Hiring Employees in Switzerland: A Comprehensive Guide (2026)

Switzerland draws global talent and international companies for good reason — a stable economy, a highly educated workforce, and a business environment ranked consistently among the world's most competitive.

But hiring here without understanding the compliance requirements first means running straight into one of Europe's most layered employment frameworks: cantonal variation, a three-pillar pension system, mandatory accident insurance, strict working-time rules, and a data protection regime that operates in parallel to — but distinctly from — the EU's GDPR.

For a mid-market company hiring its first Swiss employee, these requirements can turn what looks like a straightforward international hire into months of entity setup, registration, and regulatory groundwork.

Getting the employment contract wrong, failing to enroll a hire in the correct pension fund, or mismanaging Quellensteuer obligations doesn't just create administrative burden — it creates real financial liability.

Switzerland's enforcement bodies, including the State Secretariat for Economic Affairs (SECO) and cantonal compensation offices, are active and precise.

The good news: you don't need a local legal entity to hire in Switzerland compliantly. An Employer of Record (EOR) like Deel can get you to a signed contract and a fully onboarded employee within days — handling payroll, social-insurance registration, pension enrollment, and ongoing compliance obligations on your behalf.

This guide covers everything you need to know: the employment law framework, payroll and tax obligations, statutory benefits, how EOR works in Switzerland, a step-by-step hiring guide, visas and work permits, and termination rules. Whether you're planning your first Swiss hire or building a distributed team there, here's what to expect.

Switzerland employment law: what every employer must know

The Code of Obligations (OR/CO, Arts. 319–362) governs employment contracts, notice periods, and termination. The Labour Act (Arbeitsgesetz, ArG) sets working-time limits, rest requirements, and health-and-safety rules.

On top of these federal rules, cantonal regulations and sector-level Collective Bargaining Agreements (CBAs) add further layers — and they can override some federal defaults in the employee's favor.

Employment status categories

Switzerland draws a clear legal distinction between employees, workers, and self-employed contractors. Each category carries different rights, obligations, and tax treatment:

Misclassifying a contractor as self-employed when they function as an employee exposes your company to back-payment of AHV (pension) contributions, potential SECO fines, and retroactive employment-law liability. SECO and cantonal AHV compensation offices both have authority to reclassify working relationships and issue assessments for back contributions.

Day-one written statement requirement

While the Code of Obligations doesn't mandate a fully written contract from day one, every employer must document the key employment terms — salary, working hours, notice period, job role — promptly after hiring. In practice, any professionally managed employment relationship must have a signed written contract before the employee starts.

Minimum wage nuance

Switzerland has no federal minimum wage. Cantons and sector-specific CBAs set minimum wages independently. Four cantons — Geneva, Jura, Neuchâtel, and Ticino — have legislated cantonal minimums ranging from approximately CHF 20 to CHF 24 per hour in 2026. Employers must verify both cantonal and CBA requirements before finalizing a salary.

Working-time rules

The Swiss Labour Act (ArG, Article 9) sets two statutory weekly hour ceilings:

• 45 hours/week for industrial workers, office employees, technical staff, and salespersons in large retail settings

• 50 hours/week for all other employees (including hospitality, small retail, and service sectors)

Most full-time employment contracts set contractual hours of 40–44 per week, well within these ceilings. Hours beyond the statutory ceiling — excess hours (Überzeit) — attract a mandatory 25% pay premium that cannot be waived by any agreement.

Annual leave entitlement

The statutory minimum is 20 days (four weeks) of paid annual leave per year. Employees under 20 are entitled to 25 days. Cantonal public holidays vary significantly: only Swiss National Day on August 1 is a federal public holiday.

Right-to-work checks under FNIA

All employers are legally required to verify that a new hire has the right to work in Switzerland before employment begins, under the Federal Act on Foreign Nationals and Integration (FNIA).

Data protection — the nFADP. Switzerland is not an EU member, so the EU's General Data Protection Regulation (GDPR) does not automatically apply within Swiss territory. The new Federal Act on Data Protection (nFADP), in force since September 1, 2023, governs employee personal data. Key differences from GDPR:

• Enforcement target: The nFADP targets individuals who violate the law (up to CHF 250,000 per violation), not companies.

• Data Protection Advisor: Recommended but not legally mandatory (unlike mandatory DPO triggers under GDPR).

• Breach notification: "As soon as possible" — no fixed 72-hour window as under GDPR.

• Adequacy determinations: Set by the Swiss Federal Council, not the European Commission.

2026 employment law context

Several sector CBAs are under active renegotiation in 2026, with wage floors being revised upward in construction, hospitality, and professional services. Employers should confirm CBA applicability for their sector and canton at the start of each calendar year.

The cantonal dimension. The canton where an employee physically works determines:

• Quellensteuer tariff tables — Geneva's rates differ significantly from Zug's

• Cantonal minimum wages — applicable in four cantons, subject to annual indexing

• Public holidays — up to eight cantonal holidays per year

• CBA binding scope — may differ by canton for the same role

• FAK family allowance rates — each canton has its own compensation fund

For companies with employees in multiple Swiss cantons, this means managing multiple cantonal registrations and compliance calendars. An EOR with Swiss-wide infrastructure handles this automatically.

Payroll, tax, and employer costs explained

Swiss payroll is structured around five or six distinct contribution streams, each with its own rate, registration authority, and ceiling. The Swiss Federal Tax Administration (FTA/ESTV) oversees income tax and Quellensteuer; the cantonal Ausgleichskasse manages AHV/ALV; the pension fund manages BVG; SUVA or an approved private insurer manages accident insurance.

Quellensteuer — the withholding tax system

Foreign nationals working in Switzerland who do not hold a C permit and are not married to a Swiss citizen are taxed via Quellensteuer — a source-withholding mechanism where the employer deducts income tax directly from each monthly salary payment and remits it to the cantonal tax authority. The applicable rate depends on the canton, civil status, religious affiliation, number of dependent children, and salary level.

Foreign nationals earning above CHF 120,000 gross annually must also file a standard tax return.

Income tax bands

Federal income tax ranges from 0% (below CHF 17,800 annual income) to approximately 11.5% for the highest earners. Total effective tax rates for a mid-range earner at CHF 100,000–150,000 gross typically range from roughly 20% to 35% depending on canton, marital status, and deductions claimed.

AHV/IV/EO employer contributions

Switzerland's first-pillar system (AHV/IV/EO) applies to all employed persons from age 17. The combined contribution rate is 10.6% of gross salary with no upper salary ceiling. The contribution is split equally: 5.3% employer, 5.3% employee.

ALV — unemployment insurance

The Swiss Federal Social Insurance Office (FSIO) administers the unemployment insurance scheme, with a combined contribution rate of 2.2% of gross salary up to CHF 148,200/year — split equally between employer and employee (1.1% each).

BVG — occupational pension (2nd pillar)

Mandatory for all employees earning above CHF 22,680/year. BVG contributions are age-dependent — retirement savings credits as a percentage of coordinated salary:

• Ages 25–34: 7% total

• Ages 35–44: 10% total

• Ages 45–54: 15% total

• Ages 55–65: 18% total

The employer must contribute at least 50% of the total BVG contribution. The minimum interest rate on BVG pension capital in 2026 is 1.25%.

SUVA/UVG — accident insurance

Occupational accident insurance is fully employer-funded. Non-occupational accident (NBU) coverage is mandatory for employees working more than 8 hours/week; the NBU premium is deducted from the employee's pay.

FAK — family allowances

Employers must register with the cantonal family allowance fund and pay cantonal FAK contributions (typically 1–3% of salary, entirely employer-funded).

Employer cost example (CHF 100,000 gross salary, employee in their 30s):

See Deel's dedicated employer costs guide for Switzerland for a detailed breakdown.

13th-month salary

A 13th-month payment is standard practice across Swiss industry and expected by employees — most employment contracts and CBAs include it. Failing to offer a 13th month significantly disadvantages you in Swiss talent markets.

Payroll compliance calendar — key deadlines:

• Monthly: AHV/ALV contributions due to the cantonal Ausgleichskasse

• Monthly or quarterly: Quellensteuer remittance to the cantonal tax authority

• January 30 of each year: Annual AHV salary declaration (Lohnmeldung)

• March 31: Deadline to request a voluntary ordinary tax assessment for Quellensteuer-liable employees

• Annual: BVG pension fund reconciliation and benefit certificate renewal

Missing these deadlines triggers late-payment interest (typically 5% per annum) and can attract administrative penalties.

Statutory benefits and leave entitlements

Switzerland's statutory benefit framework is centered on the three-pillar pension system, mandatory accident insurance, and a series of statutory leave entitlements frequently enhanced by CBAs and employer policy.

Annual leave

The Code of Obligations guarantees a minimum of 20 days (four weeks) of paid annual leave per year for employees 20 and over; employees under 20 are entitled to 25 days. Many sector CBAs and employer policies extend the standard to 25 days.

Sick leave and employer continuation of pay

The Code of Obligations requires employers to continue paying salary during genuine illness or accident for a period that depends on length of service — typically three weeks in year 1, increasing progressively. Most Swiss employers take out private daily sickness insurance (Krankentaggeldversicherung) to cover extended absences, which is not legally mandatory but is considered standard practice.

Maternity, paternity, and parental leave

(funded through the federal income-replacement scheme EO/EOG):

Paternity leave must be taken within six months of the child's birth. Deel manages all EO reimbursement filings for employees it employs as EOR.

BVG occupational pension (2nd pillar). Every employee earning above CHF 22,680/year must be enrolled in a registered BVG pension fund. Contributions are split between employer (minimum 50%) and employee.

Accident insurance (SUVA/UVG). Mandatory occupational accident insurance covers every employee from day one. NBU coverage applies for employees working more than 8 hours/week. UVG covers all medical costs and pays 80% of insured salary from day three of incapacity in the event of a workplace accident.

Health insurance (KVG). Every Swiss resident must independently obtain mandatory basic health insurance from an approved insurer. Monthly premiums range from CHF 350 to CHF 650+ per month. Employers aren't legally required to contribute but many offer a voluntary monthly subsidy (often CHF 100–200/month) to remain competitive.

Employee wellness and supplementary benefits:

• Supplementary health insurance (Zusatzversicherung): Many employers offer a contribution toward semi-private or private hospital coverage. Not mandatory but common at mid-market and enterprise level.

• Home-working and mobility allowances: Many Swiss contracts now formalize hybrid or remote working arrangements and a monthly home-office supplement.

• Company pension top-ups: Contributing above the BVG minimum 50% — or operating an "over-mandatory" pension plan — is a meaningful retention benefit.

• Professional development contributions: Common in professional-services and technology sectors.

The statutory floor in Switzerland is genuinely a floor — a well-benchmarked total compensation package at mid-market level includes supplementary health cover, a pension contribution above the BVG minimum, and home-office provisions.

Hiring without a Swiss entity — how an Employer of Record works

Setting up a Swiss legal entity is a multi-month process: cantonal commercial registry registration, AHV compensation office registration, pension fund selection, accident insurance carrier setup, and ongoing statutory compliance obligations requiring local directors and accounting infrastructure.

For a mid-market company hiring its first one or five employees in Switzerland, the cost and time of entity setup is disproportionate before operations are established.

An Employer of Record lets you hire without establishing a Swiss entity. Deel becomes the legal employer of your Swiss hire and handles applicable employer obligations — payroll, social-insurance contributions, pension enrollment, accident insurance, Quellensteuer management, and contract issuance — while you retain day-to-day management of the individual's work, performance, and direction.

Control vs. responsibility — what stays with you and what Deel takes:

Swiss misclassification risk — the AHV liability test

SECO and cantonal AHV offices apply a substance-over-form test: economic dependence on a single client, integration into the client's workflow, fixed hours, use of company equipment, and absence of genuine commercial risk all point toward employment. If a relationship is reclassified, the engaging company becomes liable for back AHV/ALV contributions. Employing workers through an EOR when the relationship is genuinely employment can substantially reduce contractor-misclassification exposure.

EOR vs. own Swiss entity — a direct comparison:

When to set up your own entity

If Switzerland becomes a core operating location with a large team, significant local contracts, or a need to sponsor work permits for non-EU/EFTA nationals, setting up your own entity becomes the right structural choice.

The Deel EOR vs. owned entity guide can help you model the financial crossover point.

Read the full pros and cons of EOR hiring to understand what each model involves before committing.

What makes Deel's EOR solution in Switzerland different

Deel's EOR solution provides Swiss-specific infrastructure and operational support, including:

• Local compliance expertise: Deel's Swiss employment framework covers all 26 cantons, with Quellensteuer tariff table management updated to current cantonal rates.

• BVG fund relationships: Deel maintains established relationships with registered BVG pension funds, enabling rapid enrollment from day one.

• EO claims management: Maternity and paternity EO reimbursements require active administration; Deel handles this within its platform.

• Integrated offboarding: When employment ends, Deel completes the full statutory offboarding workflow — Arbeitszeugnis, pension transfer, authority deregistration.

• nFADP-compliant data architecture: Deel stores and processes employee data in compliance with Swiss privacy law, with clear retention and deletion protocols.

Step-by-step guide to hiring an employee in Switzerland

Whether you hire through an entity or an EOR, hiring in Switzerland involves seven compliance stages. When using Deel's EOR solution, steps four and five, plus the applicable operational elements of steps six and seven, are handled by Deel for EOR employees, with required information and decisions supplied by the client.

There are two key variables that shape every Swiss hire: which hiring model you use and what the employee's right-to-work status is. Clarifying both before you post the role prevents false starts.

Step 1: Choose your hiring model (entity vs. EOR vs. contractor)

Your hiring model determines your setup timeline, compliance obligations, and the populations you can hire:

• Own entity: Full flexibility, including non-EU/EFTA work permit sponsorship. Requires 3–6 months of setup. Best for established Swiss operations.

• EOR (via Deel): Fastest path to a compliant hire for Swiss nationals, EU/EFTA nationals, and holders of qualifying permits. Active in days. Best for first hires and growing teams.

• Independent contractor: Appropriate only for genuinely project-based, commercially independent engagements. Carries misclassification risk if the engagement resembles employment. Employers must assess the relationship against the AHV liability test criteria before classifying anyone as self-employed.

Step 2: Verify right to work under FNIA

Every hire requires a right-to-work verification before their start date. The process depends on nationality:

• Swiss nationals: Verify passport or Swiss identity card. Retain a copy.

• EU/EFTA nationals — engagements ≤90 days: Submit a notification via the federal online portal (meldepflicht.admin.ch). No permit required; notification must be submitted before work begins.

• EU/EFTA nationals — engagements >90 days: A B permit (for longer-term employment) or L permit (for short-term engagements under one year) is required.

• Non-EU/EFTA nationals: The employee must hold a valid work permit (or qualifying non-work-based permit) before employment begins. Deel's EOR solution cannot sponsor work-based permits for non-EU/EFTA nationals under Swiss staff-leasing rules. The individual must already hold qualifying status.

Step 3: Draft and issue a compliant employment contract

A Swiss employment contract governed by the Code of Obligations must include, at minimum:

• Parties: Full legal names and addresses of both employer and employee

• Start date and, for fixed-term contracts, the end date

• Probation period: Default is one month; can be extended up to three months by written agreement. During probation, notice is seven days

• Job title, duties, and place of work

• Working hours and reference to the applicable Labour Act ceiling

• Salary: Gross monthly amount, payment frequency, and 13th-month provisions

• Holiday entitlement: At minimum four weeks (20 days)

• Notice periods: Must match or exceed statutory minimums; identical for both parties

• CBA reference: State the applicable CBA if one applies

• Data protection clause: Reference to nFADP obligations

For guidance on international employment contracts more broadly, see what is an international employment contract.

Step 4: Register with the local tax/payroll authority

Before issuing the first salary payment, the employer or EOR must register with the cantonal AHV compensation office (Ausgleichskasse) in the canton where the employee is based. This registration triggers:

• AHV/IV/EO contributions: Monthly remittances based on gross salary; annual salary declaration by January 30

• ALV contributions: Deducted and remitted alongside AHV

• FAK family allowances: Registration with the cantonal fund; contributions due from first salary

Registration must happen before the employee's first salary payment — retroactive registration triggers late-payment interest.

Step 5: Set up pension/benefits enrollment

Two benefit enrollments are time-sensitive at the start of every new employment:

• BVG pension fund enrollment: Every qualifying employee (annual salary >CHF 22,680) must be enrolled in a registered occupational pension fund within the statutory timeframe. If you don't already have a BVG fund relationship, you can use the Stiftung Auffangeinrichtung BVG as the default.

• Accident insurance (SUVA/UVG): Occupational accident coverage must be in place from day one. For employees working more than 8 hours/week, NBU coverage is simultaneously mandatory.

Deel manages both enrollments for EOR employees before the start date, using the information and approvals provided during onboarding.

Step 6: Run the onboarding workflow

Once contracts are signed and registrations are complete, the operational onboarding workflow covers:

• Day-one documentation: Verify and retain copies of identity document, residence/work permit, and bank account details. Collect the employee's tax residency status and civil status for Quellensteuer tariff code assignment.

• Quellensteuer setup: Determine the applicable tariff code (A0N, B, C, H, etc.) based on nationality, permit type, civil status, religious affiliation, and whether the employee's spouse also works.

• Payroll enrollment: Configure all deduction parameters: AHV/IV/EO, ALV, BVG employee share, NBU premium, and Quellensteuer rate.

• BVG notification: Issue the employee their pension fund benefit certificate.

• Health insurance reminder: Inform the employee of their obligation to independently enroll in mandatory KVG health insurance if not already covered.

Step 7: Maintain ongoing compliance

Swiss employment compliance requires active ongoing management. Key recurring obligations include:

• Monthly AHV/ALV remittances to the cantonal Ausgleichskasse, with annual salary declaration by January 30

• Quellensteuer remittances to the cantonal tax authority

• BVG annual reconciliation: Confirm contribution correctness; manage leavers' pension transfer requirements

• CBA monitoring: Track CBA renegotiations; update wages when a CBA binding rate changes

• nFADP data management: Maintain records of processing activities; honor data-subject access requests; manage offboarding data deletion

• Working-time records: Maintain records of hours, overtime, and rest periods

The most common compliance failure points: missing CBA wage-floor updates, incorrect Quellensteuer tariff codes not updated on personal-circumstance changes, late BVG enrollment, and cross-cantonal commuter withholding errors.

For EOR employees, Deel continuously applies applicable payroll and employment requirements as circumstances change, including tariff-code updates based on reported employee changes, management of applicable deadlines and CBA requirements, and payroll compliance checks.

Hiring internationally into Switzerland — visas and right to work

Switzerland's work authorization framework operates on two distinct tracks: a bilateral agreement framework for EU/EFTA nationals and a quota-based, labor-market-test system for nationals of all other countries.

EU/EFTA nationals — the free-movement framework

Under the Agreement on the Free Movement of Persons (AFMP), EU and EFTA nationals have a right to live and work in Switzerland, but the mechanics depend on the duration:

• Short-term work (≤90 days in a calendar year): Notification to the cantonal authority via the federal online portal is required before work begins. No permit application needed.

• Longer-term work (>90 days): A residence permit is required. The standard route is the B EU/EFTA permit (annual permit, renewable). An L permit covers short-term engagements of less than one year.

• Cross-border commuters — the G permit: EU/EFTA nationals residing in neighboring border regions who commute to Switzerland can hold a G permit. French commuters working in most Swiss cantons pay income tax in France, except those based in Geneva.

Non-EU/EFTA nationals — quota-based admission

For nationals of countries outside the EU/EFTA:

• Quota constraints: Switzerland allocates annual federal and cantonal quotas for B and L permits for non-EU/EFTA workers. Quotas can be exhausted, particularly in Zurich and Geneva and sectors like technology and finance.

• Labor market test: Employers must demonstrate that the position could not be filled by a Swiss national or an EU/EFTA national already residing in Switzerland.

• Eligibility criteria: Generally restricted to managers, specialists, and highly qualified professionals.

• Processing time: Processing typically takes 2–4 months. The State Secretariat for Migration (SEM) provides federal-level oversight of the quota system.

Scope of Deel's EOR solution for non-EU/EFTA nationals

Because Swiss staff-leasing regulations restrict which employee populations an EOR can employ, Deel's EOR solution is designed for Swiss nationals, EU/EFTA nationals, and holders of qualifying non-work-based permits — including C permits, family-based B permits, and Ci permits.

For non-EU/EFTA nationals who need a work-based B or L permit, a locally registered Swiss entity must sponsor the application. Deel cannot sponsor work-based permits. Employers must verify the candidate's right-to-work status before initiating an EOR engagement.

For a full guide to permit types, processing steps, and timelines, see Deel's dedicated resource: how to get a visa and work permit in Switzerland.

Practical employer actions for a cross-border hire

Before extending an offer to a non-Swiss candidate:

• Confirm nationality and permit status: EU/EFTA (notification or B/L permit route) or non-EU/EFTA (quota-based, entity-only sponsorship)

• For non-EU/EFTA candidates, confirm with the cantonal migration office whether B permit quota is available

• Set a realistic timeline: EU/EFTA B permit processing typically runs 4–8 weeks; non-EU/EFTA runs 2–4 months

• If using Deel's EOR solution, verify that the candidate holds a qualifying permit or status before initiating the engagement

Termination, redundancy, and offboarding

Switzerland applies the principle of freedom of dismissal (Kündigungsfreiheit): either party may terminate an open-ended employment contract without stating a reason, provided the applicable notice period is observed.

Statutory notice periods

Under Article 335c of the Code of Obligations:

Notice periods must be identical for employer and employee — if different periods are agreed in the contract, the longer one applies to both parties. Notice always takes effect at the end of a calendar month.

Protected periods (blocking periods). Notice given during a protected period is void:

• Illness or accident: 30 days in year 1, 90 days in years 2–9, 180 days from year 10 onward

• Pregnancy and post-birth: The entire pregnancy and 16 weeks following birth

• Military or civilian service: During service and four weeks before and after

If incapacity arises after notice has already validly been given, the notice period is suspended for the protected duration and resumes upon the employee's return to work.

Abusive termination

Dismissal is considered abusive if it targets an employee for exercising statutory rights, discriminates on protected grounds, or is contrary to good faith. Abusive termination does not void the dismissal but can result in an indemnity of up to six months' salary.

Collective dismissal rules

Employers intending to terminate 30 or more employees within 30 days for operational reasons (in companies with 250+ employees) must notify the cantonal employment authority and enter into social-plan negotiations. Thresholds apply at smaller scales: at least ten redundancies in a company with 20–99 employees trigger notification obligations.

Statutory severance

Switzerland has no general statutory severance payment. A limited entitlement under Art. 339b Code of Obligations applies only where the employee is at least 50 years old and has worked for the same employer for at least 20 years.

The Arbeitszeugnis — Switzerland's mandatory employment certificate

When employment ends, the employer must provide an Arbeitszeugnis (employment certificate) upon the employee's request. It must be truthful, complete, and written in a way that doesn't unfairly disadvantage the employee in the job market. Coded negative language — using deliberately bland phrases to signal problems without stating them — is legally actionable.

Mutual termination agreements

Both parties can agree to end the employment relationship on any mutually agreed date, bypassing standard notice periods. A mutual termination agreement (Aufhebungsvertrag) must be genuine — Swiss courts have voided agreements where the employee was under duress or the terms were significantly imbalanced.

Garden leave

An employer can release an employee from work obligations during the notice period while the salary continues. Any remaining holiday entitlement is generally deemed to be taken during the garden-leave period, but this must be clearly documented.

Offboarding through Deel

When an employment relationship through Deel's EOR solution in Switzerland is terminated, Deel manages the applicable legal-employer offboarding workflow in coordination with the client, including:

• Drafting and serving the termination notice in compliance with the Code of Obligations

• Processing the final salary payment with all statutory deductions

• Issuing the Swiss employment certificate (Arbeitszeugnis)

• Managing BVG pension capital transfer to the employee's nominated new pension fund or the Stiftung Auffangeinrichtung

• Deregistering with the cantonal Ausgleichskasse, pension fund, and accident insurance carrier

• Managing nFADP-compliant data deletion or retention for all employee records

Hire in Switzerland with Deel

Switzerland offers genuinely world-class talent — and hiring there compliantly from the start protects both your company and your employees. The cost of getting it wrong is real: back-payments of AHV contributions, Quellensteuer penalties, BVG enrollment failures, and nFADP violations all carry financial and legal consequences that grow more costly the longer they persist.

Deel's EOR solution handles applicable legal-employer, payroll, benefits-administration, and statutory filing obligations in Switzerland, so you can focus on the work, not the infrastructure.

Here's what Deel specifically covers for Swiss hires:

• Compliant employment contracts drafted to Swiss legal standards (Code of Obligations, applicable CBA) — issued within days of a hiring decision

• Full payroll and Quellensteuer management — AHV, ALV, BVG, SUVA/UVG contributions calculated, remitted, and reported correctly every payroll cycle

• BVG pension fund enrollment and administration — including benefit certificates, contribution reconciliation, and leavers' pension capital transfers

• Right-to-work assessments for EU/EFTA nationals and notification-system handling for short-term engagements

• Statutory leave management — maternity, paternity, and adoption leave handled compliantly with EO reimbursement filings submitted on your behalf

• Compliant offboarding — termination notices, final pay, Arbeitszeugnis, pension transfers, authority deregistration, and nFADP-compliant data management

Speed matters too. Where entity setup takes months, Deel's EOR solution can onboard eligible Swiss hires — contract signed, payroll live, social insurance registered — in approximately 3–9 business days.

Book a demo below to see how Deel can help you hire compliantly in Switzerland today.