瑞士人口為8 . 9百萬，其族裔包括瑞士人、德國人、法國人、義大利人、葡萄牙人和科索沃人。每個州都使用同一種國家貨幣—瑞士法郎。重點產業包括金融和銀行業、醫療設備和工程業。
有利的公司稅法和文化可及性是許多跨國企業擴張至瑞士的兩個原因。 我們的指南將告訴您在瑞士租房所需的一切資訊。
在瑞士招聘前需知
如果您是首次將業務拓展至瑞士，有一些重要的法律規定需要注意。這些規範和法律影響著瑞士的雇傭實務。
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.
讓我們來看看在瑞士雇用員工的八大注意事項。
1.雇主-員工章程
所有雇主-員工關係必須遵守下列規範：
- SR 151 . 11 — 《聯邦性別平等法》
- SR220 - 義務守則
- SR 221 . 331 — 針對上市公司的過度補償的聯邦條例
- SR 822 . 11 — 聯邦工作法
- SR 822 . 14 — 聯邦工人參與法案
- SR 823 . 11 — 聯邦安置機構與人員租賃服務法
- SR 823 . 20 — 聯邦部署法案
只要符合所有法律要求，瑞士就承認工會。
2.瑞士各州
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.
在瑞士招聘新員工時，請注意您的職位廣告所屬的州。應徵者的居住州可讓您瞭解翻譯期望、勞動合約中應包含的稅率，以及他們有權享有哪些假期的考量。
市鎮是每個州內較小的政府機構，決定如何在瑞士聘僱。
3.瑞士勞工市場
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.瑞士的語言
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.
瑞士德語是各州使用最廣泛的語言。法語在西部各州很常見，義大利語在南部很常見。羅曼什語是一種使用較少的語言，源自雷蒂亞人，他們是阿爾卑斯山地區的早期居民。一些州和地區也有自己的方言和俚語。
所有僱傭合約、面試和工作分配都應考慮面試者或員工的第一語言。 良好的做法是翻譯所有文件，並在必要時聘僱傳譯員。
5.工作時數和休假
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.
只有在特殊情況下才允許加班。必須以25% 薪資保費或等值請假補償。 員工每天必須至少連續休息11 小時。只要兩週的平均休息時間至少達到11 小時，就可以減少到每週一次8 小時。工人每週至少連續休息35 小時，包括星期天。
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.勞動契約
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.
僱傭合約不是必需的，但卻很常見，而且強烈建議您簽訂，因為有些條款只有在書面形式下才會被法律承認。合約具有約束力。雇主不能違背協定的合約條款。瑞士有多項法律保護工會和某些員工，例如婦女或未成年人。雇主必須出具書面信函，詳細說明開工日期、工作職能、薪資以及員工每週的工作時數。
不定期合約在瑞士很常見。瑞士法院對「連鎖」合約的看法並不樂觀。連鎖合約是指與同一員工背對背簽訂的一系列定期合約。如果這種做法是用來規避永久性僱用的保障，例如工作保障和通知期，則可視為濫用權利。一旦合約的最後一天結束，員工與雇主的關係就結束了，不需要通知。
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.報酬和福利
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%.
員工也可以選擇請假來代替薪資增加。 法定加班時間每天不得超過兩小時，45- 小時的工作周不得超過170 小時，50- 小時的工作周不得超過140 小時。在緊急情況下，可以准予某些例外。
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.稅務
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%.
瑞士頂級招聘中心
瑞士的一些城市以特殊行業而聞名。瞭解每個城市所能提供的工作機會，可以幫助您將招聘工作引導至正確的地點，並更快地填補職位空缺。
瑞士的頂尖人才樞紐有
- 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.
瑞士的主要產業
瞭解瑞士的主要產業有助於您設定薪資和福利的基準。您可以運用這些洞察力，明智地選擇在何處投資和發展您的勞動力。
瑞士的主要產業包括：
- 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.
在瑞士雇用員工的成本
無論您是在瑞士僱用一名員工或整個團隊，支出都是不可避免的。為以下項目編列預算：
- 徵才廣告
- 入職、培訓和文書工作
- 申請人追蹤軟體
- 背景調查
- 員工專用設備
- 翻譯或口譯人員（如適用）
- 如有必要，往返瑞士的旅費將另行報銷。
- 雇主退休金繳款
- 雇主的社會安全貢獻
- Bonuses 或13th-month 薪水 (若適用)
- 員工休假權利
- 員工有薪休假和病假待遇
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.
在瑞士，公司聘僱需要哪些條件？
與州的當地經濟辦事處或大使館建立關係對您最有利。您不需要法律實體就可以在那裡僱傭，但如果您選擇成立瑞士公司，您可以在兩者之間選擇：
- 獨資企業
- 一般合夥企業
- 有限合夥企業
- 公司或股份公司
- 有限責任公司
- 子公司
- 當地分行
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.
在瑞士招募的步驟
The hiring process in Switzerland follows five basic steps: advertising the job, evaluating applications, interviewing candidates, sending job offers, and onboarding new employees.
1.廣告職缺
首先，撰寫一份詳細的職位說明。明確所需職位、職責和資格。對於某些失業率較高的行業，法律規定雇主在公開招聘前必須先通知州就業辦公室職位空缺情況。這確保了已註冊求職者享有優先權，並符合聯邦就業服務法。
2.評估應用程式
一旦求職者申請您的新職位，您就可以評估他們的申請，並決定哪些求職者最適合該職位。瑞士法律禁止在所有招募階段中，基於性別、年齡、出身、種族、宗教、殘障、性取向或其他受保護特性的歧視。這在《瑞士聯邦憲法》和《性別平等法》中有所概述。
仔細查徵招募廣告、篩選標準和麵試問題是否帶有偏見。
3.面試候選者
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.
最佳做法是將招募過程的文件（包括面試記錄和甄選決定）保留至少五年。
4.提供工作機會
現在是時候通知您選擇的候選者了。 起草一份符合 Swiss 勞工法的書面勞動契約。 合約應包括基本條款，例如工作職稱、職責、薪水、工作時間、通知期，以及任何適用的集體談判協定 (CBA)。
5.讓新員工入職
向瑞士社會安全系統 (AHV/AVS)、意外保險、退休基金 (BVG/LPP) 註冊新員工，並在適用的情況下，向相關稅務機關註冊。 設定薪資單，以確保正確的薪水付款、社會安全扣款、退休金供款及稅金。
在瑞士僱用承包商
在瑞士，與獨立承包商合作是一種極具成本效益的方式，可在無需全職雇員的情況下測試市場和建立據點。瑞士的承包商瞭解當地的消費者行為、規則和商業慣例。他們將準備好使用自己的設備和既定的工作流程快速開始工作。
招聘約聘人員可讓您根據業務需求輕鬆調整勞動力，而不會造成就業的複雜性和成本。
在您與瑞士的獨立約聘人員簽訂協議之前，請考慮以下事項：
1.員工與獨立約聘人員
了解員工和獨立承包商之間的差異非常重要。在瑞士，僱員的僱傭合約通常包含排他性條款，並規定工作時間、地點和職責。承包商的服務協議著重於交付成果和結果，強調工人的自主性和獨立性。
公司聘僱雇員工作，作為回報，付給他們定期的 薪水 或 薪資。 承包商必須自行安排社會安全和退休計劃。 與員工不同的是，承包商可以設定自己的時間表、使用自己的設備，並從事特定的專案，而非持續性的工作。
2.錯誤分類的罰款
Classifying someone as a contractor when they’re not can lead to severe penalties. If misclassification occurs, you may need to:
- 追溯支付最長五年的雇主和員工的社會安全供款份額。 這包括對老年及遺屬保險 (OASI)、殘障保險及失業保險的供款。
- 支付根據欠款金額和延遲時間計算的利息費用和罰款。
- 面對瑞士主管機關 (如國家經濟事務秘書處 (SECO))的稽核與合規審查，如果發現分類錯誤，可能會採取進一步的執法行動。
3.如何在瑞士支付承包商
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.
透過 G-P 在瑞士僱用員工和承包商
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.
Make your expansion to Switzerland easier with G-P. Contact us or book a demo today.
