THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
Employer of Record in Switzerland.
G-P’s Employer of Record (EOR) model allows your company to start hiring talent in minutes via our global entity infrastructure. Unlike a Professional Employer Organization (PEO), G-P allows your company to expand your global footprint without the hassle of entity setup and management.
As a global EOR expert, we manage payroll, employment contract best practices, statutory and market norm benefits, employee expenses, as well as severance and termination. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in 180+ countries around the world, quickly and easily.
8Holidays per year
45hours per weekWorking hours per day or month
Payroll in Switzerland.
Switzerland is known for its beautiful scenery and strong trade relationships with countries across Europe, making it an ideal location for companies looking to expand. However, the nation’s laws and customs are complex and vary widely by region.
When setting up a Switzerland payroll, keep these rules in mind to stay compliant.
Hiring in 
Switzerland.
When expanding into Switzerland, the hiring and recruitment process might seem straightforward — conduct interviews, draft employment contracts, and set up payroll. However, navigating the complexities of employing workers in a new country can present unforeseen challenges, especially when you have to ensure compliance with all of Switzerland’s employment laws.
Compensation & Benefits in Switzerland.
Compensation & Benefits in Switzerland.
Potential applicants usually focus on 2 main areas when applying for jobs — compensation and benefits. For this reason, employers in Switzerland should not only offer guaranteed benefits to stay compliant with local laws, but also include additional benefits that will help attract and retain talent.
NoneMinimum wage per month
4weeksAnnual vacation leave (min)
Switzerland Subsidiary.
Although not a member of the European Union (EU), Switzerland is considered a great location to expand because of its business-friendly regulations for internationally owned companies. However, the expansion process is not always straightforward. You must establish a subsidiary in Switzerland or find a proper subsidiary alternative before you can begin hiring, run payroll, and develop a benefits and compensation plan. Luckily, G-P is a beneficial alternative, enabling you to begin operations quickly and compliantly — without establishing a Switzerland subsidiary.
Switzerland Visas & Permits.
With everything from short- and long-term residence permits, special work permits, and self-employment visas available, it can be challenging to determine which visa employees need to work in Switzerland.
Employer of Record in Switzerland.
As your company grows, specialized projects may call for outside expertise. Hiring independent contractors in Switzerland is one way to gain the skills and experience to meet these needs without scaling beyond your company’s capacity.