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What Is the Minimum Wage in Switzerland?
As of 2026, Switzerland does not have a national minimum wage. Instead, individual cantons (like a state or province) have established their own minimum wage rates, which are subject to annual adjustments based on the cost of living. Here are the current minimum wages that vary by canton:
Geneva has one of the highest cantonal minimum wages at CHF 24.59 per hour.
These rates reflect the diverse economic conditions and living costs across Switzerland's regions.
How Does Minimum Wage Apply to Different Workers in Switzerland?
In Switzerland, the application of minimum wage laws varies depending on the canton and the specific category of workers. While some cantons have established minimum wages, others rely on collective labor agreements (CLAs) to set wage standards. These agreements often specify minimum wages for various industries and roles.
Full-Time Employee Wages
For full-time employees in cantons with a statutory minimum wage, you must apply the rates in effect for 2026, as outlined above. In regions without a fixed minimum wage, collective labor agreements (CLAs) play a crucial role in setting enforceable wage floors. For example, in the hospitality sector, applicable CLAs generally establish minimum wages starting around CHF 19 per hour and rising to CHF 21 or more, depending on the role, qualifications, and level of experience. You should always verify whether a CLA applies to their business and ensure compliance with the most current rates.
Part-Time Employee Wages
Part-time employees are generally entitled to the same hourly minimum wage rates as full-time employees. Their total compensation is calculated based on the number of hours worked. In sectors governed by CLAs, part-time workers receive wages proportional to their working hours, ensuring fair compensation relative to full-time positions.
Interns and Trainees
The entitlement of interns and trainees to minimum wage varies. In some cantons, such as Geneva, apprenticeship contracts and traineeship contracts are exceptions to the minimum wage provisions. This means that interns and trainees may not be legally entitled to the established minimum wage in certain regions.
Expats
Expatriates working in Switzerland are subject to the same labor laws as Swiss nationals. In cantons with a statutory minimum wage, expats are entitled to receive at least the minimum hourly rate. In regions without a statutory minimum wage, compensation is typically determined by individual employment contracts or collective labor agreements. It's important for expats to review their employment terms carefully and consult local labor regulations to ensure compliance and fair treatment.
Factors Influencing Minimum Wage in Switzerland
Switzerland's approach to minimum wage is shaped by various factors, leading to regional variations and industry-specific standards.
Industry-Specific Variations
Minimum wage regulations in Switzerland can differ across industries, often influenced by collective labor agreements (CLAs). These agreements are negotiated between employers and trade unions and may set minimum wage standards for specific sectors. For example, the hospitality industry has CLAs that establish minimum wages between CHF 19 and CHF 21 per hour, depending on the role and experience. In high-demand industries, such as technology and finance, wages often exceed the minimum due to competition for skilled talent.
Economic Conditions
Economic factors like inflation and employment rates play a significant role in shaping minimum wage policies in Switzerland. Cantons with established minimum wages, such as Geneva, adjust their rates annually based on the consumer price index to reflect changes in the cost of living. This ensures that the minimum wage maintains its purchasing power over time. In regions without a statutory minimum wage, economic conditions still influence wage negotiations within CLAs and individual employment contracts.
Government Policies and Legislation
The Swiss government allows cantons to set their own minimum wage policies, leading to a decentralized approach. In 2014, a federal initiative to establish a nationwide minimum wage was rejected by voters, reflecting a preference for regional autonomy in wage regulation. Consequently, cantonal governments and social partners, including employers' associations and labor unions, play a crucial role in determining wage standards through legislation and CLAs.
Minimum Wage History and Trends in Switzerland
Switzerland has long operated without a federal minimum wage, instead relying on collective labor agreements (CLAs) and individual employment contracts to set wage standards. Over the past decade, however, several cantons have introduced statutory minimum wages in response to public initiatives, rising living costs, and concerns about income inequality. Neuchâtel led the way in 2017, followed by Jura in 2018, Geneva in 2020, Ticino in 2021, and Basel-Stadt in 2022.
As of 2026, these cantonal minimum wages remain in force and are typically indexed or periodically adjusted to reflect inflation and changes in the cost of living, which has resulted in modest annual increases in several cantons.
At the same time, discussions around minimum wage expansion continue. Valais has approved a popular initiative establishing a minimum hourly wage of CHF 22, although implementation is still subject to regulatory steps and timing. Similar initiatives or political debates are ongoing in cantons such as Vaud and Fribourg, while court challenges have slowed or complicated implementation efforts in some municipalities, including parts of Zurich.
Overall, Switzerland’s approach continues to evolve in a decentralized way, with minimum wage policy shaped primarily at the cantonal and sectoral level rather than through a single nationwide standard.
How To Stay Compliant When Hiring in Switzerland With Playroll
Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That's the advantage of using a trusted Employer of Record like Playroll:
- Scale your global team: Legally hire and swiftly onboard new hires in 180+ regions without the red tape by offloading the HR admin to Playroll, so you can freely explore new markets and focus on growth.
- Pay your team accurately: Ensure your international employees and global contractors are paid on time, every time, and set up centralized global payroll processes.
- Meet minimum wage requirements: Our built-in compliance checks and vetted contracts mean your agreements will always meet all legal requirements for statutory benefits, minimum wage, and more.
Disclaimer
THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
ABOUT THE AUTHOR
Milani Notshe
Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.
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