Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Switzerland. Traditional methods of establishing global employment and subsidiaries in Switzerland typically takes months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Switzerland in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process.
Taxes are both federal and regional (by canton, and within each canton it varies by commune). They vary with income levels and depending on whether you are single or married and your religion.
Employee Income Tax (Federal Income Tax, dependent on whether the individual is married or has children):
0.77%: 14,500 – 31,600 CHF
0.88%: 31,600 – 41,400 CHF
2.64%: 41,400 – 55,200 CHF
2.97%: 55,200 – 72,500 CHF
5.94%: 72,500 – 78,100 CHF
6.6%: 78,100 – 103,600 CHF
8.8%: 103,600 – 134,600 CHF
11%: 134,600 – 176,000 CHF
13.2%: 176,000 – 755,200 CHF
11.5%: 755,200+ CHF
0%: 0 – 28,300 CHF
1: 28,300 – 50,900 CHF
2: 50,900 – 58,400 CHF
3%: 58,400 – 75,300 CHF
4%: 75,300 – 90,300 CHF
5%: 90,300 – 103,400 CHF
6%: 103,400 – 114,700 CHF
7%: 114,700 – 124,200 CHF
8%: 124,200 – 131,700 CHF
9%: 131,700 – 137,300 CHF
10%: 137,300 – 141,200 CHF
11%: 141,200 – 143,100 CHF
12%: 143,100 – 145,000 CHF
13%: 145,000 – 895,900 CHF
The standard for working hours per week is 40-42 hours. The maximum working hours are 45 - 50 hours per week depending on the industry.
It’s important to note that typical working hours can vary by industry in some countries. Contact our team for the most up-to-date information!
Overtime work is compensated with a 25% premium unless otherwise agreed in writing. The maximum for overtime is 60 extra hours for office workers. An employee can waive their right to overtime pay in writing.
Please contact our team if you have any questions about overtime in Switzerland. We are happy to discuss unique situations in more detail.
Public holidays vary canton by canton.
In Switzerland, employees over 20 years old are entitled to four working weeks of vacation. Employees under 20 years old are entitled to five working weeks of vacation.
The total sick pay entitlement depends on canton and length of service:
Employers are entitled to ask for a doctor’s certificate for an absence of more than 3 consecutive days unless otherwise agreed to in writing.
To be eligible, the mother must have made 9 months AVS contributions before birth and have been gainfully employed for at least 5 months during this period.
Employees are entitled to 10 days of paternity leave at 80% Pay (CHF 196 cap). The eligibility is the same as for maternity leave, and it must be taken within six months of the baby’s birth.
Cantonal provisions, staff regulations and collective labour agreements apply if they provide for more generous benefits.
The Swiss social security system provides benefits in five areas:
The following benefits are also mandatory on top of social security:
Unlike other European countries, the Swiss healthcare system is not tax-based or financed by employers. Instead, it is paid for by the individual through contributions to Swiss health insurance schemes. Both residents and non-residents will need at least basic health insurance coverage. This covers around 80-90% of healthcare costs.
There are a range of reasons that an employer can use to terminate an employee in Switzerland, which depend on the specific circumstances and can be very complex. If you would like to know more specific details, please contact us.
Employees are not entitled to severance unless they have over 50 and 20+ years of service; however, it does not always apply because the employer’s pension contributions, which are usually higher, may be deducted from severance.
Notice of termination depends on how long the employee has served:
Termination is only valid on receipt of notice so a notice by hand (with confirmation of receipt) or registered mail is recommended. Pay in lieu of notice is only possible by entering into a mutual settlement agreement.
Swiss law protects employees from illegal termination of employment and because there are a range of reasons an employee can be terminated, it is important for those looking to employ in Switzerland reach out to us directly with questions.
The benefits of growing a global team and finding the best talent anywhere in the world are endless. It’s important to note that labour laws and regulations in Switzerland are strict with penalties for non-compliance. Let our team take care of global employment solutions such as payroll, benefits, compliance, taxes, and admin so you can focus on growing your business. We are here to help you every step of the way.
Omnipresent makes it easy to hire, pay, and support your international team. Book a call with us to start building your global team today.
Employ Anywhere. Be Omnipresent.