Populasi Swiss 8.9 juta adalah kombinasi dari Swiss, Jerman, Prancis, Italia, Portugis, dan Kosovo. Setiap kanton menggunakan mata uang nasional yang sama - franc Swiss. Sektor-sektor utama termasuk keuangan dan perbankan, peralatan medis, dan teknik.
Peraturan pajak perusahaan yang menguntungkan dan aksesibilitas budaya adalah dua alasan mengapa banyak perusahaan multinasional berekspansi ke Swiss. Panduan kami akan memberi tahu Anda semua yang perlu Anda ketahui tentang perekrutan di Swiss.
Apa yang perlu diketahui sebelum merekrut di Swiss
Jika Anda pertama kali berekspansi ke Swiss, ada persyaratan hukum penting yang perlu Anda ketahui. Norma dan hukum ini memengaruhi praktik perekrutan di Swiss.
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.
Mari kita lihat delapan hal yang perlu diketahui tentang perekrutan di Swiss.
1. Undang-undang tentang hubungan majikan dan karyawan
Semua hubungan perusahaan-karyawan harus mematuhi ketetapan berikut:
- SR 151.11 — Undang-Undang Federal tentang Kesetaraan Gender
- SR 220 - Kode Etik Kewajiban
- SR 221.331 — Peraturan Federal Terhadap Kompensasi Berlebihan dengan Perusahaan Terdaftar
- SR 822.11 - Undang-Undang Pekerjaan Federal
- SR 822.14 — Undang-Undang Federal tentang Partisipasi Pekerja
- SR 823.11 — Undang-Undang Federal tentang Agen Penempatan dan Layanan Penyewaan Tenaga Kerja
- SR 823.20 - Undang-Undang Federal tentang Penyebaran
Swiss mengakui serikat pekerja selama mereka memenuhi semua persyaratan hukum.
2. Kanton di Swiss
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.
Saat merekrut karyawan baru di Swiss, perhatikan kanton tempat Anda mengiklankan posisi tersebut. Kanton tempat tinggal kandidat akan memberi Anda wawasan tentang ekspektasi penerjemahan, tarif pajak yang harus disertakan dalam kontrak kerja Anda, dan pertimbangan tentang hari libur yang berhak mereka dapatkan.
Komune — badan pemerintahan yang lebih kecil yang berada di dalam setiap kanton — menentukan bagaimana cara mengelola di Swiss.
3. Bursa tenaga kerja di Swiss
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. Bahasa di Swiss
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.
Bahasa Jerman Swiss adalah bahasa yang paling banyak digunakan di seluruh kanton. Bahasa Prancis umum digunakan di kanton-kanton bagian barat, sedangkan bahasa Italia di bagian selatan. Romansh adalah bahasa yang kurang umum digunakan dan berasal dari suku Rhaetian, penduduk awal wilayah Alpen. Beberapa kanton dan kelompok demografis juga memiliki dialek dan bahasa sehari-hari mereka sendiri.
Semua kontrak kerja, wawancara, dan penugasan harus mempertimbangkan orang yang di atau bahasa pertama karyawan. Sebaiknya semua dokumen diterjemahkan dan menggunakan jasa penerjemah jika diperlukan.
5. Jam kerja dan waktu libur
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.
Lembur hanya diperbolehkan dalam keadaan luar biasa. Hal itu harus dikompensasi dengan upah premium 25% atau waktu libur yang setara. Karyawan harus memiliki setidaknya 11 jam istirahat berturut-turut setiap hari. Ini dapat dikurangi menjadi 8 jam seminggu sekali, selama rata-rata istirahat selama dua minggu setidaknya 11 jam. Pekerja mendapatkan waktu istirahat terus menerus setidaknya 35 jam setiap minggu, termasuk hari Minggu.
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. Perjanjian Kerja
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.
Kontrak kerja tidak diwajibkan, tetapi umum dan sangat disarankan karena beberapa ketentuan hanya diakui secara hukum jika dibuat secara tertulis. Kontrak bersifat mengikat. Pemberi kerja tidak dapat melanggar ketentuan kontrak yang telah disepakati. Swiss memiliki beberapa undang-undang untuk melindungi serikat pekerja dan karyawan tertentu, seperti wanita atau anak di bawah umur. Pihak pemberi kerja diwajibkan memiliki surat tertulis yang merinci tanggal mulai kerja, fungsi pekerjaan, upah, dan jumlah jam kerja karyawan setiap minggu.
Kontrak tidak terbatas adalah hal yang umum di Swiss. Kontrak "berantai" dipandang kurang baik oleh pengadilan Swiss. Kontrak berantai adalah serangkaian kontrak jangka waktu tertentu yang dimulai secara beruntun dengan karyawan yang sama. Praktik ini dapat dianggap sebagai penyalahgunaan hak jika digunakan untuk menghindari perlindungan pekerjaan tetap, seperti keamanan kerja dan periode pemberitahuan. Setelah hari terakhir kontrak berakhir, hubungan antara karyawan dan perusahaan pun berakhir, tanpa perlu pemberitahuan.
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 that meet all legal requirements and best practices in Switzerland.
7. Kompensasi dan manfaat
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 has no federal minimum wage, but some cantons do. 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%.
Karyawan juga dapat memilih waktu libur sebagai pengganti kenaikan upah. Lembur wajib tidak boleh melebihi dua jam per hari dan tidak boleh melebihi 170 jam untuk 45-jam seminggu atau 140 jam untuk 50-jam kerja seminggu. Beberapa pengecualian dapat diberikan dalam keadaan darurat.
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. Pajak
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%.
Pusat perekrutan terbaik di Swiss
Beberapa kota di Swiss terkenal dengan industri tertentu. Mengetahui apa yang ditawarkan setiap kota dapat membantu Anda menyalurkan upaya perekrutan ke tempat yang tepat dan mengisi posisi dengan lebih cepat.
Pusat-pusat pengembangan talenta terkemuka di Swiss adalah:
- Zurich is the largest city in Switzerland. Its main financial and business center is known for banking, technology, and professional services. Major banks like UBS, Julius Baer, and ZKB are located here.
- Geneva is an international hub with many global non-profits and companies in finance and trade. It’s home to important international organizations like the United Nations European Headquarters, WHO, WTO, and the Red Cross.
- Basel is famous for its pharmaceutical, chemical, and life sciences industries. It has a strong financial presence and is the headquarters for major companies like Roche and Novartis and many smaller biotech firms and research institutions.
- Bern is a hub for government, administration, and service industries. Many federal government jobs and roles in healthcare, education, and manufacturing are based here.
- Lausanne is known for education and technology. This French-speaking city excels in teaching and research related to life sciences, IT, and sports management.
Industri utama di Swiss
Memahami industri utama Swiss membantu Anda mengetahui gaji dan tunjangan. Anda dapat menggunakan wawasan ini untuk membuat pilihan cerdas tentang di mana harus berinvestasi dan mengembangkan tenaga kerja Anda.
Industri utama di Swiss meliputi:
- Financial services: Switzerland is well-known for its banking, insurance, and asset management. The country’s political stability, confidentiality laws, and expertise attract clients worldwide. Major global banks like UBS have their headquarters here. Specialist talent includes financial advisors, wealth planners, and investment analysts.
- Pharmaceuticals and life sciences: Switzerland hosts many top pharmaceutical, biotechnology, and medical device companies. Global leaders such as Roche and Novartis are based there. The sector focuses on high-value products, such as vaccines, specialized drugs, and serums. Specialist talent includes R&D professionals, scientists, and engineers.
- Machinery, precision instruments, and engineering: Switzerland leads the world in high-precision machinery, watches, and instruments. Specialist talent includes various engineering positions like mechanical, electrical, and manufacturing engineers.
- Information technology and communications: Switzerland is a leader in blockchain technology and cryptocurrency, attracting startups and established decentralized finance companies. Specialist talent includes software developers, data scientists, and cloud architects.
- Chemicals: The chemical industry features major companies in the aroma and fragrance sector, such as Givaudan and DSM-Firmenich. Specialist talent includes R&D professionals, engineers, and scientists.
Biaya mempekerjakan karyawan di Swiss
Baik Anda mempekerjakan satu karyawan atau seluruh tim TIM di Swiss, pengeluaran tidak dapat dihindari. Anggaran untuk hal-hal berikut ini:
- Iklan pekerjaan
- Orientasi, pelatihan, dan dokumen
- Perangkat lunak pelacakan pelamar
- pemeriksaan latar belakang
- Peralatan khusus untuk karyawan
- Penerjemah atau juru bahasa (jika diperlukan)
- Biaya perjalanan untuk bepergian ke dan dari Swiss, jika perlu
- Kontribusi pensiun pemberi kerja
- Kontribusi jaminan sosial dari pemberi kerja
- Bonus atau gaji bulan ke- 13 , jika berlaku
- Hak liburan karyawan
- Karyawan dibayar hak cuti dan hak cuti sakit
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.
Apa yang dibutuhkan perusahaan untuk mempekerjakan di Swiss?
Sebaiknya Anda menjalin hubungan dengan kantor ekonomi atau kedutaan besar negara setempat. Anda tidak memerlukan badan hukum untuk berbisnis di sana, tetapi jika Anda memilih untuk mendirikan perusahaan Swiss, Anda dapat memilih antara:
- Usaha perseorangan yang dimiliki oleh satu orang
- Persekutuan umum
- Kemitraan terbatas
- Perusahaan atau perseroan terbatas
- Perusahaan perseroan terbatas
- Anak perusahaan
- Cabang lokal
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 full-time 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.
Langkah-langkah perekrutan di Swiss
The hiring process in Switzerland follows five basic steps: advertising the job, evaluating applications, interviewing candidates, sending job offers, and onboarding new employees.
1. Mengiklankan lowongan pekerjaan
Pertama, buatlah deskripsi pekerjaan yang terperinci. Tentukan peran, tanggung jawab, dan kualifikasi yang Anda butuhkan. Untuk profesi tertentu dengan tingkat pengangguran yang lebih tinggi, pemberi kerja secara hukum diwajibkan untuk memberi tahu kantor ketenagakerjaan setempat tentang lowongan pekerjaan sebelum mengiklankannya secara publik. Hal ini menjamin akses prioritas bagi pencari kerja yang terdaftar dan kepatuhan terhadap Undang-Undang Federal tentang Layanan Ketenagakerjaan.
2. Mengevaluasi lamaran kerja
Setelah para pencari kerja melamar posisi baru Anda, Anda dapat mengevaluasi lamaran mereka dan menentukan kandidat mana yang paling cocok untuk posisi tersebut. Hukum Swiss melarang diskriminasi berdasarkan jenis kelamin, usia, asal, ras, agama, disabilitas, orientasi seksual, atau karakteristik lain yang dilindungi pada semua tahapan perekrutan. Hal ini diuraikan dalam Konstitusi Federal Swiss dan Undang-Undang Kesetaraan Gender.
Periksa kembali apakah iklan lowongan kerja, kriteria seleksi, dan pertanyaan wawancara bebas dari bias.
3. Wawancara kandidat
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 antidiscrimination laws in Switzerland, so you can find the best fit for the role while complying with local regulations.
Merupakan praktik terbaik untuk menyimpan dokumentasi proses rekrutmen, termasuk catatan wawancara dan keputusan seleksi, setidaknya selama lima tahun.
4. Buat penawaran kerja
Sekarang saatnya memberi tahu kandidat pilihan Anda. Menyusun perjanjian kerja tertulis yang mematuhi hukum tenaga kerja Swiss. Kontrak tersebut harus mencakup ketentuan-ketentuan penting seperti jabatan, tugas, gaji, jam kerja, masa pemberitahuan, dan setiap Perjanjian Perundingan Kolektif (CBA) yang berlaku.
5. Orientasi karyawan baru
Daftarkan karyawan baru tersebut ke dalam sistem jaminan sosial Swiss (AHV/AVS), asuransi kecelakaan, dana pensiun (BVG/LPP), dan, jika berlaku, ke otoritas pajak terkait. Siapkan sistem penggajian untuk memastikan pembayaran gaji yang benar, potongan untuk jaminan sosial, kontribusi pensiun, dan pajak.
Mempekerjakan kontraktor di Swiss
Bekerja dengan kontraktor independen di Swiss dapat menjadi cara yang hemat biaya untuk menguji pasar dan membangun kehadiran tanpa komitmen karyawan penuh waktu. Kontraktor yang berbasis di Swiss memahami perilaku konsumen lokal, aturan, dan praktik bisnis. Mereka akan siap untuk mulai bekerja dengan cepat dengan peralatan mereka sendiri dan proses kerja yang telah ditetapkan.
Mempekerjakan kontraktor memungkinkan Anda menyesuaikan tenaga kerja Anda dengan mudah berdasarkan kebutuhan bisnis Anda, tanpa kerumitan dan biaya pekerjaan.
Sebelum Anda membuat perjanjian dengan kontraktor independen di Swiss, pertimbangkan hal-hal berikut:
1. Karyawan vs. kontraktor independen
Penting untuk memahami perbedaan antara karyawan dan kontraktor independen. Di Swiss, kontrak kerja untuk karyawan sering kali menyertakan klausul eksklusivitas dan menentukan jam kerja, lokasi, dan tugas. Perjanjian layanan untuk kontraktor berfokus pada hasil kerja dan hasil akhir, yang menekankan otonomi dan kemandirian pekerja.
Perusahaan mempekerjakan karyawan untuk melakukan pekerjaan dan, sebagai imbalannya, membayar mereka gaji atau upah tetap. Para kontraktor harus mengatur sendiri jaminan sosial dan rencana pensiun mereka. Tidak seperti karyawan, kontraktor mengatur jadwal mereka sendiri, menggunakan peralatan mereka sendiri, dan mengerjakan proyek tertentu, daripada memiliki peran yang berkelanjutan.
2. Penalti untuk kekeliruan klasifikasi
Classifying someone as a contractor when they’re not can lead to severe penalties. If misclassification occurs, you may need to:
- Membayarkan iuran jaminan sosial baik bagian perusahaan maupun bagian karyawan secara retroaktif hingga lima tahun. Ini termasuk kontribusi untuk Asuransi Hari Tua dan Korban (OASI), asuransi disabilitas, dan asuransi pengangguran.
- Bayar biaya bunga dan denda yang dihitung berdasarkan jumlah hutang dan lamanya keterlambatan.
- Face melakukan audit dan peninjauan kepatuhan dari otoritas Swiss, seperti Sekretariat Negara untuk Urusan Ekonomi (SECO), yang dapat menyebabkan tindakan penegakan hukum lebih lanjut jika ditemukan kekeliruan klasifikasi.
3. Cara membayar kontraktor di Swiss
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.
Rekrut karyawan dan kontraktor di Swiss dengan G-P
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