Punti chiave​​ 

La popolazione svizzera di 8.9 milioni è una combinazione di svizzeri, tedeschi, francesi, italiani, portoghesi e kosovo. Ogni cantone utilizza la stessa valuta nazionale — il franco svizzero. I settori principali includono finanza e banca, attrezzature mediche e ingegneria.​​ 

Le leggi favorevoli delle società e l'accessibilità culturale sono due motivi per cui molte multinazionali si espandono in Svizzera. La nostra guida ti spiegherà tutto ciò che devi sapere sulle assunzioni in Svizzera.​​ 

Cosa sapere prima di assumere in Svizzera​​ 

What to know before hiring in Switzerland?​​ 

Se stai espandendo la tua attività in Svizzera per la prima volta, ci sono importanti requisiti legali di cui essere consapevoli. Queste norme e leggi influenzano le pratiche di assunzione in Svizzera.​​ 

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.​​ 

Diamo un'occhiata a otto cose da sapere sulle assunzioni in Svizzera.​​ 

1. Statuti sul datore di lavoro e dipendente​​ 

Tutte le relazioni datore di lavoro e dipendente devono rispettare le seguenti normative:​​ 

La Svizzera riconosce i sindacati purché rispettino tutti i requisiti legali.​​ 

2. Cantoni in Svizzera​​ 

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.​​ 

I comuni — piccoli enti governativi residenti all'interno di ogni cantone — determinano come assumere in Svizzera.​​ 

3. Il mercato del lavoro in Svizzera​​ 

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. Lingue in Svizzera​​ 

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.​​ 

Lo svizzero tedesco è la lingua più parlata in tutti i cantoni. Il francese è diffuso nei cantoni occidentali, mentre l'italiano è parlato nel sud. Il romancio è una lingua meno diffusa che deriva dal retico, antico popolo abitante della regione alpina. Alcuni cantoni e gruppi demografici possiedono anche dialetti e modi di dire propri.​​ 

Tutti i contratti di lavoro, colloqui e incarichi dovrebbero considerare la prima lingua del candidato o del dipendente. È buona prassi far tradurre tutti i documenti e assumere un interprete quando necessario.​​ 

5. Ore di lavoro e giorni liberi​​ 

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.​​  

Gli straordinari sono consentiti solo in circostanze straordinarie. Deve essere compensato con un premio di stipendio del 25% o equivalenti giorni liberi. I dipendenti devono avere almeno 11 ore consecutive di riposo ogni giorno. Questo può essere ridotto a 8 ore una volta a settimana, purché il riposo medio su due settimane sia di almeno 11 ore. I lavoratori hanno una pausa continua di almeno 35 ore ogni settimana, inclusa la domenica.​​  

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. Contratti di assunzione​​ 

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.​​  

I contratti di lavoro non sono obbligatori, ma sono comuni e altamente raccomandati, poiché alcuni termini sono riconosciuti legalmente solo se sono scritti. I contratti sono vincolanti. I datori di lavoro non possono andare contro i termini del contratto concordato. La Svizzera ha diverse leggi per proteggere i sindacati e alcuni dipendenti, come donne o minori. I datori di lavoro sono tenuti a fornire una lettera scritta che dettagli la data di inizio, la funzione lavorativa, lo stipendio e il numero di ore che i dipendenti lavoreranno ogni settimana.​​ 

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. Retribuzione e benefit​​ 

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%.​​  

I dipendenti possono anche scegliere giorni liberi invece dell'aumento di stipendio. Gli straordinari previsti da legge non dovrebbero mai superare le due ore al giorno e non possono mai superare le 170 ore per le settimane lavorative di 45ore o 140 ore per le settimane lavorative di 50ore. Alcune eccezioni possono essere concesse in caso di emergenza.​​ 

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. Tasse​​ 

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.​​  

Modello​​  Ideale per​​  Key points​​  Principali rischi​​ 
Registrazione diretta del datore di lavoro​​  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.​​ 
Lavoratore a contratto indipendente​​  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.​​ 
 

I principali centri di assunzione in Svizzera​​ 

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.​​  

 I principali centri di talento in Svizzera sono:​​ 

Settori chiave in Svizzera​​ 

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.​​  

 Le principali industrie in Svizzera includono:​​ 

Costo dell'assunzione di un dipendente in Svizzera​​ 

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.​​ 

Cosa deve assumere un'azienda in Svizzera?​​ 

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.​​ 

Passaggi per l'assunzione in Svizzera​​ 

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. Pubblicizza posti di lavoro disponibili​​ 

Per prima cosa, crea una descrizione dettagliata del lavoro. Definisci il ruolo, le responsabilità e le qualifiche di cui hai bisogno. Per alcune professioni con tassi di disoccupazione più elevati, i datori di lavoro sono legalmente obbligati a notificare agli uffici di collocamento cantonale le offerte di lavoro prima di pubblicarle pubblicamente. Questo garantisce l'accesso prioritario per i candidati registrati e la conformità con la Legge Federale sui Servizi di Occupazione.​​ 

2. Valuta le domande​​ 

Una volta che i candidati si candidano per le tue nuove posizioni, puoi valutare le loro candidature e determinare quali candidati siano più adatti al posto. La legge svizzera vieta la discriminazione basata su genere, età, origine, razza, religione, disabilità, orientamento sessuale o altre caratteristiche protette in tutte le fasi del reclutamento. Ciò è descritto nella Costituzione federale svizzera e nella Legge sull'uguaglianza di genere.​​  

Controlla che gli annunci di lavoro, i criteri di selezione e le domande del colloquio siano privi di pregiudizi.​​  

3. Intervista i candidati​​ 

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.​​  

È buona prassi conservare la documentazione del processo di selezione, inclusi appunti di colloquio e decisioni di selezione, per almeno cinque anni.​​ 

4. Fai offerte di lavoro​​ 

Ora è il momento di avvisare il candidato scelto. Rediga un contratto scritto di assunzione che sia conforme alla legge sul lavoro svizzero. Il contratto dovrebbe includere termini essenziali come il titolo del lavoro, le mansioni, lo stipendio, gli orari di lavoro, i periodi di preavviso e eventuali Contratti Collettivi di Lavoro (CBA) applicabili.​​ 

5. Inserire i nuovi dipendenti​​ 

Registrare la nuova proprietà presso il sistema svizzero di previdenza sociale (AHV/AVS), l'assicurazione contro gli infortuni, il fondo pensioni (BVG/LPP) e, se applicabile, presso le autorità fiscali competenti. Imposta le buste paga per garantire pagamenti corretti dello stipendio, detrazioni per previdenza sociale, contributi pensionistici e tasse.​​ 

Assunzione di appaltatori in Svizzera​​ 

Lavorare con lavoratori autonomi in Svizzera può essere un modo conveniente per testare il mercato e costruire una presenza senza l'impegno di dipendenti a tempo pieno. Gli appaltatori con sede in Svizzera comprendono il comportamento dei consumatori locali, le regole e le pratiche commerciali. Saranno pronti a lavorare rapidamente con le proprie attrezzature e i processi di lavoro consolidati.​​  

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

Prima di stipulare un accordo con un lavoratore a contratto indipendente in Svizzera, considera quanto segue:​​ 

1. Dipendenti vs. lavoratori a contratto indipendenti​​ 

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.​​  

Le aziende presumono che i dipendenti lavorino e, in cambio, pagano loro uno stipendio o uno stipendio regolare. I contraenti devono organizzare autonomamente i propri piani di previdenza sociale e pensione. A differenza dei dipendenti, i collaboratori fissano i loro orari, utilizzano le proprie attrezzature e lavorano su progetti specifici, invece di avere un ruolo continuo.​​ 

2. Penali per errore di classificazione​​ 

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. Come pagare gli appaltatori in Svizzera​​ 

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.​​ 

Assumi dipendenti e collaboratori in Svizzera 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.​​ 

Assumi con G-P​​