaling businesses globally. Join over 50 000 subscribers now.
We make it easy for you to hire the best talent and pay your team members, no matter where they are.
© Lano Software GmbH 2023
English
Français
Deutsch
Español