主要收获​​ 

瑞士人口为8 . 9百万，其族裔包括瑞士人、德国人、法国人、意大利人、葡萄牙人和科索沃人。每个州都使用同一种国家货币——瑞士法郎。重点行业包括金融和银行业、医疗设备和工程业。​​ 

优惠的企业税收法律和文化上的便利是许多跨国公司选择在瑞士扩张的两个原因。 我们的指南将告诉您在瑞士租房所需的一切信息。​​ 

在瑞士招聘前需知​​ 

What to know before hiring in Switzerland?​​ 

如果您是首次将业务扩展到瑞士，则需要注意一些重要的法律规定。这些规范和法律影响着瑞士的招聘做法。​​ 

If you’re unsure where to begin, G-P Gia™, our AI-powered global HR agent, can answer your toughest compliance questions across 50 countries — including Switzerland — and all 50 U.S. states. Reduce your reliance on outside counsel and cut the time and cost of compliance by up to 95% with Gia.​​ 

让我们来看看在瑞士招聘的八大注意事项。​​ 

1.雇主-雇员法规​​ 

所有雇主-雇员关系必须遵守以下法规：​​ 

瑞士承认符合所有法律要求的工会。​​ 

2.瑞士各州​​ 

Switzerland is divided into 26 cantons. Though they all fall under the Swiss national umbrella, they’re powerful entities on their own. Each canton has unique traditions and culture. They also have their own ways of self-governing, including laws, constitutions, and governmental structure.​​ 

When hiring employees in Switzerland, be aware of the canton you’re advertising your position in. Candidates’ canton-of-residency will give you insight into translation expectations, tax rates to include in your employment contracts, and considerations on which holidays they are entitled to.​​ 

瑞士各州内较小的政府机构——公社——决定着瑞士的招聘方式。​​ 

3.瑞士劳动力市场​​ 

More than 5 million people are active in the Swiss labor market. The employment rate is 80.6%. For comparison, the EU rate is 75.8%. Workers are highly skilled and hold degrees from higher learning institutions. In terms of early childhood education and secondary schools, the Swiss education system varies between cantons. The IMD World Talent Ranking 2024 named Switzerland the #1 country for fostering homegrown talent in the world.​​  

4.瑞士的语言​​ 

Multilingualism is a core component of Swiss culture, largely due to the Languages Act. This act recognizes German, French, Italian, and Romansh as national languages. German, French, and Italian are also the official languages of the Confederation. Romansh is used officially in communications with Romansh speakers. Roughly two-thirds of the country’s residents speak more than one language. Swiss children learn at least two of the national languages during their early education years.​​ 

瑞士德语是各州使用最广泛的语言。法语在西部各州很常见，意大利语在南部很常见。罗曼什语是一种使用较少的语言，源自雷蒂亚人，他们是阿尔卑斯山地区的早期居民。一些州和地区也有自己的方言和俚语。​​ 

所有雇佣合同、面试和工作安排都应考虑面试者或员工的第一语言。将所有文件翻译成英语，并在必要时聘请口译员，这是一种良好的做法。​​ 

5.工作时间和休假​​ 

The Swiss Labor Act regulates working hours and time off laws. The maximum workweek is 45 hours for employees in industrial enterprises, office staff, technical personnel, and sales staff in large retail companies. For all other employees, it’s 50 hours. Daily working hours, including breaks and overtime, shouldn’t exceed 14 hours. In practice, the typical working time in Switzerland is 12.5 hours.​​  

只有在特殊情况下才允许加班。必须给予25 %的工资补贴或等额休假作为补偿。员工每天必须至少有11小时的连续休息时间。每周可减少至8小时，只要两周内的平均休息时间至少为11小时即可。员工每周至少可获得35小时的连续休息时间，包括星期日。​​  

Employees are entitled to three weeks of sick leave within the first year of employment with a company. Each canton has its own paid time off and sick leave restrictions.​​  

Pregnant employees get 14 weeks of paid maternity leave, and fathers are entitled to two weeks of paternity leave.​​  

Regardless of their canton, every employee gets four weeks of vacation time each year, or five if the employee is 20 or younger. Employees and employers can negotiate additional time off in their contracts if desired.​​  

Cantons have their own local and public holidays. National Day on August 1 is the only federal holiday. If National Day falls on a Tuesday or Thursday, it’s common to give employees a long weekend. Switzerland also celebrates New Year’s Day, Easter, and Christmas Day, but specific regulations for those times vary between employers. Employees can choose extra salary instead of taking a paid holiday.​​ 

6.雇佣合约​​ 

Employees can be temporary, agency-supplied, part-time, or full-time. The first month of employment is considered the probationary period. You can extend this to a maximum of three months in your employment contract. If at any point you choose to end the working relationship, you must give at least a seven-day notice.​​  

雇佣合同不是必需的，但很常见，而且强烈建议签订，因为有些条款只有以书面形式出现时才会得到法律承认。合同具有约束力。雇主不能违背约定的合同条款。瑞士有多部法律保护工会和某些雇员，如妇女或未成年人。雇主必须提供书面信函，详细说明员工的入职日期、工作职能、工资以及每周工作小时数。​​ 

Indefinite contracts are common in Switzerland. “Chain” contracts are viewed unfavorably by Swiss courts. Chain contracts are a series of fixed-term contracts initiated back-to-back with the same employee. The practice can be considered an abuse of rights if used to circumvent the protections of permanent employment, such as job security and notice periods. Once the last day of the contract is finished, the employee-employer relationship is over, with no notice required.​​ 

You and your team member can agree upon an equal duration for giving a departure or termination notice. This notice shouldn’t be less than one month in the first year of employment, and two months for every length of employment up to nine years. Three months is customary beyond that. You can’t terminate employees if they’re pregnant, ill, or on maternity leave. You only need to pay severance if employees are 50 or older and have worked for you for 20+ years.​​ 

G-P EOR has an Employment Contact Generator to help you draft compliant employment contracts when you hire employees in Switzerland that meet all legal requirements and best practices.​​ 

7.薪酬和福利​​ 

The Swiss Federal Act on Gender Equality (GEA) requires all companies with 100 or more employees to conduct an internal audit to ensure pay equality is enforced.​​ 

Switzerland doesn’t have a single federal minimum wage. Minimum pay obligations can come from cantons or municipalities, CBAs, or employment contracts for specific sectors. Otherwise, pay is set by contract and market practice. Employees are paid once at the end of the month.​​  

Statutory overtime includes time worked over the maximum number of legal working hours. Statutory overtime is different from contractual overtime and is only permitted during day or evening shifts on workdays. It must be compensated with a wage supplement of at least 25%.​​  

员工也可以选择休假而不是加薪。 法定加班时间每天不得超过两小时，每周工作45小时，加班时间不得超过170小时；每周工作50小时，加班时间不得超过140小时。紧急情况下可以酌情例外。​​ 

Employers typically pay 80% — with a yearly limit — of an employee’s salary if they have suffered a work-related injury. The amount may differ depending on the industry or specific insurance plan. Employers are responsible for establishing a social security relationship between their employees and their canton’s social security office. Social security includes contributions to Maternity Leave Insurance (MSE), Disability Insurance (DI), Child Benefits Insurance (FZ), and pension, or Old Age and Survivors Insurance (OASI). Social security rates are 6.4% for the employer and 6.4% for the employee.​​ 

Bonuses and 13th-month salary are not required but are common. Employers may award bonuses contractually or at their discretion. Note that Switzerland has strict bonus guidelines for the financial industry. This is to prevent excessive risk-taking and ensure that compensation practices don’t undermine financial stability.​​ 

If an employee has been with your company for longer than three months, works at least eight hours each week, and meets income requirements, they can participate in an employer-sponsored pension fund. The current minimum for AHV pension is CHF 1,260. Employers are also responsible for accident insurance.​​  

You can easily administer benefits plans with G-P EOR. Our in-house experts continuously monitor employment laws to meet country-specific regulations and norms. Build and manage benefits plans through our platform to provide a smooth employee experience.​​  

8.税费​​ 

Switzerland's federal income tax rate is progressive, with a maximum rate of 11.5% for the highest income bracket. It's important to note that cantonal and municipal taxes also apply. This can greatly impact your total tax amount, depending on where you’re based. The federal VAT rate is 8.1%.​​ 

9. Equality, data privacy, and recruitment practices​​ 

Recruitment and employment practices have to comply with the Federal Gender Equality Act. This prevents direct and indirect gender-based discrimination across the employment lifecycle, including:​​ 

Employers have to make sure equal pay for work of equal value. Objective, job-related criteria for recruitment, compensation, promotion, and termination decisions have to apply.​​ 

Employers with 100 or more employees in Switzerland need to do an internal equal pay analysis using a scientifically valid method. Analysis has to be independently verified and the results communicated to employees within the required timeframe. This is separate from the general equal pay obligation for all employers.​​ 

Candidate personal data has to be collected and processed in accordance with Swiss data protection requirements. This includes the Federal Act on Data Protection and the employment-specific limits in the Swiss Code of Obligations. Recruitment data has to be:​​ 

Background checks can only be done when proportionate, job-relevant, and properly disclosed.​​ 

Hiring models for global companies in Switzerland​​ 

The best model when you decide to hire employees in Switzerland depends on your overall business goals.​​  

模型​​  最适合​​  Key points​​  主要风险​​ 
直接雇主注册​​  Hiring in Switzerland without a local entity.​​  Register with Swiss social security and tax authorities. Run Swiss payroll. Manage permits, benefits, and employment compliance.​​  High admin burden. Cantonal process differences. Risk of payroll, tax, or permit errors.​​ 
Employer of Record, like G-P EOR​​  Fast process to hire in Switzerland without setting up an entity.​​  EOR is the legal employer. Provider manages payroll, benefits, and contracts. Have to be properly licensed for staff leasing.​​  Unlicensed provider risk. Less direct control. Clients can still have workplace and supervision duties.​​ 
Subsidiary or branch​​  Long-term operations in Switzerland.​​  Creates a formal local presence. Supports direct hiring and local management. Best for larger or permanent teams.​​  Higher setup and maintenance cost. More corporate, tax, payroll, and HR compliance duties.​​ 
独立合同工​​  Short-term, specialist, project-based work.​​  Contractors have to work independently. Use deliverable-based terms. Verify self-employed status where possible.​​  Misclassification risk. Back social security and tax exposure. Employment rights can apply retroactively.​​ 
 

瑞士顶级招聘中心​​ 

Some Swiss cities are known for particular industries. Knowing what each city has to offer can help you channel your hiring efforts to the right place and fill roles faster when you hire in Switzerland.​​  

 瑞士顶尖人才中心包括：​​ 

瑞士的主要产业​​ 

Understanding Switzerland’s main industries helps you benchmark salaries and benefits when hiring employees in Switzerland. You can use this insight to make smart choices about where to invest and grow your workforce.​​  

 瑞士的主要工业包括​​ 

在瑞士雇佣一名员工的成本​​ 

Cost of hiring in Switzerland​​ 

Whether you’re hiring one employee or an entire team, the process of hiring in Switzerland comes with inevitable expenses.​​  

Budget for the following:​​ 

According to Gia, the total annual employer burden rate in Switzerland, which includes costs triggered on top of salaries, is between 10% and 20% of gross salary. Rates will depend on the employee’s salary, industry, and canton. Gia leverages G-P’s 13+ years of global employment experience, along with insights from almost a million real-world scenarios, to provide accurate, up-to-date employment law information.​​ 

公司在瑞士需要招聘哪些类型的员工？​​ 

EU/EFTA vs. non-EU/EFTA workers​​  

Thanks to the Agreement on the Free Movement of Persons (AFMP), hiring citizens from EU/EFTA member states involves few administrative hurdles. Employers don’t need to give priority to local Swiss workers or justify why an EU/EFTA candidate was selected. For short-term contracts (up to 90 days per calendar year), companies only need to submit an online notification before the employee begins work. For longer arrangements, the employee registers with their local Swiss commune of residence to get a residence/work permit (such as an L or B permit). This gives them immediate access to the Swiss labor market.​​ 

Non-EU/EFTA nationals​​ 

Hiring candidates from non-EU/EFTA countries (including the UK and U.S.) is more regulated. Under the Federal Act on Foreign Nationals and Integration (FNIA), employers have to prove that local recruitment efforts failed. Non-EU/EFTA permits are restricted almost exclusively to personnel like managers, senior specialists, or university graduates with specialized experience.​​ 

Permit quotas and administrative timeline​​ 

The Swiss government has a strict annual national quota on work permits for non-EU/EFTA nationals. The work permit needs a multi-tiered approval process involving cantonal labor authorities and the State Secretariat for Migration (SEM). Employers have to start the permit application in advance. The employee can’t begin work until formal authorization.​​ 

It’s in your best interest to establish a relationship with a canton’s local economic offices or embassy. You don’t need a legal entity to hire in Switzerland, but if you choose to start a Swiss company, you can choose between:​​ 

Branches are a common route for international companies, and require you to pay local taxes and maintain at least one Swiss resident with legal authority. You must have all legal documentation, contracts, and established financial accounts prepared.​​  

Hire employees in Switzerland without setting up your own entity with G-P EOR. Build your team in Switzerland at a lower cost and with peace of mind that you’re complying with each canton’s unique requirements.​​ 

瑞士招聘步骤​​ 

Key steps to hiring in Switzerland​​ 

 The process of hiring in Switzerland follows five basic steps: advertising the job, evaluating applications, interviewing candidates, sending job offers, and onboarding new employees.​​ 

1.发布空缺职位广告​​ 

首先，创建一份详细的职位描述。确定角色、职责和所需资质。对于某些失业率较高的职业，法律规定雇主在公开发布职位空缺之前必须通知州就业办公室。这确保了登记求职者的优先权，并符合《联邦就业服务法》的规定。​​ 

2.评估求职申请​​ 

求职者申请您的新职位后，您可以评估他们的申请，并确定哪些候选人最适合该职位。瑞士法律禁止在招聘的各个阶段基于性别、年龄、出身、种族、宗教、残疾、性取向或其他受保护特征进行歧视。瑞士联邦宪法和《性别平等法》对此均有规定。​​  

仔细核查招聘广告、筛选标准和面试问题是否带有偏见。​​  

3.面试候选人​​ 

Next, interview candidates who made it onto your shortlist. Use job-relevant selection criteria and structured interviews to ensure fairness and consistency.  Gia can help you create interview questions that follow anti-discrimination laws when hiring employees in Switzerland, so you can find the best fit for the role while complying with local regulations.​​  

最佳做法是将招聘过程的文档（包括面试记录和甄选决定）至少保留五年。​​ 

4.提供工作机会​​ 

现在是时候通知你选定的候选人了。起草一份符合瑞士劳动法的书面雇佣合同。 合同应包含基本条款，例如职位名称、职责、薪酬、工作时间、通知期以及任何适用的集体谈判协议（CBA）。​​ 

5.安排新员工入职​​ 

新员工必须在瑞士社会保障系统 (AHV/AVS)、意外保险、选民 (BVG/LPP) 以及相关税务机关（如果适用）进行登记。 建立工资单以确保正确的工资支付、社会保障扣除、养老金缴款和税收。​​ 

在瑞士聘用承包商​​ 

在瑞士，与独立承包商合作是一种经济高效的方式，可以在不雇用全职员工的情况下测试市场并建立业务。总部位于瑞士的承包商了解当地的消费者行为、规则和商业惯例。他们可以利用自己的设备和既定的工作流程迅速开始工作。​​  

Hiring contractors allows you to easily adjust your workforce based on your business needs, without the complexities and costs of employment.  ​​ 

在与瑞士的独立合同工签订协议之前，请考虑以下事项：​​ 

1.员工与独立合同工​​ 

It’s important to understand the difference between employees and independent contractors. In Switzerland, employment contracts for employees often include exclusivity clauses and specify working hours, location, and duties. Services agreements for contractors focus on deliverables and outcomes, emphasizing the worker’s autonomy and independence.​​  

公司雇用员工工作，并定期向他们支付薪水或工资作为回报。 承包商必须自行安排社会保障和退休计划。与雇员不同的是，承包商可以自行决定时间安排，使用自己的设备，从事特定的项目，而不是持续性的工作。​​ 

2.对误分类的罚款​​ 

Classifying someone as a contractor when they’re not can lead to severe penalties. If misclassification occurs during your efforts of hiring in Switzerland, you may need to:​​ 

3.如何在瑞士向承包商支付工资​​ 

G-P Contractor™ takes away the messy, time-consuming process of hiring and paying international contractors. You can create and issue contracts and pay contractors with just a few clicks, all while ensuring a compliant process.​​ 

通过G-P在瑞士雇佣员工和承包商​​ 

Our SaaS and AI-powered products – EOR, Contractor, and Gia – help companies of all sizes build and manage global teams.​​  

With more than a decade of experience, the largest team of HR, legal, and compliance experts, and a global proprietary knowledge base, G-P is the recognized leader in global employment when you need to hire employees in Switzerland.​​ 

Make your expansion to Switzerland easier with G-P. Contact us or book a demo today.​​ 

用 G-P 招聘​​