Employer of record services in Switzerland
Grow your team in Switzerland without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.
Loved by our Customers
Quickly & easily employ in Switzerland without an entity
Entity-free employment
Stay compliant
Dedicated support
Sync with your HR systems
“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
Employing in Switzerland made simple
Growing your workforce in Switzerland doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.
Global Employee Cost Calculator
Estimate the cost of your new hire with our calculator. Simply enter their location and salary information in to this handy tool to see what will be spent in employment costs each month.
Employment Cost Calculator
*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expertSwitzerland
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More than an Employer of Record.
Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.
Market Selection Advisory
Compare available talent, compensation, additional costs and regulations across different countries
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Salary Benchmarking
Identify and prioritize markets for growth based on talent, cost & regulations
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Global Skills Analysis
Map skill availability by region to align talent strategies with business goals..
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Talent Acquisition
Find, hire & onboard the highly skilled team members you need in each locality.
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Talent Strategy Optimization
Optimize your talent strategy to enable your organization to achieve it’s global ambitions.
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Frequently asked questions
Yes. We manage AHV/IV/EO (old age, disability, and income compensation) social contributions, split roughly evenly between employer and employee, along with mandatory BVG/LPP occupational pension contributions once an employee’s salary exceeds the statutory entry threshold. Switzerland has no unified federal minimum wage, though some cantons set their own, and withholding tax rules differ for foreign nationals without a Swiss permanent residence permit.
Since Switzerland’s mandatory health insurance is purchased individually by employees rather than through the employer, a supplementary health contribution or allowance is a meaningful differentiator, alongside an enhanced BVG pension contribution above the statutory minimum. Given Switzerland’s high cost of living, total compensation benchmarking against Swiss market rates matters more here than in most European markets.
Statutory notice periods generally run one month during the first year of service, two months from the second to ninth year, and three months after, though contracts and collective agreements can extend this. Switzerland is relatively employer-friendly on termination by European standards, though dismissals during illness, pregnancy, or military service trigger statutory protection periods that suspend notice.
An EOR can typically onboard within one to two weeks for AHV registration and contract issuance, compared with the several weeks to a couple of months needed to incorporate a Swiss entity (such as a GmbH or AG) and register with cantonal tax and social security authorities. Non-EU/EFTA hires additionally require a work permit, which an EOR with existing Swiss registrations can often navigate faster.
Switzerland’s cantonal variation in tax and permit rules, combined with mandatory BVG pension thresholds, requires local expertise to manage correctly. An EOR handles that compliance and the associated liability, letting you access Swiss talent, particularly in finance, pharma, and precision engineering, without the cost and complexity of Swiss entity incorporation.
Hire Anywhere with Our EOR Services
We help you legally employ and pay talent across 180+ countries—so you can scale faster.
