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Hiring in ChSwitzerland.

Population

8,738,791

Languages

1.

German

2.

French

3.

Italian

Country Capital

Bern

Currency

Swiss franc (CHF)

When you are ready to recruit and hire employees in Switzerland, it seems simple to conduct interviews, write an employment contract, and add an employee to your payroll. However, employing workers in a new country can prove more difficult as you try to meet all of Switzerland’s employment compliance laws.

G-P can simplify the process using our Employer of Record model. When you work with us, we’ll hire employees who work on your behalf, and we’ll put the risk of compliance on our shoulders instead of yours.

Recruiting in Switzerland

Whether you’re staffing your business or working with a third party, it’s crucial that you know where to advertise your openings. The country has four national languages — German, Italian, French, and Romansh. You can post your vacancies in any of these languages based on the location and position. Overall, the country has a small labor market, high competition for jobs, and a highly skilled workforce. Some of the top online job boards include:

  • jobs.ch.
  • monster.ch.
  • Neuvoo Switzerland.
  • jobup.ch.

If you’re primarily recruiting recent graduates or students, you can use studyinginswitzerland.com. Most recruiters use job boards, company websites, networking, or newspaper ads to find candidates. In terms of social network recruiting, LinkedIn is the top choice. Many recruiters also contact people directly, so you can do the same or work with a recruiter who can handle this communication on your behalf.

Legal & Background Checks

Staffing and recruiting in Switzerland are complicated tasks that require a complete understanding of the applicable laws. For example, you can contact references that a candidate provides in a CV or application, but you can request a medical check only if it’s justified by the type of work required for the position.

Other regulations to know include the following:

  • Drug screening is allowed only if it is required for the work involved, such as the work of a truck driver.
  • Credit checks are usually not allowed under the law unless the information is relevant to the job, such as an accountant position.
  • You cannot screen a candidate’s social media accounts.
  • You can screen professional sites such as LinkedIn and Xing.

Generally, you can handle an employee’s data only if the information concerns the individual’s suitability for the job or is necessary for the performance indicated in the employment contract. This regulation also applies to pre-employment screening practices. Some exceptions are in place, such as asking the candidate for an excerpt of their criminal register if the position justifies doing so.

How to Hire Employees in Switzerland

Before you hire employees in Switzerland, you’ll need to pinpoint any cultural expectations or employment compliance laws that could make a difference during negotiations. For example, Switzerland employers give notoriously high salaries, especially in Geneva and Zurich. Wages are often administered by seniority, but more companies are adopting a pay system based on performance.

An employee’s salary includes pension, interest, assets, and similar benefits. Employers often review wages towards the end of each calendar year and institute a pay raise starting on the first of the upcoming year. About a quarter of all employees in Switzerland belong to a trade union, which could also impact salary negotiations.

Switzerland Employment Laws

Switzerland employment compliance doesn’t stop once you hire a new employee. As an employer, you must make sure your employees remain compliant throughout their tenure with your company.

The standard workweek in Switzerland is 45 hours for retail employees, office personnel, industrial workers, and technical personnel. All other workers have a fixed 50-hour workweek, but employers can stipulate different hours depending on the job requirements and industry.

Overtime is permitted but must not exceed two hours per day and 140 or 170 hours per calendar year depending on if the employee is working a 45 or 50-hour workweek. Overtime must be compensated at a rate of at least 125% if the employee does not receive time off in exchange for the extra hours within a certain period.

Onboarding in Switzerland

Although Switzerland employment laws do not require you to write an employment contract for most positions, employers are required to provide the employee with a written statement of terms of employment within one month of their start date. You should include employment terms such as compensation, benefits, and termination requirements. Make sure any compensation amounts are in Swiss francs rather than another currency.

Companies can choose how they want to onboard employees. Try to tailor your process to your company by including any necessary training that fits the position and your company’s culture. Other onboarding tips include:

  • Onboard multiple new hires at one time to streamline the process
  • Review the employment contract with the employee during their first day or week
  • Have the employee sign the company’s code of conduct and related documents

Benefits of Hiring Outsourcing in Switzerland

Instead of remembering all these rules on your own, you’ll find exceptional benefits with Switzerland hiring outsourcing services. G-P can hire talented employees on your behalf and employ them using our existing PEO. We’ll add them to our already compliant payroll and act as the Employer of Record, so Switzerland employment compliance will remain our concern instead of yours.

Work With G-P To Expand Globally

If you’re ready to expand to Switzerland, G-P can help with our Switzerland hiring outsourcing services. Contact us today to learn more.

Disclaimer

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.

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