01 · Employer of Record
Hire in Switzerland without forming a Swiss entity.
We become the legal employer; you direct the work. CHF 490 per employee per month, all-in: contract, AHV/SUVA/BVG, payroll, year-end. Useful when forming a subsidiary first is overkill.
02 · When EOR fits
Pre-incorporation, single specialist, or bridge.
Pre-incorporation
You're testing the Swiss market and want to hire one or two specialists before committing to a Swiss entity. EOR removes the formation step from the critical path.
Single specialist
You have a foreign group and need one Swiss-based specialist (engineer, country manager, sales lead). Forming a subsidiary for a single hire is overkill — EOR is right-sized.
Bridge / interim
A 6–18 month bridge while a longer-term restructuring (subsidiary or branch) completes. EOR runs in parallel and switches off when your own entity is ready to take over the employment contract.
03 · Pricing
One flat fee per employee per month.
| Service | Our fee | Market range |
|---|---|---|
| Employer of Record (per employee per month) | CHF 490 | CHF 500–1,500 |
| Onboarding / employment-contract drafting | included | CHF 500–1,500 |
| Offboarding (termination handling) | included | CHF 500–1,500 |
| Payroll cycle, statutory filings, year-end Lohnausweis | included | CHF 100–200/mo |
Employee gross salary, employer social-insurance contributions (~13–18% of gross), and benefits-in-kind passed through at cost. Total monthly cost ≈ gross × 1.20 + CHF 490 EOR fee. SECO recruitment-licence permit (where the EOR involves leasing) included in our compliance scope.
04 · What the fee covers
Everything statutory between hire and exit.
- Swiss-law-compliant employment contract drafted and signed by us as employer
- AHV / SUVA / BVG registrations for the new hire
- Quellensteuer (withholding) for non-resident employees without C-permit
- Monthly Lohnabrechnung and bank-payment file
- Year-end Lohnausweis and AHV reconciliation
- Termination handling under Swiss labour law (notice periods, final settlement)
05 · Process
Brief → contract → monthly cycle → exit.
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01
Brief
You send the role description, target salary, start date, work location. We confirm Swiss labour-law compliance and confirm the EOR mandate within 24 hours.
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02
Contract + onboarding
We draft the employment contract (you co-sign), register the employee with AHV/SUVA/BVG, set up payroll. 5–10 working days.
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03
Monthly cycle
You provide hours/variable inputs by the 25th. We run payroll, file declarations, and settle salary by the 28th. CHF 490 invoiced monthly per employee.
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04
Off-boarding or transfer
If you decide to incorporate, we transfer the employment contract to your own entity (continuity preserved for AHV / pension fund / seniority).
06 · FAQ
Frequently asked questions.
How is EOR different from staffing or contractor arrangements?
In EOR we are the legal employer under a Swiss employment contract — fully compliant with Swiss labour law (Code of Obligations art. 319 ff). The employee is fully integrated into Swiss social-insurance schemes and you have Swiss-law direction over the work. A staffing agency rents you a worker who remains employed by the agency under separate rules. A contractor arrangement is service-purchase, not employment, and is risky if the activity has employment characteristics (Scheinselbständigkeit).
Is the employee my employee or yours?
Legally ours. Operationally yours. You direct the day-to-day work, set tasks, evaluate performance. We hold the contract, the social-insurance registration and the payroll obligations. The employee receives instructions from you and a Lohnausweis from us.
Can the employee be foreign?
Yes, with the standard Swiss permit caveats. EU/EFTA nationals can take up Swiss employment under the FZA agreement; third-country nationals need a B-permit subject to federal quota. We coordinate the migration mandate (see /services/migration/) where the employee needs a permit.
How does the EOR end?
Three ways. (1) Your own Swiss entity takes over the employment contract — we transfer with continuity for AHV, pension and seniority. (2) The employee resigns or is terminated — Swiss notice periods apply (1 month in the first year, 2 months years 2–9, 3 months thereafter, OR art. 335c). (3) The mandate ends by mutual agreement.
What happens if there is a dispute with the employee?
As legal employer we are the formal counterparty. We coordinate with you on substance (your operational view of the matter) and handle the formal process (warnings, terminations, Arbeitsgericht proceedings if it escalates). For most disputes the cost is included in the EOR fee; complex litigation is billed at CHF 250 per hour with prior agreement.
What does CHF 490 actually cover?
Everything statutory: contract, registrations, payroll cycle, social-insurance contributions handling, year-end paperwork, off-boarding. The employee's gross salary, employer social-insurance contributions (~13–18% of gross depending on canton and BVG plan), and any benefits-in-kind are passed through at cost on top of the CHF 490 fee. Total cost to you per employee = gross salary × ~1.20 + CHF 490.
07 · Get started
Send the role and the target salary.
One-line brief: role title, target gross salary, start date, work canton, employee's nationality. We confirm scope, EOR fit and any migration steps within 24 hours.