凭借强劲的经济和稳定的 "避风港 "声誉，瑞士成为全球公司争相招聘的目的地。但你需要了解当地情况，才能应对国家/地区活跃的工会和复杂的劳动法。
这就是合适的合作伙伴的作用所在。像G-P这样的瑞士雇主（专业雇主）可以管理您的端到端全球就业需求。 我们负责工资、雇佣合同、福利和结束雇佣用。 借助G-P ，您可以快速轻松地在180个国家/地区（包括瑞士）招聘顶尖人才——而无需设立实体。
利用雇主记录简化瑞士的招聘流程
瑞士的就业条款和工作条件主要由个人就业合同和集体谈判协议（CBA）决定。劳动法规定了一些最低标准--通常是为了执行欧盟指令--但大多数具体标准都是通过单独谈判或通过 CBA 达成的。
只有约21 % 的劳动力是工会成员。然而，如果集体劳资谈判协议适用于公司、部门或地区，它就涵盖了所有员工——而不仅仅是工会成员。
An EOR helps you hire in Switzerland quickly and compliantly. A Switzerland EOR understands how the country's labor laws, CBAs, and individual contracts work together to determine employment terms and conditions. This knowledge ensures your business is compliant from day one.
瑞士专业雇主聘用流程
- Partner with a global employment expert. Choose an EOR Switzerland with deep, in-country expertise as they’ll guide you through the local legal landscape.
- Source your ideal candidate. You find the best talent for your needs, and the EOR handles the rest of the employment process.
- Generate a compliant employment contract. Your EOR drafts a locally compliant contract that reflects all mandatory terms, including salary, working hours, and notice periods.
- Onboard and manage your team. The EOR manages all aspects of the employment lifecycle. This includes processing payroll and administering benefits.
瑞士的就业合同
口头协议是可能的，但瑞士法律规定，雇主必须在员工入职一个月内以书面形式确定主要雇佣条款。
这些术语包括
- 工作描述
- 薪资及任何额外薪资
- 工作时间
雇佣合约必须以瑞士法郎 (CHF) 注明薪资。
瑞士专业雇主确保雇佣合同符合瑞士劳动法。 专业雇主，如G-P ，充当合法雇主。 我们起草的合同符合所有法律标准、员工条款和条件以及最佳实践。
瑞士的休假权利
瑞士的工作时间
瑞士劳动法规定，办公室、技术和零售员工的每周最长工作时间为45小时，所有其他员工的每周最长工作时间为50小时。 高管人员通常不需要遵守这些限制。
大多数集体谈判协议或个人雇佣合同规定每周工作时间为40 – 42小时。 超过这个数就是超时。
加班有两种类型：
- Contractual overtime (überstunden): Hours between the contract’s maximum and the legal maximum, which is 45–50 hours. Employees are paid 25% more or get time off instead. This can be set aside by a written agreement or CBA.
- Statutory overtime (überzeit): Hours above the legal maximum. Employees are paid 25% more, but they can’t get time off instead.
这并不适用于某些员工，例如办公室员工、技术人员或零售员工。前60小时按正常工资支付。只有当员工每年加班时间超过60小时时，才会支付额外的25 % 工资。
瑞士的公共假日
在瑞士工作的员工有一个全国公共假日，即 8 月1 日的瑞士国庆日。其余的由州、县（行政区域）和市各级确定。大多数州都遵守以下规定：
- 元旦
- 耶稣受难日
- 复活节星期一
- 耶稣升天节
- 白色星期一
- 圣诞节
- 圣史蒂芬日（节礼日）
这些假期的付款取决于州法律、集体劳资谈判协议或合同。
在瑞士的假期
员工每年至少享有四周带薪年假。年龄小于20岁的员工可享受五周假期。
大多数雇主为每个人提供五周或五周以上的假期，特别是那些有长期服务记录的人。合同或集体谈判协议可以规定更长的年假。
瑞士的病假
病假工资的支付很复杂。最低法定要求取决于员工的服务年限以及适用的州级标准，例如伯尔尼标准、苏黎世标准或巴塞尔标准。 该标准决定了员工领取工资的时间长短。
例如，在某些州，如果员工处于服务的第一年，法定最低期限为三周。为了更好地保障和管理风险，大多数雇主都会购买疾病津贴保险（ krankentaggeldversicherung ，或 KTG），该保险通常涵盖员工工资的80 %，最多可报销720天。
瑞士的产假和陪产假
在瑞士工作的员工享有产假和陪产假。
- Maternity leave: Eligible employees get 14 weeks’ maternity leave, paid at 80% of their average earnings, capped at a maximum of CHF 220 per day. Employees must be insured under the state social security scheme — called AHV/AVS (Alters- und Hinterlassenenversicherung, or AHV in German; Assurance Vieillesse et Survivants, or AVS in French — at least nine months before childbirth. They also need to have worked for at least five of those months. Employees can’t be dismissed during pregnancy and for 16 weeks after birth. The canton of Geneva gives 16 weeks’ leave and a higher payment cap.
- Paternity leave: Eligible employees get two weeks’ paid paternity leave, which can be taken within six months of the child's birth. Compensation is the same as maternity leave.
- Adoption leave: Eligible parents get two weeks’ paid leave when they adopt a child younger than four.
在瑞士，雇主记录如何帮助管理休假权利
您无需自己跟踪工作时间或休假权利。瑞士专业雇主负责管理合同和集体谈判协议的合规性，包括病假和产假，以确保万无一失。
瑞士的医疗保险
没有 "免费 "的公共医疗系统。所有居民都可获得名为 "krankenversicherung "的基本保险。该保险由员工自行安排。
基本保险制度受《联邦健康保险法》（德语为 KVG，法语为 LAMal）管辖。费用取决于计划。员工选择的年度免赔额（特许经营）在300-2,500 之间。
在达到所选的年度免赔额之前，员工自行支付医疗费用。一旦在一个日历年度内达到这一限额，保险公司就会承担符合条件的医疗费用。共付额为10% ，年度最高限额为700 瑞士法郎。在达到最高自付额之后，保险公司将承担100% 当年剩余时间内符合条件的其他费用。
瑞士的补充福利和奖金
基本医疗保险有其局限性，因此提供补充性的私人健康保险计划是一项非常有价值的员工福利。 这些计划涵盖基本保单中的缺口，如牙科保健或替代医学，或提供私人或半私人病房。
瑞士常见的员工奖金
只有在合同或集体劳资谈判协议中包含奖金时，奖金才是强制性的。 许多雇主会提供奖金以保持竞争力，例如
- 13th-month salary: This bonus is customary in many sectors and is paid in December.
- Performance bonuses: Many employers offer annual or semi-annual bonuses based on individual, team, or company performance. These are usually linked to specific targets or results.
- Profit-sharing: Some companies have profit-sharing schemes where employees get a share of the company’s profits, usually paid annually.
- Signing or retention bonuses: Less common but used in competitive industries to attract or retain talent.
- Other incentives: Such as sales commissions, project completion bonuses, or special rewards for exceptional contributions.
在瑞士，雇主记录如何帮助办理福利
An employer of record Switzerland ensures you understand the Swiss basic coverage system. They also advise on or administer supplementary benefits, like private health insurance, so you can offer your team competitive benefits.
瑞士的终止和遣散费
默认试用期为一个月。在试用期内，雇主或雇员可以提前七天通知对方终止合同。 经书面同意，试用期可延长至三个月。
缓刑期结束后，适用通知期规定。雇主和雇员如欲终止合同，均须按以下规定发出通知：
- One month in the first year of service
- Two months from the second to ninth year
- Three months thereafter
除非书面约定了不同的通知期限，否则上述通知期限适用，但不得少于一个月。
雇主无需给出理由即可解雇员工，但如果员工要求，雇主必须以书面形式给出理由。未经员工同意，不允许支付代通知金，但“花园假”（即员工不来上班但你仍然支付其工资）很常见。
工龄超过50且服务年限至少为20年的员工可获得遣散费。雇主很少需要支付这笔费用。强制性国家职业养老金计划（德文为Berufliche Vorsorge Gesetz，法文为Loi sur la Prévoyance Professionnelle）的缴款通常可以抵消这一义务。
个别合同或集体谈判协议可以设定更慷慨的遣散条款。
瑞士的工资和工资税
雇主和雇员需缴纳多种工资税。
类型 | 目的 | 费率和分摊 | 说明 |
|---|---|---|---|
社会保障 | 老年、遗属、残疾和收入补偿保险 | 10 。 6工资总额的 % - 雇主和雇员支付一半 | 薪水无上限 |
失业保险 | 失业福利 | 2 。 2工资总额的 % - 雇主和雇员支付一半 | 每年不缴纳高于瑞士法郎148或200的费用 |
职业养老金 | 强制性养老金计划 | Rates increase with age: 7–18% of coordinated salary* - employer and employee pay half | 年收入超过22或050瑞士法郎的员工必须遵守 |
意外保险 | 工作场所事故和非工作场所事故 | Occupational - employer-paid Non-occupational - usually employee-paid | 每周工作8+ 小时的员工必须参加非职业活动 |
家庭津贴 | 子女和教育津贴 | Typically 0.7–3.5% of gross salary - employer-paid | 税率因地区而异 |
预扣税 | 在源头扣除的所得税 | 因州、收入、婚姻状况、受抚养人数量而异 | 适用于没有永久居留许可的外国雇员 |
* “协调电荷”是指电荷在设定的最小值和最大值之间的部分。
雇主必须向有关部门和社会基金登记，计算并缴纳税款和缴款，提供详细的工资单和年度工资证明，并至少保存10年的工资记录。
An EOR Switzerland simplifies global employment by handling all aspects of payroll and tax compliance. This includes managing the Swiss tax system and ensuring correct withholding and remittance to the authorities.
如何在瑞士选择合适的专业雇主
在瑞士选择专业雇主时请考虑以下因素：
- Compliance expertise: Your EOR must have a deep understanding of Swiss labor laws and CBAs. A partner with a dedicated team of local HR and legal professionals can proactively manage changes to ensure you’re always compliant.
- Comprehensive service offering: The right partner offers a range of global employment products and EOR solutions. Our global employment platform delivers everything you need to manage the employee lifecycle, from drafting compliant employment contracts and managing payroll to administering benefits and offboarding.
- Technological capabilities: Confirm that the EOR integrates with your existing HCM, PEO, or payroll systems to avoid operational delays.
- Transparent cost structure: Look for transparent costs so you can accurately budget for your global employment goals.
- Reputation and industry leadership: Research the EOR's market reputation. G-P is the recognized leader in global employment and is ranked #1 according to all industry analyst reports. Customer testimonials and case studies are also important when choosing an EOR.
使用G-P专业雇主在瑞士进行全球招聘
G-P EOR is the award-winning, AI-enabled global hiring solution that empowers startups, SMBs, and enterprise businesses to build global teams with ease. G-P EOR handles everything from onboarding to paying top talent in over 180 countries. With us, you bypass the complexity of local entity setup.
G-P EOR is the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while keeping consistent and accurate data across your integrated systems.
Request a proposal to start hiring in Switzerland today.
