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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Switzerland boasts a highly talented and skilled workforce. The country consistently ranks at the top for talent, as evidenced by the 2020 IMD World Talent Ranking.
Switzerland operates a 'labour leasing license' system, requiring temporary or third-party employers to hold the necessary labour license. This license mandates a direct contract between the employer and the end-user customer managing the worker.
Switzerland's high English proficiency levels enhance its appeal for international recruitment, facilitating effective communication in a global business environment.
Switzerland's reputation for a high-quality education system contributes to the availability of skilled workers. This, coupled with effective talent management, makes it an attractive location for employers.
Switzerland upholds a strong legal framework for employment, governed by its civil law system, as outlined in Article 122.1 of the Constitution. This article empowers the Confederation to legislate regulations concerning employment contracts, which should include:
In Switzerland, probationary periods should not exceed three months. Unless the employment agreement specifies differently, an employee's trial period is limited to the first month of their employment
The statutory cap on weekly working hours differs by employment category. Industrial workers, office staff, technicians, and similar roles are restricted to a maximum of 45 hours per week, whereas other worker categories have a limit of 50 hours. Most employees typically work a standard week of 40 to 42 hours.
In Switzerland, overtime refers to work performed beyond the established standard hours. Employees are eligible for 125% of their usual pay for overtime, or employers may opt to grant compensatory time off. Overtime should not exceed two hours per day or a total of 170 hours annually.
While Switzerland does not have a nationwide minimum wage, several cantons have implemented regional minimum wage standards. The current minimum wage rates in Switzerland are determined as follows:
A 13th salary is not obligatory in Switzerland, but it is widely practiced, and if applicable, it will be specified in the employment contract or covered by a collective bargaining agreement.
Switzerland's federal income tax operates on a progressive scale. Alongside the federal tax (detailed below), each canton in Switzerland maintains its own corporate tax law and rate.
In Switzerland, individuals can access state pension benefits via the Old Age and Survivor's Insurance (OASI/AHV) system. Eligibility begins at age 64 for women and age 65 for men. Both employers and employees contribute equally, each at a rate of 5.3%, to the Old Age, Survivors', and Disability Insurance fund.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Switzerland tailored to your needs.
In Switzerland, employment is typically at-will, allowing either employers or employees to terminate the job at any time. However, terminations usually require valid reasons. An employee can be fairly terminated for one of the following grounds:
During the probationary period, a seven-day notice is required for termination. After the probationary period, the minimum notice period is 30 days, which increases based on the length of employment:
Severance pay is not mandatory unless specified in the employment agreement or if the employee is 50 or older and has served continuously for over 20 years with the same employer.
Public holidays in Switzerland can vary depending on the canton (region) as each one has its own set of holidays in addition to the national holidays. However, the following are the national public holidays in Switzerland:
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It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.
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