Hal-hal penting yang dapat diambil​​ 

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​​ 

What to know before hiring in Switzerland?​​ 

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:​​ 

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.​​ 

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.​​ 

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.​​ 

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. 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 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%.​​  

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%.​​ 

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.​​  

Model​​  Terbaik untuk​​  Key points​​  Risiko utama​​ 
Pendaftaran perusahaan langsung​​  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.​​ 
Kontraktor independen​​  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.​​ 
 

Pusat perekrutan terbaik di Swiss​​ 

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.​​  

 Pusat-pusat pengembangan talenta terkemuka di Swiss adalah:​​ 

Industri utama di Swiss​​ 

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.​​  

 Industri utama di Swiss meliputi:​​ 

Biaya mempekerjakan karyawan di Swiss​​ 

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.​​ 

Apa yang dibutuhkan perusahaan untuk mempekerjakan di Swiss?​​ 

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.​​ 

Langkah-langkah perekrutan di Swiss​​ 

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. 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 anti-discrimination laws when hiring employees 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.​​  

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

Sebelum Anda membuat perjanjian dengan kontraktor independen di Swiss, pertimbangkan hal-hal berikut:​​ 

1. Karyawan vs. kontraktor independen​​ 

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.​​  

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 during your efforts of hiring in Switzerland, you may need to:​​ 

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​​ 

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.​​ 

Mempekerjakan dengan G-P​​