Puntos clave​​ 

La población de Suiza de 8.9 millones es una combinación de suizos, alemanes, franceses, italianos, portugueses y kosovares. Cada cantón emplea la misma moneda nacional: el franco suizo. Entre los sectores más destacados se encuentran las finanzas y la banca, los equipos médicos y la ingeniería.​​ 

Las leyes favorables de impuestos corporativos y la accesibilidad cultural son dos razones por las que muchas multinacionales se expanden a Suiza. Nuestra guía te contará todo lo que necesitas saber sobre contratar en Suiza.​​ 

Qué debes saber antes de contratar en Suiza​​ 

What to know before hiring in Switzerland?​​ 

Si estás expandiendo tu negocio a Suiza por primera vez, hay requisitos legales importantes que debes conocer. Estas normas y leyes influyen en las prácticas de contratación en Suiza.​​ 

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.​​ 

Veamos ocho cosas que debes saber sobre contratar en Suiza.​​ 

1. Estatutos empleador-empleado​​ 

Todas las relaciones entidad empleadora-empleado deben cumplir con los siguientes estatutos:​​ 

Suiza reconoce a los sindicatos siempre que cumplan todos los requisitos legales.​​ 

2. Cantones en Suiza​​ 

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.​​ 

Las comunas —organismos gubernamentales más pequeños que residen en cada cantón— determinan cómo contratar en Suiza.​​ 

3. El mercado de trabajo en Suiza​​ 

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. Lenguas en Suiza​​ 

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.​​ 

El suizo-alemán es el más hablado en los cantones. El francés es común en los cantones occidentales y el italiano en el sur. El romanche es una lengua menos empleada que proviene del pueblo rético, habitantes tempranos de la región de los Alpes. Algunos cantones y demografías también tienen sus propios dialectos y coloquialismos.​​ 

Todos los contratos laborales, entrevistas y asignaciones deben considerar la persona entrevistada o el primer idioma del empleado. Es buena práctica traducir todos los documentos y contratar a un intérprete cuando sea necesario.​​ 

5. Horario de trabajo y tiempo libre​​ 

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.​​  

Las horas extra solo se permiten en circunstancias extraordinarias. Debe compensar con un tiempo libre sueldo premium del 25% o equivalente. Los empleados deben disponer de al menos 11 horas consecutivas de descanso cada día. Esto puede reducir a 8 horas una vez a la semana, siempre que el descanso medio durante dos semanas sea al menos 11 horas. Los trabajadores disponen de un descanso continuo de al menos 35 horas cada semana, incluido el domingo.​​  

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. Contratos de empleo​​ 

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.​​  

Los contratos de trabajo no son obligatorios, pero son comunes y muy recomendables, ya que algunos términos solo se reconocen legalmente si están por escrito. Los contratos son vinculantes. Los empleadores no pueden infringir los términos del contrato acordado. Suiza tiene varias leyes para proteger a los sindicatos y a ciertos empleados, como mujeres o menores. Los empleadores deben tener una carta escrita que detalle la fecha de inicio, la función laboral, el sueldo y el número de horas que los empleados trabajarán cada semana.​​ 

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. Compensación y beneficios​​ 

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%.​​  

Los empleados también pueden elegir tiempo libre en lugar del aumento de sueldo. Las horas extra legales nunca deben superar las dos horas diarias y nunca pueden superar las 170 horas en semanas laborales de 45horas o 140 horas en semanas laborales de 50horas. Se pueden conceder algunas excepciones en emergencias.​​ 

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. Impuestos​​ 

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.​​  

Modelo​​ 

Mejor para​​ 

Key points​​ 

Principales riesgos​​ 

Direct entidad empleadora registration​​ 

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.​​ 

Contratista independiente​​ 

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.​​ 

Los principales centros de contratación en Suiza​​ 

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.​​  

 Los principales polos de talento en Suiza son:​​ 

Industrias clave en Suiza​​ 

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.​​  

 Las principales industrias en Suiza incluyen:​​ 

Costo de contratar a un empleado en Suiza​​ 

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.​​ 

¿Qué necesita una compañía para contratar en Suiza?​​ 

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.​​ 

Pasos para contratar en Suiza​​ 

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. Anunciar vacantes de trabajo​​ 

Primero, crea una descripción detallada del puesto. Define el rol, las responsabilidades y las cualificaciones que necesitas. Para ciertas profesiones con tasas de desempleo más altas, los empleadores están legalmente obligados a notificar a las agencias de empleo cantonales las vacantes antes de publicarlas públicamente. Esto garantiza el acceso prioritario para los buscadores de empleo registrados y el cumplimiento de la Ley Federal de Servicios de Empleo.​​ 

2. Evaluar solicitudes​​ 

Una vez que los candidatos aplicar tus nuevos puestos, podrás evaluar sus solicitudes y determinar cuáles son los candidatos que mejor encajan para el puesto. La ley suiza prohíbe la discriminación por género, edad, origen, raza, religión, discapacidad, orientación sexual u otras características protegidas en todas las etapas del reclutamiento. Esto está recogido en la Constitución Federal Suiza y en la Ley de Igualdad de Género.​​  

Verifica dos veces que las ofertas de empleo, los criterios de selección y las preguntas de entrevista estén libres de sesgos.​​  

3. Entreviste a las personas candidatas​​ 

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.​​  

Se recomienda conservar la documentación del proceso de reclutamiento, incluidas las notas de las entrevistas y las decisiones de selección, durante al menos cinco años.​​ 

4. Haz ofertas de trabajo​​ 

Ahora es el momento de notificar a tu candidata de persona elegido. Redacta un contrato de empleo escrito que cumpla con la ley laboral suiza. El contrato debe incluir términos esenciales como el título del puesto, funciones, salario, horas de trabajo, periodos de preaviso y cualquier Convenio Colectivo (CBA) aplicable.​​ 

5. Incorpore a las nuevas personas empleadas​​ 

Registrar el nuevo empleado en el sistema suizo de seguridad social (AHV/AVS), seguro de accidentes, fondo de pensión (BVG/LPP) y, si procede, ante las autoridades fiscales correspondientes. Configura la nómina para garantizar pagos correctos del salario, deducciones por seguridad social, contribuciones a pensiones e impuestos.​​ 

Contratación de contratistas en Suiza​​ 

Trabajar con autónomos en Suiza puede ser una forma rentable de probar el mercado y consolidar una presencia sin el compromiso de empleados a tiempo completo. Los contratistas con sede en Suiza comprenden el comportamiento local de los consumidores, las normas y las prácticas empresariales. Estarán listos para empezar a trabajar rápidamente con su propio equipo y procesos de trabajo establecido.​​  

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

Antes de firmar un acuerdo con un contratista independiente en Suiza, considera lo siguiente:​​ 

1. Empleados vs. contratistas independientes​​ 

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.​​  

Las compañías contratan a los empleados para que realicen trabajo y, a cambio, les pagan un salario o sueldo regular. Los contratistas deben organizar sus propios planes de seguridad social y de jubilación. A diferencia de los empleados, los contratistas fijan sus horarios, emplean su propio equipo y trabajan en proyectos específicos, en lugar de tener un rol permanente.​​ 

2. Penalidades por clasificación errónea​​ 

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. Cómo pagar a contratistas en Suiza​​ 

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.​​ 

Contrata empleados y contratistas en Suiza con G-P​​ 

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.​​ 

Contratar con G-P​​