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Switzerland

How to Hire Workers in Switzerland | Employer of Record (EOR) in Switzerland

Navigating the labor laws and regulations of Switzerland is made easy with our EOR services. We handle all aspects of local employment, ensuring compliance and smooth operations for your business. From payroll to benefits, our team provides comprehensive support tailored to meet the unique needs of your business in Switzerland. Expand into the Swiss market with confidence, knowing that you have a reliable partner managing your international employment needs.

Why You're Here!

Switzerland, known for its picturesque landscapes, high quality of life, and stable economy, is an attractive destination for businesses looking to expand internationally. TCWGlobal serves as your trusted partner in navigating the complexities of hiring in Switzerland, offering comprehensive solutions for building your contingent workforce.

With a population of over 8.6 million people, Switzerland boasts a highly skilled and multilingual workforce. From the snow-capped peaks of the Alps to the pristine waters of Lake Geneva, the country offers a unique blend of natural beauty and modernity.

When expanding your business into Switzerland, compliance with local regulations is crucial. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, minimizing risks for your organization.

In addition to compliance, TCWGlobal provides personalized services tailored to your specific needs. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is dedicated to supporting you.

Partnering with TCWGlobal guarantees a seamless and successful expansion into Switzerland. Our expertise and local knowledge make us the ideal partner for businesses looking to establish a contingent workforce in this dynamic market.
Fixed-Term Contracts

There is no strict limit on the duration of a fixed-term contract, but its existence should reflect a genuine need of a temporary nature. Contracts renewed multiple times without a break, especially if for the same role, are subject to high scrutiny and will likely be considered permanent.

Holidays

Workers recognize one paid federal holiday and up to eight cantonal (regional) holidays. Work performed on a public holiday or on a Sunday must be optional and compensated at 150%.

Vacation

Most Workers are entitled to at least four weeks (20 working days) of paid vacation time off annually. Workers under the age of 20, over the age of 50, or working in specific sectors (ex. banking or finance) are entitled to five weeks (25 working days) of paid vacation time off annually. Unused vacation generally cannot be carried over to the following year.

Probationary Periods

The maximum probationary period is three months. Two days’ notice is required to terminate a Worker during the probationary period.

Sick Leave

After three months of service, Workers are entitled to paid sick leave for up to three weeks during the first year of service (that amount increases in subsequent years). A medical certificate may be requested after three consecutive days of absence due to injury or illness.

Working Hours

A regular work week is 42 hours. Workers are entitled to one day off each week, which should generally be a Sunday. Workers are entitled to 11 consecutive hours of rest per day.

Overtime

Hours worked over 42 per week are considered overtime. The 43th to 45th hour worked per week are compensated at a Worker’s regular rate. Any hours exceeding 9.5 per day or 45 per week must be compensated at 125% or time off in lieu if agreed to by the Worker. Overtime hours may not exceed 170 hours per year. A Worker who works temporarily at night receives a wage supplement of at least 25%. In the case of permanent night work, the supplemental compensation is at least 10%.

Mandatory Bonuses

Workers are entitled to a 13th-month salary equivalent to 8.33% of the Worker’s annual salary.

Termination

Terminations with proper notice do not require a reason, provided they are not made in bad faith. However, the terminating party must provide a written explanation if requested. Contracts may also end immediately for good cause, by mutual agreement, or upon expiry of a fixed term. Severance may be required where an employment relationship is terminated with a Worker of at least 50 years of age after twenty years or more of service. Severance pay must be no less than two months' salary. Additionally, both abusive (ordinary) terminations and 'unjustified' terminations without notice result in a penalty payment of up to six months' salary. Workers are entitled to the following notices based on their length of service. First 3 months of service — 2 days 4 months to the end of the 6th month of service — 7 days 7 or more months of service — one month, always on the same day of the subsequent month.

Resignation

Workers must observe the same notice periods disclosed in the "Termination" section in resigning. The notice must be written.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.