主なポイント​​ 

スイスの人口は8 . 9百万人で、スイス人、ドイツ人、フランス人、イタリア人、ポルトガル人、コソボ人の合計です。各州は同じ国家通貨であるスイスフランを使用している。主要セクターとしては、金融・銀行業、医療機器、エンジニアリングなどが挙げられる。​​ 

有利な法人税制と文化的なアクセスの良さは、多くの多国籍企業がスイスに進出する2つの理由である。このガイドでは、スイスでの雇用について知っておくべきことをすべてご説明します。​​ 

スイスで雇用する前に知っておくべきこと​​ 

What to know before hiring in Switzerland?​​ 

初めてスイスに事業を拡大する場合、留意すべき重要な法的要件がいくつかあります。これらの規範と法律は、スイスにおける雇用慣行に影響を与えている。​​ 

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.​​ 

スイスでの採用に関して知っておくべき8つのポイントを見ていきましょう。​​ 

1 。雇用主と従業員に関する法令​​ 

すべての雇用主と従業員の関係は、次の法令を遵守する必要があります。​​ 

スイスは、労働組合がすべての法的要件を満たしている限り、その存在を承認する。​​ 

2 。スイスの州​​ 

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.​​ 

スイスでは、各州内に存在する小規模な行政機関であるコミューンが、雇用方法を決定する。​​ 

3 。スイスの労働市場​​ 

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 。スイスの言語​​ 

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.​​ 

スイスドイツ語は、各州で最も広く話されている言語である。フランス語は西部の州で、イタリア語は南部の州でよく使われている。ロマンシュ語は、アルプス地方の初期の住民であったレーティア人に由来する、あまり使われていない言語である。州や地域によっては、独自の訛りや口語表現が存在する場合もある。​​ 

すべての雇用契約、面接、任務では、面談を受ける人または従業員の第一言語を考慮する必要があります。 すべての文書を翻訳し、必要に応じて通訳を利用することは良い習慣です。​​ 

5 。就業時間と休暇​​ 

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.​​  

残業は、特別な事情がある場合にのみ認められます。これは、 25 %の賃金割増または同等の休暇によって補償されなければならない。従業員は毎日少なくとも11の連続した休息を取る必要があります。2週間の平均休息時間が少なくとも11時間であれば、週に1回、これを8時間に短縮することができます。労働者は、日曜日を含め、毎週少なくとも35時間の連続休憩を取ることができます。​​  

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 。雇用契約​​ 

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.​​  

雇用契約は必須ではありませんが、一般的であり、強く推奨されます。なぜなら、契約条件の中には、書面に記載されていないと法的に認められないものがあるからです。契約は拘束力を持つ。雇用主は、合意された契約条件に反することはできない。スイスには、労働組合や、女性や未成年者といった特定の従業員を保護するための法律がいくつか存在する。雇用主は、従業員の雇用開始日、職務内容、賃金、および週あたりの労働時間数を詳細に記載した書面を用意することが義務付けられています。​​ 

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 。報酬と福利厚生​​ 

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%.​​  

従業員は、心拍数の増加の代わりに休暇を選択することもできます。 法定残業時間は1日あたり2時間を超えてはならず、 45時間労働週の場合は0時間、 140 50労働週の場合は170時間を超えてはなりません。緊急時には例外が認められる場合がある。​​ 

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 。税金​​ 

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.​​  

モデル​​  最適​​  Key points​​  主なリスク​​ 
直接雇用主登録​​  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.​​ 
独立請負人​​  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.​​ 
 

スイスの主要採用拠点​​ 

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.​​  

 スイスの主要な人材拠点は以下の通りです。​​ 

スイスの主要産業​​ 

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.​​  

 スイスの主要産業は以下のとおりです。​​ 

スイスで従業員を雇用する費用​​ 

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.​​ 

スイスで会社を雇用するには何が必要ですか?​​ 

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.​​ 

スイスで人材を採用するための手順​​ 

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 。欠員を広告する​​ 

まず、詳細な職務記述書を作成してください。必要な役割、責任、資格を明確に定義してください。失業率の高い特定の職業については、雇用主は求人広告を公表する前に、州の職業安定所に欠員状況を通知することが法律で義務付けられている。これにより、登録済みの求職者に対する優先的なアクセスが確保され、連邦雇用サービス法への準拠が保証されます。​​ 

2 。求人応募を評価する​​ 

求職者が新しい職に応募したら、応募書類を評価して、どの候補者がポストに最適かを判断できます。 スイスの法律は、性別、年齢、出身地、人種、宗教、障害、性的指向、その他の保護対象となる特性に基づく差別を、採用のあらゆる段階で禁止している。これはスイス連邦憲法および男女平等法に明記されている。​​  

求人広告、選考基準、面接の質問に偏りがないことを再度確認してください。​​  

3 。候補者との面接を実施する​​ 

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.​​  

採用プロセスに関する文書（面接メモや選考結果など）は、少なくとも5年間保管しておくのが最善策です。​​ 

4 。採用オファーを出す​​ 

さあ、いよいよ選考した候補者に通知する時です。スイスの労働法に準拠した雇用契約書を作成してください。契約書には、役職名、職務内容、給与、労働時間、解雇予告期間、および適用される団体交渉協定（CBA）などの重要な条項を含める必要があります。​​ 

5 。新規従業員の入社プロセスを行う​​ 

新規従業員をスイス社会保障制度（AHV/AVS）、労災保険、年金基金（BVG/LPP）、および該当する場合は関連する税務当局に登録する。給与計算システムを設定し、給与の支払い、社会保障費、年金拠出金、税金の控除が正しく行われるようにします。​​ 

スイスで請負業者を雇う​​ 

スイスで独立請負業者と協力することは、正社員を雇用する負担なしに市場をテストし、存在感を築くための費用対効果の高い方法となり得る。スイスに拠点を置く請負業者は、現地の消費者の行動、規則、商慣習を理解している。彼らは、自分たちの設備と確立された作業手順を用いて、すぐに作業を開始できる準備ができているでしょう。​​  

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

スイスの独立請負人と契約を結ぶ前に、以下の点を考慮してください。​​ 

1 。従業員と独立請負業者​​ 

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.​​  

企業は従業員を雇用して仕事をさせ、その見返りとして定期的な給与や賃金を支払う。請負業者は、各自で社会保障制度と退職年金制度を手配しなければならない。従業員とは異なり、請負業者は自分のスケジュールを設定し、自分の機材を使用し、継続的な役割ではなく特定のプロジェクトに取り組みます。​​ 

2 。誤分類に対する罰則​​ 

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 。スイスで請負業者に支払う方法​​ 

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.​​ 

G-Pを利用してスイスで従業員や契約社員を雇用しましょう​​ 

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.​​ 

GPで雇用する​​