Switzerland is synonymous with precision, innovation, and global business excellence. Known for its strong financial services sector, cutting-edge pharmaceutical industry, and thriving technology ecosystem, the country consistently ranks among the world’s most competitive economies. Zurich, Geneva, and Basel serve as global hubs for banking, biotech, and international organizations, while Zug has earned a reputation as Europe’s “Crypto Valley.”

For global employers, Switzerland offers a highly skilled, multilingual workforce and a stable regulatory environment that attracts both established corporations and high-growth startups. However, the employment landscape is uniquely complex. Switzerland’s decentralized federal system means employment rules and tax rates can differ by canton, and social security obligations require careful navigation. Setting up a legal entity often involves significant time and capital investment, delaying entry into this lucrative market.

Many businesses overcome these hurdles by partnering with an Employer of Record (EOR) in Switzerland. With Gloroots as your EOR partner, you can hire Swiss talent compliantly without setting up a local entity. Gloroots manages payroll, contracts, benefits, and tax compliance, enabling you to focus on building high-performing teams in one of the world’s most competitive economies.

What are the key facts about Switzerland’s economy and workforce?

Switzerland consistently ranks among the world’s most prosperous and competitive economies. With a GDP per capita among the highest globally, the country is a powerhouse in finance, life sciences, precision engineering, and technology. Global corporations such as Nestlé, Novartis, UBS, and Credit Suisse are headquartered in Switzerland, while Zurich and Geneva serve as international financial and diplomatic centers. Basel has become Europe’s biotech hub, and Zug has earned global recognition as “Crypto Valley” for blockchain innovation.

Switzerland’s workforce is internationally recognized for its high productivity, technical expertise, and multilingual proficiency. More than 40% of employees hold tertiary-level education, with universities like ETH Zurich and EPFL Lausanne producing world-class STEM graduates. The dual-track vocational training system ensures a steady pipeline of highly skilled professionals in both technical and managerial fields.

For global employers, Switzerland offers a unique mix: a highly educated talent pool, stable political and legal frameworks, and strong connections to EU and global markets despite not being an EU member. This makes the country an attractive hub for multinational headquarters and cross-border operations.

What is the work culture and talent pool like in Switzerland?

Switzerland’s work culture blends precision, efficiency, and respect for work-life balance. Swiss workplaces are generally formal and structured, with a high emphasis on punctuality, professionalism, and quality. Hierarchies exist but decision-making often values consensus, particularly in multinational and cross-cultural teams.

White-collar talent is concentrated in finance, pharmaceuticals, engineering, and IT. Zurich and Geneva are global hubs for banking and international organizations, Basel leads in life sciences, and Zug has emerged as Europe’s blockchain capital. Switzerland’s multilingual workforce makes it uniquely positioned for global business operations.

Employees are highly skilled, with strong representation in STEM fields thanks to institutions like ETH Zurich and EPFL Lausanne. The dual vocational training system also ensures a pipeline of technically proficient professionals. English is widely used in international companies, though regional languages (German, French, Italian) dominate in domestic business contexts.

For employers, Swiss professionals bring technical expertise, cross-border adaptability, and a strong sense of accountability—qualities that make them valuable assets to globally expanding teams.

Data Snapshot: Switzerland’s Talent Pool

Q. What is the process of setting up an entity in Switzerland?

Establishing a legal entity in Switzerland is a structured but resource-intensive process. The most common entity types are the GmbH (limited liability company) and the AG (public limited company). To incorporate, companies must secure a Swiss registered office, deposit minimum share capital (CHF 20,000 for a GmbH; CHF 100,000 for an AG), and notarize incorporation documents. At least one director must be a Swiss or EU/EFTA resident.

The process typically involves:

• Choosing the legal structure (AG or GmbH).
• Depositing share capital into a Swiss bank account.
• Drafting and notarizing Articles of Association.
• Registering with the Commercial Register.
• Obtaining a VAT number (if applicable).
• Registering for social security contributions (AHV/IV/EO/ALV).

Entity setup can take 6–12 weeks, depending on canton-specific requirements. Additionally, ongoing compliance involves maintaining local accounting records, filing tax returns, and adhering to labor laws that may vary across Switzerland’s federal system.

For many global companies, this level of administrative investment can delay market entry. Instead, partnering with an Employer of Record (EOR) like Gloroots allows businesses to hire employees in Switzerland immediately—without establishing a local entity. Gloroots manages payroll, compliance, and benefits while ensuring full alignment with Swiss labor laws.

Q. What are the main benefits of using Gloroots as an Employer of Record in Switzerland vs. setting up your own entity?

While Switzerland is a prime destination for multinational companies, establishing a local entity is both costly and time-consuming. Beyond the required capital deposit, employers must navigate complex canton-specific labor regulations, payroll compliance, and local representation requirements. This creates significant overhead for companies that want to test the market, hire niche talent, or scale quickly.

By contrast, partnering with Gloroots as an Employer of Record (EOR) enables companies to bypass these hurdles. With Gloroots, you can hire Swiss employees in days rather than months, without investing in a local entity. We handle employment contracts, payroll management, statutory benefits, and tax compliance on your behalf—while you focus on building and managing your team.

This model reduces compliance risk, accelerates market entry, and provides cost predictability through transparent EOR pricing. Whether you’re hiring a single specialist in Basel or a full team in Zurich, Gloroots ensures full compliance and seamless workforce management.

Direct Entity vs. Gloroots EOR in Switzerland

Q. What are the key employment laws in Switzerland that employers should know?

Switzerland has a well-structured labor framework that balances employee protections with employer flexibility. While employment law is primarily governed at the federal level, some provisions can vary across cantons. Employers must be mindful of statutory requirements related to contracts, working time, and leave entitlements.

• Employment Contracts: Swiss law permits both fixed-term and indefinite contracts. Written contracts are recommended and should clearly define role, salary, working hours, probation, and termination terms.
• Working Hours: The legal maximum is 45 hours per week for office workers, technicians, and sales staff, and 50 hours for other workers. Standard practice is 40–42 hours.
• Overtime: Employees may work overtime up to a capped limit (generally 170–140 hours annually depending on sector). Overtime must be compensated at 125% of the hourly wage unless otherwise agreed in writing.
• Minimum Wage: There is no nationwide minimum wage, but several cantons (Geneva, Neuchâtel, Ticino, Basel-Stadt, Jura) have introduced their own, averaging CHF 20–24/hour. Collective agreements may also set minimums.
• Maternity Leave: Female employees are entitled to 14 weeks of paid maternity leave at 80% of salary. Some cantons and CBAs extend this entitlement.
• Paternity Leave: Fathers are entitled to 2 weeks of paid leave, taken within 6 months of birth, paid at 80% of salary.
• Annual Leave: Employees receive a minimum of 4 weeks’ paid annual leave (5 weeks for those under 20). Many employers provide 25–30 days for white-collar roles.
• Sick Leave: Employees are entitled to paid sick leave, with duration depending on years of service and canton-specific rules. Employers often provide insurance to cover extended absences.

Gloroots helps employers stay compliant by embedding these requirements into local contracts, managing leave entitlements, and ensuring payroll reflects Swiss labor law.

Direct Entity vs. Gloroots EOR in Switzerland (Employment Laws)

Q. What are the main visa and work authorization options in Switzerland?

Switzerland is not part of the EU but has bilateral agreements with the EU/EFTA, which shape its immigration policies. Work authorization depends on an employee’s nationality and role. Employers must ensure the correct permits are in place before hiring foreign nationals.

1. EU/EFTA Nationals

• Benefit from freedom of movement under bilateral agreements.
• Can live and work in Switzerland with minimal restrictions, though they must register locally if staying beyond 3 months.
• Residence permits (B permit) or short-term permits (L permit) are typically issued quickly.

2. Non-EU/EFTA Nationals

• Subject to stricter quotas and approval processes.
• Employers must prove a labor market test (i.e., no suitable Swiss/EU candidates available).
• Common permits include:
  • L Permit: Short-term (up to 1 year, renewable).
  • B Permit: Initial residence and work permit (usually 1 year, renewable annually).
  • C Permit: Permanent residence, typically after 10 years (5 years for some EU/EFTA nationals).

3. Highly Skilled Workers
Switzerland prioritizes permits for specialists in fields such as IT, pharmaceuticals, engineering, and finance. Quotas apply, and employers must demonstrate the necessity of the hire.

4. Intra-Company Transfers
Multinational companies may transfer employees from abroad under specific provisions, but permits are still subject to federal quotas.

Navigating visa requirements can be time-consuming and varies by canton. With Gloroots as your Employer of Record, immigration support is included—ensuring employees receive the right permits while remaining fully compliant.

Direct Entity vs. Gloroots EOR: Visa & Immigration in Switzerland

Q. What are the risks of misclassification in Switzerland?

In Switzerland, worker classification is a critical compliance issue. The distinction between an employee and an independent contractor depends on several factors, including the degree of control, economic dependency, and integration into the employer’s organization. Misclassifying contractors as employees—or vice versa—can result in significant legal, tax, and financial consequences.

Key Criteria for Determining Employment vs. Contracting

• Control & Supervision: Employees work under the employer’s direction; contractors maintain independence.
• Economic Dependence: Employees rely on a salary, while contractors bear financial risk and provide their own tools.
• Integration: Employees are integrated into the company’s structure (team meetings, company email), whereas contractors operate independently.
• Exclusivity: Contractors typically serve multiple clients; exclusivity suggests employment.

Penalties for Misclassification in Switzerland

• Retroactive payment of social security contributions (employer + employee share).
• Retroactive tax liabilities, plus interest.
• Fines and administrative sanctions from Swiss authorities.
• Possible reputational damage and disputes with employees.

For global companies unfamiliar with Swiss regulations, the risks are substantial. Partnering with Gloroots as an Employer of Record eliminates this risk—since Gloroots hires workers as compliant employees under Swiss law, while contractors are engaged through proper contractor management.

Direct Entity vs. Gloroots EOR: Misclassification Risk

Q. How does an EOR help you run payroll in Switzerland?

Running payroll in Switzerland requires strict adherence to federal and canton-specific regulations. Employers must comply with requirements for income tax, social security contributions, pension schemes, and insurance. Payroll reporting is highly regulated, and mistakes can trigger penalties or employee disputes.

Key Payroll Compliance Requirements in Switzerland

• Withholding Tax: Employers must deduct income tax at source for non-resident employees and certain resident foreign workers. Swiss nationals and most residents pay taxes through annual tax returns.
• Social Security Contributions (AHV/IV/EO/ALV): Employers and employees share contributions for old-age, survivors, disability insurance, loss of income, and unemployment insurance.
• Occupational Pension (BVG/LPP): Mandatory second-pillar contributions for employees above a minimum salary threshold.
• Accident Insurance (UVG): Employers must provide accident insurance, covering occupational and non-occupational accidents.
• Family Allowances: Employers must register employees to ensure they receive cantonal family benefits where applicable.
• Payroll Reporting: Employers must file monthly/annual payroll reports with tax and social security authorities.

For companies setting up directly, these obligations can be administratively heavy—especially given variations across cantons.

With Gloroots as your Employer of Record, payroll is managed end-to-end. We handle salary disbursements in CHF, calculate and remit tax and social contributions, ensure employee benefits compliance, and provide payslips aligned with Swiss standards. This reduces administrative risk and ensures employees are paid accurately and on time.

Direct Entity vs. Gloroots EOR: Payroll in Switzerland

Q. How does tax compliance work in Switzerland?

Switzerland’s tax system is unique because taxation occurs at federal, cantonal, and municipal levels. This means effective tax rates vary depending on where an employee lives and works. Employers must ensure accurate withholding, social contributions, and reporting to multiple authorities.

Income Tax Rates in Switzerland (2024)

Switzerland does not have a unified national income tax rate. Instead:

• Federal income tax is progressive, up to 11.5%.
• Cantonal & municipal taxes vary widely. For example, Zurich has an effective combined top rate of ~40%, while Zug offers one of the lowest (~23%).
• Married individuals and families benefit from tax allowances.

Employee & Employer Contributions (Social Security & Insurance)

Both employer and employee contribute to Switzerland’s extensive social security system:

• Old Age & Survivors Insurance (AHV): ~4.35% (shared equally).
• Disability Insurance (IV): ~0.7% (shared equally).
• Income Compensation (EO): ~0.25% (shared equally).
• Unemployment Insurance (ALV): ~2.2% on income up to CHF 148,200; additional solidarity contributions above that.
• Pension (BVG/LPP): Mandatory 2nd-pillar contributions (rates increase with employee age, ~7%–18% of insured salary).
• Accident Insurance (UVG): Employer covers occupational accidents; employees contribute for non-occupational accidents.
• Family Allowances: Employer-funded, amount varies by canton.

Compliance Complexity

Employers must handle:

• Registration with federal and cantonal tax/social security offices.
• Regular filing of payroll and contribution reports.
• Managing tax at source for foreign employees and non-residents.

For multinational companies, navigating these multi-layered tax obligations is time-consuming and prone to errors.

With Gloroots as your Employer of Record, all Swiss tax and social security obligations are managed seamlessly. We ensure correct salary withholding, employer contributions, and timely filings across cantons—reducing compliance risk and guaranteeing employees receive accurate payslips.

Direct Entity vs. Gloroots EOR: Tax Compliance in Switzerland

Q. What benefits and entitlements do employees in Switzerland receive?

Switzerland combines strong statutory protections with market-driven perks. Employers must comply with federal and cantonal labor requirements while also competing for top talent in a high-cost labor market.

Statutory Benefits

These are the minimum legal entitlements employers must provide:

• Annual Leave: At least 4 weeks (20 days); employees under 20 get 5 weeks. Many employers offer 25–30 days.
• Public Holidays: Varies by canton (8–15 days annually).
• Maternity Leave: 14 weeks at 80% of salary, subject to caps. Some CBAs extend benefits.
• Paternity Leave: 2 weeks at 80% of salary, taken within 6 months of birth.
• Sick Leave: Salary continuation required under the Code of Obligations, with duration linked to years of service. Employers often add daily sickness insurance for longer absences.
• Accident Insurance (UVG/LAA): Employers fund occupational accident cover; non-occupational accident cover is usually employee-funded via payroll deduction.
• Pension Contributions (BVG/LPP): Mandatory 2nd-pillar contributions; rates increase with age (around 7–18% of insured salary, split between employer and employee).
• Family Allowances: Employers register staff to receive canton-administered child/family benefits.

Common Market Benefits

To remain competitive, Swiss employers often enhance packages with:

• 13th-Month Salary: Widely practiced across industries.
• Performance Bonuses: Common in finance, pharma, and sales.
• Supplemental Pension Contributions: Beyond mandatory BVG.
• Meal & Transport Allowances: Vouchers or stipends.
• Wellness Stipends (Fringe Benefits): Gym memberships or health initiatives.
• Enhanced Insurance: Private medical or top-ups on statutory accident cover.

Gloroots helps employers design and manage benefits programs that meet statutory obligations while staying aligned with Swiss talent market expectations. Learn more about global employee benefits and global compliance.

Direct Entity vs. Gloroots EOR: Benefits & Entitlements in Switzerland

Q. What’s involved in hiring and onboarding employees in Switzerland?

Hiring in Switzerland requires balancing a structured legal framework with a candidate-driven talent market. Employers must ensure compliant employment contracts, competitive offers, and efficient onboarding to attract highly skilled professionals.

Hiring Process

1. Job Posting & Recruitment: Most hiring is conducted through professional platforms (LinkedIn, Jobs.ch), headhunters, and local networks.
2. Employment Contract: Contracts should be in writing (though verbal agreements are legally valid). Contracts must clearly define job role, salary, working hours, probation, notice periods, and benefits.
3. Background Checks: Permitted only when directly relevant to the role (e.g., financial checks for banking roles).
4. Probation Period: Up to 3 months (can be shorter by agreement). During probation, notice can be as short as 7 days.

Onboarding Requirements

• Work Authorization: For non-EU/EFTA hires, employers must obtain permits before employment begins.
• Social Security Registration: Employees must be registered for AHV/IV/EO/ALV (social contributions).
• Pension Scheme Enrollment: Mandatory for employees above a certain salary threshold.
• Accident Insurance: Employer must register employees under occupational accident insurance.
• Tax Withholding: For foreign workers and certain residents, employers must deduct tax at source.

Swiss employees expect structured, efficient onboarding with clarity on benefits, leave policies, and performance expectations. Many employers also provide laptops, mobiles, and orientation sessions to ensure smooth integration.

Gloroots simplifies this process by managing employment contracts, payroll registration, benefits enrollment, and compliance from day one—so employees are fully operational within a week.

Direct Entity vs. Gloroots EOR: Hiring & Onboarding in Switzerland

Q. How do you successfully manage a workforce in Switzerland?

Managing employees in Switzerland requires balancing high regulatory standards with employee expectations of autonomy, structure, and work-life balance. While Swiss labor law is relatively flexible compared to some European neighbors, compliance obligations across cantons add complexity. Effective workforce management goes beyond payroll—it includes cultural alignment, compliance monitoring, and employee engagement.

Best Practices for Workforce Management in Switzerland

1. Respect for Work-Life Balance
   • Swiss employees value efficient workdays, clear boundaries between professional and personal time, and generous leave entitlements. Employers who encourage flexible schedules and hybrid models are more attractive to top talent.
2. Canton-Specific Compliance
   • Payroll, tax, and benefit requirements differ across Switzerland’s 26 cantons. Employers must ensure contracts, leave, and salary practices meet both federal and local rules.
3. Performance & Career Development
   • Career progression and professional training are highly valued. Switzerland’s dual vocational education system emphasizes continuous learning, so employees expect structured growth opportunities.
4. Union & Collective Agreement Awareness
   • While collective bargaining agreements (CBAs) are less prevalent in white-collar roles, they remain important in sectors like construction, hospitality, and manufacturing. Employers should confirm whether CBAs apply.
5. Cross-Cultural Communication
   • Multilingualism (German, French, Italian, and English) shapes workplace culture. Employers managing teams across regions must foster inclusive communication and adapt leadership styles to local norms.
6. Technology & Tools
   • Swiss employees expect modern HR, payroll, and collaboration tools. Employers should integrate digital solutions for efficiency, especially in hybrid and global teams.

How Gloroots Supports Workforce Management

Gloroots simplifies workforce management in Switzerland by centralizing HR, payroll, compliance, and benefits into one platform. We handle canton-specific differences, keep policies up to date, and provide HR support to ensure smooth day-to-day management—allowing employers to focus on strategy and growth rather than administration.

Q. What are the key steps and requirements in terminating employees in Switzerland?

Swiss employment law allows flexibility in termination but requires employers to comply with statutory notice periods and protect employees from wrongful or discriminatory dismissal. Termination rules vary depending on whether the employee is in probation, permanent employment, or subject to special protections.

Termination Process

• Probation Period: During probation (up to 3 months), either party may terminate with 7 days’ notice.
• Notice Period (Post-Probation):
  • 1 month during the first year of service.
  • 2 months from the second to ninth year.
  • 3 months from the 10th year onward.
• Grounds for Termination: Termination without cause is permitted (no “at-will” equivalent), but dismissals must not be discriminatory or abusive (e.g., based on gender, union membership, or during maternity leave).
• Severance Pay: Not mandatory except for employees over age 50 with more than 20 years of service, who may be entitled to severance compensation. Many employers, however, offer severance packages to reduce litigation risk.
• Protected Periods: Employees cannot be terminated during maternity leave, illness, or military service.

Offboarding Requirements

• Final salary, unused vacation pay, and prorated 13th-month salary (if applicable) must be paid.
• Employer must issue a work certificate (Arbeitszeugnis / certificat de travail), which is a legal requirement in Switzerland.
• Social security and pension fund notifications must be completed.
• Company property (laptops, phones, access badges) must be returned and de-registered.

Gloroots manages compliant terminations by embedding statutory requirements into contracts, guiding employers on risk mitigation, and handling payroll adjustments and benefits offboarding.

Direct Entity vs. Gloroots EOR: Termination & Offboarding in Switzerland

Q. What is the offboarding process in Switzerland?

Offboarding in Switzerland is highly structured and legally regulated. Once termination has been agreed or notice given, employers must follow specific steps to ensure compliance and a smooth transition for both the employee and the company.

Key Steps in the Offboarding Process

1. Notice & Documentation
   • Provide written confirmation of termination with effective dates.
   • Ensure compliance with notice period or severance terms.
2. Payroll Reconciliation
   • Pay out all outstanding salary, unused vacation days, prorated 13th-month salary (if applicable), and any pending bonuses.
   • Deduct and remit final tax and social contributions.
3. Work Certificate (Arbeitszeugnis / Certificat de travail)
   • Employers are legally required to issue a work certificate upon termination.
   • The certificate must be factual, neutral, and include job title, duration of employment, and performance evaluation.
4. Social Security & Pension Deregistration
   • Deregister the employee with AHV/IV/EO/ALV (social security).
   • Transfer or close out the employee’s pension fund account (BVG/LPP).
5. Insurance & Benefits Closure
   • Terminate accident insurance and health-related benefits.
   • Inform employee about options to continue coverage privately (e.g., pension or health insurance).
6. Return of Company Assets
   • Collect devices, badges, keys, and other company property.
   • Disable access to internal systems to maintain security.
7. Exit Formalities
   • Conduct an exit interview (optional but common in Swiss practice).
   • Provide guidance on unemployment registration if applicable.

How Gloroots Supports Offboarding

Gloroots manages every step of Swiss offboarding: drafting compliant notices, reconciling payroll, issuing work certificates, handling social security deregistration, and ensuring device returns. This ensures employees exit smoothly while employers remain fully compliant with Swiss law.

Q. What costs and financial planning do you need with an Employer of Record in Switzerland?

Hiring in Switzerland comes with some of the highest employment costs in Europe, driven by strong social security contributions, pension obligations, and a high cost of living. Employers must budget not only for gross salaries, but also for statutory contributions, benefits, and administrative overhead.

Typical Employer Costs in Switzerland

• Gross Salary: Among the highest in Europe; varies by sector (finance, pharma, and tech command premium wages).
• Social Security Contributions: Employer pays ~6–7% of salary for AHV/IV/EO (pension/disability/income replacement) and ~1.1% for unemployment insurance.
• Occupational Pension (BVG/LPP): Employer contributions increase with employee age, typically 7–18% of insured salary.
• Accident Insurance: Employers fully cover occupational accident insurance; non-occupational accident insurance is often employee-funded via payroll.
• Family Allowances: Employer-funded, varies by canton (approx. CHF 200–300 per child, per month).
• Payroll & HR Administration: Significant legal, accounting, and HR costs for maintaining compliance across cantons.

Financial Advantages of Using Gloroots EOR

With Gloroots as your Employer of Record, companies eliminate the upfront costs of entity setup (CHF 20,000–100,000 share capital), reduce administrative expenses, and gain predictable monthly pricing per employee. Gloroots bundles payroll, benefits, and compliance into a single transparent fee, simplifying workforce financial planning.

See our guide on EOR fees for more details.

Direct Entity vs. Gloroots EOR: Costs in Switzerland

Q. What challenges might you face, and how do you solve them using EOR in Switzerland?

Switzerland is one of the most attractive markets for global expansion, but it presents unique operational and compliance challenges. Employers entering the market directly face high costs, canton-specific labor rules, and complex payroll structures. These hurdles can delay hiring, increase compliance risk, and strain financial planning.

Key Challenges of Hiring in Switzerland

1. High Employment Costs
   • Swiss salaries and benefits are among the highest globally. Employers must plan for social contributions, pensions, and insurance on top of gross pay.
2. Canton-Specific Variations
   • Tax rates, minimum wages, public holidays, and family allowance rules differ across 26 cantons, creating administrative complexity.
3. Entity Setup Delays
   • Establishing a GmbH or AG requires significant share capital (CHF 20,000–100,000) and takes 6–12 weeks, slowing market entry.
4. Work Permits & Immigration
   • Non-EU/EFTA hires face strict quotas, labor market tests, and processing delays.
5. Compliance Risks
   • Errors in payroll, misclassification of contractors, or mishandling leave can lead to penalties and disputes.

How Gloroots EOR Solves These Challenges

Gloroots removes these barriers by acting as the legal employer in Switzerland. We handle contracts, payroll, benefits, tax compliance, and work permits so you can onboard employees in as little as 1–2 weeks. Our platform ensures compliance across cantons, provides cost predictability, and eliminates the need for upfront entity investment—helping you scale quickly and compliantly.

Direct Entity vs. Gloroots EOR: Challenges & Solutions in Switzerland

Conclusion

Switzerland offers one of the most attractive environments for global business—combining a highly educated, multilingual workforce with leadership in finance, life sciences, technology, and innovation. However, its decentralized legal system, high employment costs, and complex payroll and tax structures make hiring directly both costly and time-consuming.

For companies seeking to scale quickly while minimizing compliance risks, an Employer of Record (EOR) provides the most efficient path forward. With Gloroots as your partner, you can hire employees in Switzerland in a matter of weeks—not months—without establishing a local entity. We manage employment contracts, payroll, benefits, immigration, and tax compliance so you can focus on building high-performing teams.

Whether you’re hiring your first Swiss employee or expanding a full team across Zurich, Geneva, Basel, or Zug, Gloroots ensures you remain compliant, cost-efficient, and competitive in a demanding market.

The easiest way to hire in Switzerland? Partner with Gloroots.

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