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If you are interested in hiring a remote team in Switzerland, or even just individual remote employees in Switzerland, then you have come to the right place!
Rivermate is an Employer of Record (EOR) that offers Switzerland payroll solutions. As a Switzerland payroll provider, we will cover everything from salary, benefits, employer-to-employee contributions, and especially payroll compliance in Switzerland. We are confident Rivermate’s payroll solutions Switzerland will help you grow as a business—because now, you won’t have to worry about your payroll solutions Switzerland. We take care of everything payroll!
With Rivermate, you can run Switzerland payroll services in just one click—regardless of currency, benefits, insurance, and your local labor laws. Everything is automated. Our priority is for you to focus on your company’s strategy and growth.
Our Rivermate Global Payroll services are made especially for startups and scaleups. We know that startups try to be extra prudent when it comes to choosing a payroll provider, so it is our mission at Rivermate to be your most reliable and cheapest payroll provider option. So if you’re looking for global payroll providers for small businesses, look no further and book a call with us now!
To set up payroll in Switzerland, you must first register your subsidiary with the Commercial Register. Notarized bylaws and founding documents, as well as an application, are required. Companies must also open a Swiss bank account with at least $100,000 in capital.
The federal corporate income tax (CIT) rate in Switzerland is 8.5% on profit after tax. Additional costs are levied at the cantonal and communal levels, so your CIT can range between 11.5% and 24.2% depending on where your company is located in Switzerland. In addition, the country has a complicated income tax rate for employees that varies depending on how much money a worker earns.
Companies that wish to expand their operations globally have four different payroll options in Switzerland. These payroll options are:
1. Internal Payroll. This payroll option is applicable for already established companies in Switzerland. It includes devoting an entire Human Resources staff to running the company's payroll procedures.
2. Remote Payroll. Smaller firms may lack the capacity to handle their own payroll, but they may add their workers to the parent company's payroll. This action, on the other hand, requires considerable thinking. You must guarantee that you follow the rules and laws of each nation.
Working with a local outsourcing firm is one method to retain money in the local economy, but you'll still need to study all of the local rules and regulations, since you'll be held responsible.
3. Switzerland payroll outsourcing: Outsourcing your payroll to an Employer of Record in Switzerland, such as Rivermate, is another alternative for Andorra payroll outsourcing. We can manage all aspects of your payroll, including compliance. Send us a note and we'll get back to you as soon as possible!
It is the obligation of the employer to ensure that all payroll-related transactions are properly documented and recorded. All salaries and compensation payments must adhere to the local minimum wage as well as other applicable laws and regulations.
Rivermate's payroll services in Switzerland can assist you in staying in compliance with the country's ever-changing payroll rules. We provide an all-inclusive solution that covers everything from compliance and reporting to salary payments.)
Companies that have a business presence in Switzerland have different ways of managing payroll. However, most of the options you have for running payroll in Switzerland are either expensive or require establishing a subsidiary in Switzerland. The cheapest, most efficient, and most reliable payroll processing system in Switzerland is by outsourcing payroll to Employers of Record (EOR) in Switzerland. Rivermate is one of those Employers of Record.
At Rivermate, we offer you the most efficient, most compliant, and cheapest HR and Payroll Management services in Switzerland. We do this by taking care of your payroll-related needs, such as keeping track of your employees’ financial records, including incentives, gross and net salary, and payslips, all the while staying compliant with the labor laws in Switzerland. Because we do your online payroll management for you, you can have absolute focus on your business’ strategy and growth.
Rivermate is all about growth through collaboration and we achieve this by offering the most reliable yet cheapest services for managing payroll for small businesses in Switzerland.
If an employment contract is concluded for a specified period of time or for the performance of a specified task, it terminates automatically at the end of that period or upon completion of the task, unless the employment contract is extended. In the latter situation, the employment contract becomes an indefinite-term contract. Regardless of the employment contract's set period, the parties are free to agree on abrupt termination at any moment. If an employment contract is not fixed in duration, either the employer or the employee may cancel it at any time by giving notice of termination, however the minimum notice period required varies according to the prior duration of the work connection. Both the employer and the employee have the right to cancel the employment contract without prior notice if a "serious cause" exists. A severe cause is any event in which the terminating party's loyalty and trust in the work relationship may no longer be reasonably expected.
While there is no legal minimum wage in Switzerland, the majority of voluntary collective bargaining agreements include minimum compensation provisions ranging from 2,200 to 4,200 francs per month for unskilled workers and 2,800 to 5,300 francs per month for skilled personnel.
In Switzerland, the standard workweek for industrial workers, office personnel, technical personnel, and retail employees is 45 hours. All other employees are limited to 50 hours per week. Having said that, standard work hours vary by employer, job requirements, and industry, and the majority of employees work between 40 and 42 hours per week.
Anyone staying in Switzerland for more than three months, including non-residents, is required to buy private health insurance. All health insurance firms provide a basic coverage that is reasonably priced, and insurers are obliged to insure all applicants. Many people augment their basic insurance with extra coverage.
All Swiss citizens are required to have health insurance, which covers the expenses of medical treatment and hospitalization. Residents must contact insurance providers since employers are not always responsible for obtaining coverage. Even if the policy specifies that it covers medical treatment in Switzerland, most Swiss insurance authorities will not recognize it.
An annual individual health insurance package may cost up to CHF 10,000 depending on the amount of coverage. Residents must additionally contribute to the cost of treatment by paying a CHF 300 yearly deductible and a 10% surcharge on expenses over and above the excess, up to a maximum of CHF 700.
Some companies provide supplemental private insurance plans that cover treatments that are not covered by the basic insurance or that enhance the quality of accommodation and service in the event of hospitalization.