CONVINUS Services and Guide - Assignments to Switzerland
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<strong>Guide</strong>:<br />
Including<br />
<strong>to</strong> Switzerl<strong>and</strong><br />
<strong>Assignments</strong><br />
convinus.com
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Our Mission<br />
“<strong>CONVINUS</strong> is a leading specialist in the field of international employee<br />
assignments <strong>and</strong> cross-border employment, <strong>and</strong> is the only provider in Switzerl<strong>and</strong><br />
with a comprehensive range of services in this area.”<br />
We assist our domestic <strong>and</strong> international clients from all industries <strong>and</strong> regions<br />
with global mobility, both in- <strong>and</strong> outbound, with our comprehensive range of<br />
services in Switzerl<strong>and</strong> <strong>and</strong> via the <strong>CONVINUS</strong> Global Network (CGN) worldwide.<br />
Our work centres on our clients, who we advise personally, individually, <strong>and</strong><br />
competently, <strong>and</strong> who we offer our first-rate services in a relationship based on<br />
mutual trust <strong>and</strong> the highest level of confidentiality.<br />
Our organizational structure is characterized by intentionally flat hierarchy levels.<br />
These provide all employees of the individual expert teams with short decisionmaking<br />
paths <strong>and</strong> the necessary flexibility <strong>and</strong> speed <strong>to</strong> be able <strong>to</strong> react <strong>to</strong> the<br />
rapidly changing requirements of our clients at short notice. At the same time, it<br />
enables us <strong>to</strong> react as quickly <strong>and</strong> as best as possible in the interest of our clients,<br />
both efficiently as well as effectively.<br />
We would also love <strong>to</strong> support you!<br />
Best regards from Zurich<br />
CEO
services <strong>and</strong> solutions require not<br />
First-rate<br />
highly involved employees who are<br />
only<br />
specialists, but also an internal,<br />
distinguished<br />
sharing of know-how.<br />
intensive<br />
Our Team<br />
Our employees possess many years of experience in the industry. Through<br />
continuous internal <strong>and</strong> external further training (domestic <strong>and</strong> international) , a<br />
corporate culture characterised by open <strong>and</strong> direct communication, short<br />
decision-making paths, flat hierarchies, <strong>and</strong> an actively embraced internal knowhow<br />
transfer management, we intensively promote this aspect in order <strong>to</strong> be able<br />
<strong>to</strong> offer our clients innovative services management, we intensively promote this<br />
aspect in order <strong>to</strong> be able <strong>to</strong> offer our clients innovative services <strong>and</strong> professional<br />
solutions at the highest level of competency.<br />
Our highly motivated team has one goal:<br />
To provide you, with the best service at all times, <strong>and</strong> <strong>to</strong> impress you with<br />
what <strong>CONVINUS</strong> has <strong>to</strong> offer!<br />
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<strong>and</strong> trusted relationships with our<br />
Long-term<br />
are the basis for our success <strong>and</strong><br />
clients<br />
leading position in the field of<br />
<strong>CONVINUS</strong>’s<br />
assignments, both in Switzerl<strong>and</strong><br />
international<br />
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Our Values & Culture<br />
<strong>and</strong> internationally.<br />
Confidentiality<br />
All documents <strong>and</strong> information which we receive during our collaboration are<br />
h<strong>and</strong>led in the strictest confidence <strong>and</strong> always remain secret.<br />
No exit barriers<br />
Our clients should be able <strong>to</strong> freely choose their preferred service provider at their<br />
own discretion. It is in our professional interest <strong>to</strong> recommend <strong>to</strong> our clients the<br />
most efficient <strong>and</strong> expedient solution, even if this would result in a reduction in or<br />
even the end of our partnership.<br />
Integrity<br />
We undertake <strong>to</strong> uphold the highest st<strong>and</strong>ards for personal <strong>and</strong> professional integrity<br />
<strong>and</strong> trustworthiness.<br />
Independence<br />
<strong>CONVINUS</strong>’s great strength lies in its independence. Through consistently high<br />
performance, organic growth, <strong>and</strong> an extremely motivated, committed, <strong>and</strong><br />
professional team, <strong>CONVINUS</strong> has worked its way up <strong>to</strong> become THE address in<br />
Switzerl<strong>and</strong> for all <strong>to</strong>pics related <strong>to</strong> cross-border employment.<br />
We proactively develop individual, creative, <strong>and</strong> forward-thinking solutions, <strong>and</strong><br />
always help our clients remain several steps ahead. Our employees view<br />
themselves as an extension <strong>to</strong> our clients’ teams in order <strong>to</strong> achieve the best<br />
possible results for them in a cost-conscious manner <strong>and</strong> <strong>to</strong> get <strong>to</strong> the defined<br />
finish line <strong>to</strong>gether.
more than 20 years, we have assisted over<br />
In<br />
of our domestic <strong>and</strong> overseas clients with<br />
2,000<br />
services worldwide. We consistently tailor<br />
our<br />
services <strong>to</strong> the individual needs of our clients<br />
our<br />
that they are able <strong>to</strong> utilize our solutions<br />
so<br />
<strong>and</strong> efficiently.<br />
successfully<br />
Our Clients & Industries<br />
Our client base ranges from small <strong>and</strong> medium-sized enterprises (SMEs) <strong>to</strong><br />
international <strong>and</strong> multinational corporations. Apart from our corporate clients for<br />
which offer a "one-s<strong>to</strong>p-shop"-service, we also provide support <strong>to</strong> specialist <strong>and</strong><br />
leadership personnel who themselves require assistance or would like a second<br />
opinion. In the areas of taxes <strong>and</strong> social security, we advise international private<br />
individuals, in particular expatriates, with the filing of their tax returns, <strong>and</strong> provide<br />
them with advice on complex tax <strong>and</strong> social security issues in domestic <strong>and</strong><br />
international contexts.<br />
Collaboration with global immigration <strong>and</strong> relocation providers as well as international<br />
law & consulting firms: For many years now, we have been THE preferred<br />
Swiss partner for numerous global relocation / destination service companies <strong>and</strong><br />
global vendors who greatly value our extensive know-how, professional case<br />
management, <strong>and</strong> in particular our highly motivated commitment in all issues<br />
related <strong>to</strong> the international assignment of employees in the context of a professional<br />
<strong>and</strong> trusted partnership.<br />
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consulting approach is based on an<br />
Our<br />
cooperative partnership with our<br />
intensive,<br />
This fair, team- <strong>and</strong> at all times goaloriented<br />
clients.<br />
approach leads <strong>to</strong> optimal solutions for<br />
clients. We st<strong>and</strong> for the implementation of<br />
our<br />
innovative, <strong>and</strong> holistic services <strong>and</strong><br />
individual,<br />
that are tailored specifically <strong>to</strong> the<br />
solutions<br />
of our clients, with the goal of achieving<br />
needs<br />
success for them. Our clients’ success<br />
long-term<br />
our <strong>to</strong>p priority.<br />
is<br />
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Our Consulting Approach<br />
In this regard, the following 7 aspects are of particular importance for <strong>CONVINUS</strong>:<br />
Independence, objectivity, <strong>and</strong> confidentiality<br />
Solution-oriented<br />
Integrated<br />
High quality st<strong>and</strong>ards<br />
Absolute cus<strong>to</strong>mer orientation<br />
Open <strong>and</strong> clear Communication<br />
Collaborative<br />
Flat hierarchies, short decision-making paths <strong>and</strong> personal, creative leeway provide<br />
the necessary space for each individual’s own creativity, which translate in<strong>to</strong><br />
optimal ideas <strong>and</strong> solutions for our clients.<br />
In this regard, there is one decisive goal for us:<br />
We want <strong>to</strong> impress our clients with our services!
Global Network - THE global network<br />
<strong>CONVINUS</strong><br />
international assignments since 2002 -<br />
for<br />
in over 100 countries around the<br />
represented<br />
world.<br />
Our <strong>CONVINUS</strong> Global Network<br />
The <strong>CONVINUS</strong> Global Network (CGN) was founded in 2002 by <strong>CONVINUS</strong> in order <strong>to</strong><br />
reliably <strong>and</strong> professionally cater <strong>to</strong> internationally active <strong>CONVINUS</strong> clients with<br />
the highest degree of quality, reliability, <strong>and</strong> speed with the help of an extensive<br />
worldwide network.<br />
The members of the <strong>CONVINUS</strong> Global Network (CGN) were h<strong>and</strong>-picked <strong>and</strong> tested<br />
by <strong>CONVINUS</strong> based on high quality <strong>and</strong> service criteria as part of a sophisticated<br />
selection procedure.<br />
Upon fulfilling the high quality <strong>and</strong> service criteria, these companies were invited<br />
<strong>to</strong> become members of the <strong>CONVINUS</strong> Global Network. The members of the CGN<br />
are among the best leading consulting firms <strong>and</strong> chancelleries in the countries <strong>and</strong><br />
cities where they are located.<br />
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offers companies holistic <strong>and</strong><br />
<strong>CONVINUS</strong><br />
support with the organization<br />
comprehensive<br />
execution of international assignments <strong>and</strong><br />
<strong>and</strong><br />
employments.<br />
cross-border<br />
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Our <strong>Services</strong><br />
We always remain available over the long term<br />
as a competent “sparring partner”.
<strong>and</strong> according <strong>to</strong> your needs, we will<br />
Individually<br />
with you every step of the way, from the first<br />
be<br />
of individual employees <strong>to</strong> the drafting<br />
postings<br />
posting guidelines <strong>and</strong> the execution of<br />
of<br />
posting situations for “multi-state<br />
complex<br />
workers”.<br />
CROSS BORDER EMPLOYMENT / ASSIGNMENTS<br />
When doing so, we cater specifically <strong>to</strong> your current posting cases <strong>to</strong> offer tailored<br />
solutions for the overseas deployment of your employees <strong>and</strong> <strong>to</strong> provide you with<br />
essential support in all administrative, operative, <strong>and</strong> strategic aspects of international<br />
assignments. Working <strong>to</strong>gether with you, we will structure the international<br />
assignment or cross-border employment processes in your company.<br />
<br />
In addition <strong>to</strong> an efficient case management, we will also h<strong>and</strong>le the cost structures<br />
<strong>and</strong> process workflows.<br />
Through our continuous insight in<strong>to</strong> a wide range of companies <strong>and</strong> industry<br />
sec<strong>to</strong>rs, we are constantly on the pulse of the times where international assignments<br />
management is concerned, <strong>and</strong> are familiar or cross-border employment the<br />
current best practices.<br />
Our key consulting services:<br />
Efficient <strong>and</strong> professional creation of assignment management or cross-border<br />
employment<br />
Managing <strong>and</strong> optimizing complex international assignment or cross-border<br />
cases<br />
Acting as a contact <strong>and</strong> liaison between the human resources department,<br />
employee, <strong>and</strong> domestic as well as international service providers<br />
Organization of work processes<br />
Execution of analysis <strong>and</strong> calculations as well as the optimization cost<br />
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- the leading expert for work<br />
<strong>CONVINUS</strong><br />
<strong>and</strong> business visas in Switzerl<strong>and</strong><br />
permits<br />
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VISA & IMMIGRATION<br />
<strong>and</strong> worldwide!<br />
We proactively advise <strong>and</strong> assist companies with selecting the right permit, the<br />
rapid <strong>and</strong> efficient obtaining of permits, <strong>and</strong> h<strong>and</strong>le the entire permit process,<br />
including the visa application <strong>and</strong> registering with the local authorities in the<br />
assignment country.<br />
We do not only h<strong>and</strong>le the arrival <strong>and</strong> permit application process in Switzerl<strong>and</strong>,<br />
but also worldwide. Our experts <strong>and</strong> the <strong>CONVINUS</strong> Global Network (CGN) allow us<br />
<strong>to</strong> advise you individually <strong>and</strong> pragmatically regarding all permitrelated aspects.<br />
We provide you with advice along the entire permit application process <strong>and</strong><br />
always begin with an evaluation of the various options. Due <strong>to</strong> our networked<br />
consulting approach, we also take in<strong>to</strong> consideration other legal aspects, such as<br />
income taxes <strong>and</strong> social security.<br />
Our key consulting services:<br />
Identifying permit options<br />
Obtaining work permits in all Swiss can<strong>to</strong>ns<br />
Work permit applications for accompanying family members<br />
Obtaining arrival, <strong>to</strong>urist, <strong>and</strong> business visas<br />
Calculating salaries that are comparable <strong>to</strong> those in Switzerl<strong>and</strong> for work<br />
permit reasons<br />
Compiling the necessary documen-ts for submitting permit <strong>and</strong> visa applications<br />
Clarifying issues with various embassies<br />
Legalization of documents
long-st<strong>and</strong>ing expertise also includes<br />
Our<br />
tax <strong>and</strong> social security advice for<br />
providing<br />
active employees in domestic <strong>and</strong><br />
internationally<br />
contexts.<br />
international<br />
TAX & SOCIAL SECURITY<br />
<br />
Employees <strong>and</strong> their know-how are often the most valuable resources for<br />
companies. Workforce is increasingly being posted abroad as “international local<br />
hires” or expatriates for a certain amount of time <strong>to</strong> further develop themselves or<br />
the company in the host country, <strong>to</strong> provide missing specialist know-how or <strong>to</strong><br />
acquire such knowledge. These expats, as they are called, are subject <strong>to</strong> special<br />
tax <strong>and</strong> social security regulations. Furthermore, there are other aspects that<br />
require consideration, such as correct registration <strong>and</strong> administration in the host<br />
country as well as other legal issues.<br />
Our specialists deal with such issues regularly <strong>and</strong> assist you with reducing the<br />
complexity of the situation <strong>and</strong> the accompanying costs. With the <strong>CONVINUS</strong><br />
Global Network (CGN), we possess a wide international network as well as<br />
experience with consulting for overseas postings, individual tax returns,<br />
integration at the new location as well as continuous support.<br />
Contact us with any questions you may have. We will work with you <strong>to</strong> find the<br />
best solution.<br />
Our key consulting services:<br />
Tax consulting for individuals<br />
Tax issues related <strong>to</strong> double taxation agreements<br />
Tax consulting for international structures<br />
Tax consulting for permanent establishments<br />
Optimization of the tax burden for private individuals<br />
Filling of income tax returns<br />
Tax consulting in the case of dependents moving <strong>to</strong> Switzerl<strong>and</strong><br />
Preparing tax rulings for flat rate taxation<br />
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changes, new regulations, stipulations,<br />
Legislative<br />
directives in human resources <strong>and</strong> in payroll<br />
<strong>and</strong><br />
are part of day-<strong>to</strong>-day work routine.<br />
accounting<br />
<br />
HR & PAYROLL<br />
One of the greatest challenges in the global mobility sec<strong>to</strong>r is the manage-ment of<br />
payroll for employees who have social security obligations in one country, tax<br />
obligations in another, <strong>and</strong> possibly even receive their salary in a third country.<br />
In this regard, it has long been more than just international assignees but<br />
increasingly also locally hired employ-ees who, due <strong>to</strong> their private <strong>and</strong><br />
professional situation, have their place of residence in a different country, where<br />
they may have withholding tax obligations for their earned income or be subject<br />
<strong>to</strong> social security obligat-ions which the employer is <strong>to</strong> comply with.<br />
Due <strong>to</strong> our networked approach, we can assist you with the management of a<br />
payroll for locally hired employees - all the way up <strong>to</strong> h<strong>and</strong>ling the entire payroll or<br />
parts of it. Such partial areas may include e.g. your project employees who are<br />
constantly working on projects overseas or your other expatriates.<br />
We assist you on the search for the right insurance solutions as well as the<br />
registration <strong>and</strong> ultimately the generation of the pay slips, regardless of whether<br />
they are based on net or gross compensation agreements. We compile the right<br />
gross up calculations for you. Utilize our know-how, our long-st<strong>and</strong>ing experience<br />
<strong>and</strong> our vision for all issues in domestic <strong>and</strong> international payroll <strong>and</strong> HR contexts.<br />
You define the scope <strong>and</strong> we will help you <strong>to</strong> find the best solution! We provide a<br />
tailor-made solution!<br />
Our key consulting services:<br />
Competency center for HR departments regarding global mobility <strong>and</strong> international<br />
assignments<br />
Outsourcing of partial aspects such as case management for individual<br />
assignment cases, HR administration, or payroll<br />
Running Shadow-Payroll or Expat Payroll<br />
Review the year-end declarations<br />
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of whether you wish <strong>to</strong> outsource<br />
Regardless<br />
entire global mobility management or only<br />
your<br />
parts of it, <strong>CONVINUS</strong> is your competent<br />
certain<br />
partner. Our employees have been<br />
outsourcing<br />
in the in-house departments of global<br />
employed<br />
for many years, <strong>and</strong> regularly assume<br />
companies<br />
in case of human resources shortages<br />
m<strong>and</strong>ates<br />
the expansion of know-how.<br />
<strong>and</strong><br />
OUTSOURCING<br />
Our outsourcing services range from taking over of individual cases for start-ups <strong>to</strong><br />
comprehensive posting management for established conglomerates. Thanks <strong>to</strong> our<br />
diversified structure, we work for all industries represented in Switzerl<strong>and</strong>, <strong>and</strong><br />
can offer you tailor-made solutions.<br />
<br />
Our key consulting services:<br />
Competency centre for HR departments with regard <strong>to</strong> postings <strong>and</strong> international<br />
assignments<br />
Outsourcing of partial aspects such as case management for individual posting<br />
cases, immigration issues, work permits, taxes, <strong>and</strong>/or payroll<br />
Outsourcing of the overall expatriate management or individual partial areas<br />
as desired<br />
Referral of interim personnel in the field of global mobility<br />
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14
companies are able <strong>to</strong> manage the<br />
While<br />
of HR processes for locally<br />
administration<br />
<strong>and</strong> locally active employees without<br />
employed<br />
difficulty, expatriates <strong>and</strong> ‘international<br />
any<br />
or cross-border employees<br />
commuters’<br />
constitute a challenge.<br />
constantly<br />
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AUDIT & RISK MANAGEMENT<br />
<br />
There is often a lack of expertise in companies because due <strong>to</strong> the low number of<br />
internationally active employees relative <strong>to</strong> locally active employees, the<br />
necessary know-how cannot be consolidated <strong>to</strong> a sufficient extent <strong>and</strong> constantly<br />
maintained in the company due <strong>to</strong> reasons of efficiency <strong>and</strong> cost.<br />
Furthermore, we are seeing an increase in audit requirements for cross-border<br />
cases, business traveller, assignment <strong>and</strong> payroll accounting for expatriates. One<br />
particular difficulty here is the correct representation of the contractually agreed<br />
remuneration on the payroll <strong>and</strong> the legally compliant h<strong>and</strong>ling of remuneration<br />
components regarding social security as well as domestic <strong>and</strong> international taxes.<br />
Our experience shows that an early audit avoids many other difficulties <strong>and</strong><br />
follow-up costs related <strong>to</strong> employees working globally.<br />
When immigration, labour law, payroll accounting, social security, <strong>and</strong> taxation<br />
issues are correctly approached at the beginning of the assignment, or corrected<br />
in a timely fashion, the administrative costs related can be significantly reduced.
your foreign employees, there is almost<br />
For<br />
more important than a successful start<br />
nothing<br />
their new surroundings. With long-st<strong>and</strong>ing<br />
in<br />
our relocation team ensures that<br />
expertise,<br />
are able <strong>to</strong> gain a firm footing from<br />
expatriates<br />
very beginning, thereby enabling them <strong>to</strong><br />
the<br />
fully on their duties in the company<br />
concentrate<br />
from the start.<br />
right<br />
RELOCATION<br />
We assist foreign employees expertly with the search for an apartment, find the<br />
right schools for their children, <strong>and</strong> assist accompanying spouses on their search<br />
for a job in Switzerl<strong>and</strong>. To ensure long-term success, <strong>CONVINUS</strong> maintains an<br />
extensive network of international schools <strong>and</strong> housing administra<strong>to</strong>rs.<br />
Oftentimes, this are the small day-<strong>to</strong>-day questions on forms <strong>and</strong> unique aspects of<br />
Switzerl<strong>and</strong> which are particularly stressful on employees at the beginning of their<br />
stay in Switzerl<strong>and</strong>. Hence, <strong>CONVINUS</strong> provides an expatriate hotline <strong>to</strong> be able <strong>to</strong><br />
give rapid <strong>and</strong> expert information about day-<strong>to</strong>-day issues. Our employees have<br />
been trained specifically for this purpose, as a number of them also relocated <strong>to</strong><br />
Switzerl<strong>and</strong> from overseas, <strong>and</strong> are therefore familiar with the initial difficulties<br />
newcomers face.<br />
Our key consulting services:<br />
Apartment search <strong>and</strong> referral incl. furnished appartments<br />
Orientation program<br />
Review of lease agreements<br />
Settling-in services<br />
Intercultural training<br />
Departure services & Apartment h<strong>and</strong>overs<br />
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In-house Training" - have your further<br />
<strong>CONVINUS</strong><br />
"tailor-made!" Exactly tailored <strong>to</strong> the<br />
training<br />
needs of your company <strong>and</strong> the<br />
individual<br />
participants.<br />
TRAINING AND FURTHER EDUCATION<br />
<br />
Together with you, we will determine the desired training objectives in a precise<br />
situation <strong>and</strong> needs analysis.<br />
In the implementation of your in-house training, we can react flexibly <strong>and</strong><br />
individually <strong>to</strong> the specifics <strong>and</strong> needs of your company at any time. Whether it's<br />
the content, the language (in English or German) or the location, we develop all inhouse<br />
trainings <strong>to</strong>gether with you as partners <strong>to</strong> ensure the best learning success<br />
for your employees.<br />
We provide you with comprehensive support in all matters relating <strong>to</strong> the<br />
implementation of in-house training.<br />
The success fac<strong>to</strong>rs <strong>and</strong> basic principles of our in-house training offer:<br />
Highly experienced <strong>and</strong> first-class trainers<br />
Professional situation <strong>and</strong> needs analysis as well as exact definition of seminar<br />
objectives<br />
Training concept tailored precisely <strong>to</strong> your company<br />
High-quality, didactically very well prepared training materials, which enable<br />
the participants <strong>to</strong> work on the material in greater depth <strong>and</strong> promote easier<br />
implementation <strong>and</strong> application through numerous practical cases <strong>and</strong><br />
solution presentations<br />
Flexible choice of date, location, <strong>and</strong> duration - no travel or hotel costs, among<br />
other things<br />
On-site implementation in your company<br />
Support in the organisational planning <strong>and</strong> implementation of in-house<br />
training<br />
Follow-up <strong>and</strong> measurement of success after the in-house training has taken<br />
place<br />
Price advantage already from 4-5 participants<br />
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17
INSIGHTS<br />
HERE WE SHARE OUR<br />
KNOWLEDGE WITH YOU<br />
Seasonal <strong>CONVINUS</strong><br />
Weekly <strong>CONVINUS</strong><br />
Global Mobility<br />
Global Mobility Alert<br />
Insights Newsletter<br />
<strong>CONVINUS</strong><br />
<strong>CONVINUS</strong><br />
Internatinal<br />
Coffee & Consulting<br />
Publications<br />
Presentations<br />
insights.convinus.com<br />
18 convinus.com
Weekly <strong>CONVINUS</strong><br />
Global Mobility Alert<br />
<strong>Guide</strong><br />
<strong>to</strong> Switzerl<strong>and</strong><br />
<strong>Assignments</strong><br />
<strong>CONVINUS</strong><br />
Internatinal<br />
Publications<br />
convinus.com<br />
19
General aspects<br />
Companies need <strong>to</strong> be able <strong>to</strong> assign employees quickly <strong>and</strong> easily between<br />
countries. Traditional international assignment <strong>and</strong> global mobility programs are<br />
designed <strong>to</strong> offer extensive services for a small number of long-term assignees.<br />
However, <strong>to</strong>day’s fast paced business environment needs global mobility programs<br />
that allow efficient h<strong>and</strong>ling of a high volume of internationally mobile<br />
employees.<br />
To meet their strategic growth objectives, companies rely on globally mobile<br />
employees who are willing <strong>to</strong> work internationally beyond the traditional<br />
international long-term assignment programs. To address this challenge,<br />
companies must apply new approaches <strong>and</strong> adapt their support for internationally<br />
working employees. It is, therefore, necessary that the human resources <strong>and</strong> tax<br />
departments build up their know-how, allowing them <strong>to</strong> efficiently advise their<br />
mobile workforce in assignment matters such as social security, taxation, <strong>and</strong><br />
labor law.<br />
Reasons for global mobility <strong>and</strong> international assignments<br />
International assignments are driven by main fac<strong>to</strong>rs such as “business needs,<br />
compliance, human resources, <strong>and</strong> employees.<br />
These main fac<strong>to</strong>rs must be considered as a whole as they depend on each other<br />
<strong>and</strong> can at times contradict each other. Answering immediate business needs, for<br />
example, which requires an employee <strong>to</strong> work on a short notice in a foreign<br />
location, can cause difficulties in obtaining the right work permit as well as<br />
optimizing income taxes.<br />
In the past, international assignments have been considered single events<br />
focusing on the immediate business need without much integration in<strong>to</strong> the<br />
overall business strategy.With increasing compliance risks <strong>and</strong> globally working<br />
employees, this one-dimensional approach needs <strong>to</strong> evolve in<strong>to</strong> an overall global<br />
mobility strategy that allows the h<strong>and</strong>ling of high volumes of complex global<br />
mobility issues.<br />
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The table on the nest page shows the underlying reasons for international<br />
assignments. Usually, companies have several, if not all, of the below mentioned<br />
reasons for international assignments within their business lines. As companies<br />
are gaining more experience with global mobility, expectations regarding<br />
international assignments are voiced more precisely <strong>and</strong> companies distinguish<br />
more clearly between different types of assignment.<br />
Development assignments where young talent gets the chance <strong>to</strong> prove <strong>and</strong><br />
develop their skills in a foreign destination can be structured fully compliant with<br />
taxation, social security, <strong>and</strong> work permit legislation. This typically allows for a<br />
smooth transfer between the home <strong>and</strong> the host country.<br />
However, assignments for new market entries are usually carried out before the<br />
company has a complete overview of the country specific laws <strong>and</strong> regulations.<br />
More often than not, the company goes through a learning curve of how <strong>to</strong> best<br />
setup the assignment for new market entries whilst the employee is on<br />
assignment. For these assignments a balance between full compliance <strong>and</strong><br />
potential risks regarding e.g. tax issues needs <strong>to</strong> be achieved.
Main reasons for international assignments<br />
Table: Reasons for international assignments<br />
The table shows the four main drivers for international assignments <strong>and</strong> breaks them down in<strong>to</strong><br />
more specific motives for each group.<br />
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Assignment process<br />
The typical process of an assignment is visualized in the chart below. The circle<br />
itself describes the assignment process, whereas the inner circle marks the global<br />
mobility tasks that need <strong>to</strong> be considered from a business perspective.<br />
The assignment process ideally starts with planning; this may be a business need<br />
<strong>to</strong> fill a specific position or the general need <strong>to</strong> develop internationally mobile<br />
employees within the company. After a specific employee has been selected <strong>to</strong> go<br />
on assignment, Human Resources (HR) start with the preparation of the<br />
assignment package. This may be a st<strong>and</strong>ard assignment package or a specific<br />
setup for employees who work globally in several locations.<br />
After the contractual terms have been agreed upon - which may also include<br />
finding the best setup for taxation, social security, <strong>and</strong> work permits - HR needs <strong>to</strong><br />
implement the assignment package. This includes, among others, the application<br />
for the work permit <strong>and</strong> the social security coverage as well as the payroll<br />
adjustments in the home <strong>and</strong> host country.<br />
While the employee is on assignment, the main tasks for Human Resources are <strong>to</strong><br />
ensure compliant payroll h<strong>and</strong>ling as well as <strong>to</strong> track the costs of the international<br />
assignments. Furthermore, the human resources department should moni<strong>to</strong>r<br />
current employee transfers that are due <strong>to</strong> terminate. One of the main challenges<br />
of international assignments <strong>and</strong> global mobility is <strong>to</strong> ensure the smooth<br />
repatriation <strong>and</strong> <strong>to</strong> find suitable positions for the former international assignees.<br />
Assignment procedure<br />
Chart: Assignment procedure<br />
The chart shows the different phases of an<br />
assignment from the initial planning <strong>to</strong> the<br />
return of a globally mobile employee <strong>to</strong> the<br />
home company.<br />
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Assignment costs<br />
Total costs are an important fac<strong>to</strong>r when considering international assignments<br />
versus hiring an employee locally. Even though companies have become more<br />
cost-sensitive, there are certain companies, especially mid-sized companies with<br />
few international assignments that lack structured cost tracking measures for<br />
their globally mobile employees.<br />
Therefore, it is important <strong>to</strong> increase cost awareness from the early stages of the<br />
preparation of an international assignment <strong>and</strong> <strong>to</strong> already fac<strong>to</strong>r it in during the<br />
planning stage (as described in the assignment procedure).<br />
<strong>Assignments</strong> with sojourning family members can be 2.5 <strong>to</strong> 3 times more expensive<br />
than the initial compensation as the employer usually covers the international<br />
school costs as well as health insurance premiums for all family members.<br />
Oftentimes companies also provide additional benefits such as annual home<br />
leaves for all family members <strong>and</strong> spouse support, which increase the <strong>to</strong>tal costs<br />
for the assignment.<br />
Cost estimate<br />
The cost estimate below shows the average assignment costs for a<br />
single employee who relocates from Switzerl<strong>and</strong> <strong>to</strong> Austria for 2<br />
years. The fac<strong>to</strong>r between pre-assignment <strong>and</strong> assignment costs<br />
clearly demonstrates how much more expensive international<br />
assignments are compared <strong>to</strong> the employee remaining in the home<br />
country. The cost estimate does not show the additional costs that<br />
would ensue from an assignment compared <strong>to</strong> hiring a local<br />
employee at the assignment location.<br />
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Assignment agreement<br />
This sample assignment agreement below indicates the points that<br />
need <strong>to</strong> be included in an assignment agreement. However, each<br />
company should amend this sample according <strong>to</strong> its assignment<br />
policy <strong>and</strong> specific requirements for international assignments.<br />
Sample Assignment Agreement<br />
<br />
Between<br />
<br />
Surname Name<br />
Street<br />
City, Country<br />
(Referred <strong>to</strong> hereafter as the Assignee)<br />
<br />
And<br />
<br />
Company<br />
Street<br />
City, Country<br />
(Referred <strong>to</strong> hereafter as the Home Company)<br />
1. General Conditions<br />
This agreement is <strong>to</strong> confirm the general terms <strong>and</strong> conditions of the international<br />
assignment between the above mentioned parties.<br />
The Assignee continues <strong>to</strong> be employed by the Home Company in [City], [Home<br />
Country] (referred <strong>to</strong> hereafter as the Home Country). The employment contract<br />
with the Home Company dated [date] shall be dormant during the international<br />
assignment. The rights <strong>and</strong> obligations arising from the dormant employment<br />
contract with the Home Company shall be re-established as soon as the<br />
assignment has been completed, unless the Assignment Agreement <strong>and</strong>/or the<br />
employment contract with the Home Company have been terminated due <strong>to</strong><br />
reasons that the Assignee is responsible for (e.g. justified termination without<br />
notice).<br />
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The Assignee will be assigned from the Home Company <strong>to</strong> [Host Company]<br />
(referred <strong>to</strong> hereafter as the Host Company) in [City], [Host Country] (referred <strong>to</strong><br />
hereafter as the Host Country) with effect [date] depending on whether the work<br />
permit for the Host Country is granted. This Assignment Agreement is only valid as<br />
long as the Assignee holds an appropriate work <strong>and</strong> residence permit for the Host<br />
Country.<br />
The international assignment is scheduled <strong>to</strong> end on [date]. The Assignee <strong>and</strong> the<br />
Home Company will decide 3 months before the end date of this international<br />
assignment whether the international assignment <strong>to</strong> the Host Country needs <strong>to</strong> be<br />
extended. The Home Company has the right <strong>to</strong> recall the Assignee at any time due<br />
<strong>to</strong> business reasons providing a 3-month notification period.<br />
During the assignment <strong>to</strong> the Host Country, the Assignee will hold the position of<br />
[Job title] <strong>and</strong> support the Host Company. The Assignee will be reporting <strong>to</strong> [Name<br />
Job title].<br />
2. Assignment Compensation<br />
The assignment salary shall be calculated according <strong>to</strong> the balance-sheetapproach.<br />
This means that different tax levels, social security contributions as well<br />
as cost-of-living data in the Home & Host Country will be taken in<strong>to</strong> account for<br />
determining the assignment compensation. The balance-sheet-approach shall<br />
ensure that the Assignee can maintain the same st<strong>and</strong>ard of living in the Host<br />
Country as if he were still in the Home Country <strong>and</strong> that he neither suffers a<br />
financial loss nor benefits from a financial gain.<br />
The Assignee will receive the following gross compensation:<br />
Gross base salary: xy CHF per month (gross)<br />
Assignment differential: xy CHF per month (gross)<br />
Housing differential: xy CHF per month (gross)<br />
Car allowance: xy CHF per month (gross)<br />
Relocation allowance: 2,500 CHF one-time lump sum (gross)<br />
Home leave: 1 home leave trip per year (economy class)<br />
Assignment Differential<br />
As the Assignee’s gross base salary remains the same as before the assignment, he<br />
receives an Assignment Differential <strong>to</strong> account for the different tax levels, social<br />
security contributions, <strong>and</strong> cost of living levels between the Home Country <strong>and</strong> the<br />
Host Country.<br />
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Housing Differential<br />
The Assignee shall receive a monthly housing differential that shall cover housing<br />
costs in the Host Country that are higher than in the Home Country.<br />
Relocation Allowance<br />
The Assignee shall receive a one-time relocation allowance <strong>to</strong> cover petty expenses<br />
such as renewal of the passport, registration <strong>and</strong> deregistration, smaller<br />
household items, electronic devices, etc.<br />
Home Leave<br />
The Assignee is entitled <strong>to</strong> the reimbursement of 1 return trip (economy class; net<br />
of social security <strong>and</strong> tax for the Assignee) <strong>to</strong> the Home Country every year. These<br />
home leave trips shall always be taken in conjunction with the reporting<br />
requirements in the Home Country.<br />
The Company will pay for these trips via normal expense reporting procedures. The<br />
Assignee has <strong>to</strong> inform the HR Department of the Home Country about such<br />
payments. There will be no compensation for unused home leave trips.<br />
3. Taxation<br />
It is the full responsibility of the Assignee <strong>to</strong> correctly declare <strong>and</strong> pay income<br />
taxes on his worldwide income.<br />
In case the Assignee needs <strong>to</strong> file a tax return in the Host Country based on the<br />
assignment, the Assignee will be provided with tax support.<br />
The Assignee becomes liable <strong>to</strong> income taxes in the Host Country. Therefore, the<br />
different tax rates between the Home <strong>and</strong> Host Country have been accounted for<br />
in the above described Assignment Differential. This differential shall ensure that<br />
the Assignee neither suffers from a financial loss nor benefits from a financial gain<br />
due <strong>to</strong> different tax levels in the Home <strong>and</strong> Host Country.<br />
4. Insurances<br />
Social Security<br />
It is the intention that the Assignee remains in the social security system of the<br />
Home Country during the assignment as long as legally possible. It is the<br />
responsibility of the Home Company <strong>to</strong> obtain the necessary documents for the<br />
continuation of the social security coverage in the Home Country <strong>and</strong> the<br />
exemption from social security contributions in the Host Country.<br />
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If a continuation of social security in the Home Country is possible but the<br />
exemption from social security contributions in the Host Country is not granted,<br />
the Home Company will arrange for the continuation of social security in the<br />
Home Country <strong>and</strong> cover the additional social security contributions in the Host<br />
Country. The Assignee agrees <strong>to</strong> retrieve any contributions <strong>and</strong>/or benefits from<br />
the social security authorities in the Host Country which are financed/paid by the<br />
Home Company <strong>and</strong> <strong>to</strong> repay the funds <strong>to</strong> the Home Company.<br />
If a continuation of Home Country social security is not possible, the Assignee shall<br />
be fully enrolled in the social security system of the Host Country. In this event,<br />
social security contributions according <strong>to</strong> the laws <strong>and</strong> regulations of the Host<br />
Country will be withheld from the Assignee’s salary.<br />
Medical Insurance<br />
The Assignee as well as his on her sojourning family members will keep their<br />
medical insurance from their Home Country throughout the assignment as long as<br />
legally possible. If additional insurance is necessary in order <strong>to</strong> be adequately<br />
insured in the Host Country, the Home Company will cover the additional costs for<br />
this supplementary insurance coverage up <strong>to</strong> xy CHF per month (net of social<br />
security <strong>and</strong> tax for the Assignee).<br />
5. Working Hours<br />
During the assignment <strong>to</strong> the Host Country, local rules <strong>and</strong> regulations of the Host<br />
Country with regard <strong>to</strong> working time will apply. The weekly working time will be<br />
[xy] hours while working on assignment in the Host Country. Any working time<br />
exceeding [xy] hours per week is already compensated with the Assignment<br />
Compensation as defined under point 2 - Assignment Compensation of this<br />
agreement. There will be neither further monetary compensation for working<br />
hours exceeding [xy] hours per week nor will this working time be carried over <strong>to</strong><br />
another period.<br />
6. Vacation & Public Holidays<br />
The Assignee shall observe the holiday schedule of the Host Country during the<br />
international assignment. There will be no compensation for public holidays in the<br />
Home Country that fall during the assignment period.<br />
The Assignee shall receive [xyz] vacation days per calendar year.<br />
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7. Removal<br />
The Home Company covers the relocation costs up <strong>to</strong> 25 m3. There will be no<br />
compensation for unused relocation volume.<br />
8. Termination<br />
This Assignment Agreement is subject <strong>to</strong> a notice period of 3 months but expires in<br />
any case at the end of the assignment stated herein. The early termination of this<br />
Assignment Agreement shall not affect the main employment contract with the<br />
Home Company. In case the main employment shall also be terminated, this<br />
contract needs <strong>to</strong> be terminated separately.<br />
In case the Assignee’s employment with the Home Company will be terminated<br />
during the assignment period, this Assignment Agreement will expire at the same<br />
time but in any case, not later than the assignment end date stated herein.<br />
In cases of gross misconduct that would justify immediate termination of the<br />
employment contract according <strong>to</strong> the laws of the Home Country or Host Country,<br />
the Home Company retains the right <strong>to</strong> terminate this Assignment Agreement<br />
immediately.<br />
9. Code of Conduct<br />
The Assignee is expected <strong>to</strong> conduct the business affairs with st<strong>and</strong>ards of<br />
integrity that ensure avoidance of any conflict of interest. Full compliance is<br />
expected with the st<strong>and</strong>ards <strong>and</strong> laws of the Home & Host Country.<br />
10. Severability Clause<br />
Should one of the clauses of this Assignment Agreement fully or partially be or<br />
become ineffective or should a gap in this Assignment Agreement become<br />
apparent, this will not affect the effectiveness of the rest of this Agreement. The<br />
ineffective part or the gap will be replaced by an appropriate rule which has the<br />
closest purpose <strong>and</strong> sense <strong>to</strong> what the two parties had agreed on in case they had<br />
thought of this point, as far as legally possible.<br />
11. Applicable Law<br />
This Assignment Agreement is governed <strong>and</strong> interpreted according <strong>to</strong> the<br />
legislation of the Home Country.<br />
12. Final Provisions<br />
Any amendments, additions or side agreements <strong>to</strong> this Assignment Agreement are<br />
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equired in writing. This also applies with regards <strong>to</strong> any cancellation of or<br />
amendments <strong>to</strong> this requirement.<br />
Please indicate your acceptance of this Assignment Agreement on the terms <strong>and</strong><br />
conditions set out above by signing the Agreement on both copies.<br />
Name<br />
Home Company<br />
Name<br />
Assignee<br />
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Checklists<br />
The following checklists for Human Resources <strong>and</strong> the employee<br />
shall outline the main administrative tasks that the human<br />
resources department <strong>and</strong> the globally mobile employee have <strong>to</strong><br />
perform in the course of the preparation of an international<br />
assignment. Each company should adjust the checklists <strong>to</strong> its<br />
specific needs in order <strong>to</strong> work efficiently.<br />
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SWITZERLAND - Immigration<br />
Entry requirements<br />
Non-EU/EFTA nationals as well as EU/EFTA nationals seconded <strong>to</strong> Switzerl<strong>and</strong> are<br />
able <strong>to</strong> work for up <strong>to</strong> 8 days within a calendar year without a work permit.<br />
Individuals require work authorization for any work activities that exceed these 8<br />
days. Certain nationals may require a visa. For some work sec<strong>to</strong>rs, it is necessary <strong>to</strong><br />
complete an online announcement or file a work permit application before<br />
commencement of the work activities in Switzerl<strong>and</strong>.<br />
Business visi<strong>to</strong>rs<br />
Nationals of the EU/EFTA states as well as certain non-EU/EFTA nationals are able<br />
<strong>to</strong> enter Switzerl<strong>and</strong> as a business visi<strong>to</strong>r without a visa if they are staying in<br />
Switzerl<strong>and</strong> <strong>and</strong> the Schengen area for less than 90 days within any 180-day<br />
period. These individuals could be required <strong>to</strong> provide confirmation of their<br />
onward journey <strong>and</strong> their passport must be valid for at least 90 days after the<br />
intended date of departure from the Schengen area.<br />
Schengen Visa<br />
This visa is suitable for business visi<strong>to</strong>rs who do require a visa <strong>to</strong> enter Switzerl<strong>and</strong><br />
<strong>and</strong> who will be staying within the Schengen area for less than 90 days within any<br />
180-day period. Some of the documentation required includes:<br />
Visa application form<br />
Confirmed round-trip ticket<br />
Travel itinerary<br />
Travel insurance<br />
Proof of sufficient financial funds<br />
Company letter of support<br />
Invitation from the Swiss company<br />
Work permit requirements<br />
An employee seconded <strong>to</strong> Switzerl<strong>and</strong> from an employer located outside the<br />
EU/EFTA region is able <strong>to</strong> work in Switzerl<strong>and</strong> for up <strong>to</strong> 8 days within a calendar<br />
year without a work permit if the work activity does not exceed 8 days al<strong>to</strong>gether<br />
in the relevant calendar year. If the work activity exceeds 8 days the employee will<br />
need a work authorization from the first day of working in Switzerl<strong>and</strong>.<br />
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For employees seconded <strong>to</strong> Switzerl<strong>and</strong> from an employer located within the<br />
EU/EFTA region the 8-day work permit exemption applies <strong>to</strong> the company <strong>and</strong> not<br />
the employee. Hence, the company is only able <strong>to</strong> second employees for up <strong>to</strong> 8<br />
days al<strong>to</strong>gether within a calendar year without a work permit.<br />
Certain nationals may require a visa <strong>to</strong> enter Switzerl<strong>and</strong>. For some work sec<strong>to</strong>rs a<br />
work authorization is required from the first day of working in Switzerl<strong>and</strong>.<br />
Work permit – Assignment<br />
Up <strong>to</strong> 90 days-notification<br />
Employers located within the EU(27)/EFTA region are able <strong>to</strong> second EU/EFTA<br />
nationals <strong>and</strong> non-EU/EFTA nationals who have been active in the EU(27)/EFTA<br />
labor market for the last 12 months for a period of up <strong>to</strong> 90 working days per<br />
calendar year <strong>to</strong> Switzerl<strong>and</strong> based on the notification process. The employer<br />
must complete an online notification in order <strong>to</strong> fulfill the Swiss immigration<br />
requirements.<br />
Employers located outside the EU(27)/EFTA region <strong>and</strong> non-EU/EFTA nationals<br />
(unless active in the EU(27)/EFTA labor market for the last 12 months) are not able<br />
<strong>to</strong> benefit from the online notification system <strong>and</strong> must apply for a regular work<br />
permit in order <strong>to</strong> second an employee or be able <strong>to</strong> work in Switzerl<strong>and</strong>.<br />
Over 90 days<br />
For assignments beyond 90 days <strong>and</strong> assignments from a company outside the<br />
EU(27)/ EFTA region a regular work permit needs <strong>to</strong> be filed for the employee.<br />
Applications for all nationals need <strong>to</strong> comply with the assignment regulations in<br />
Switzerl<strong>and</strong>. These assignment regulations regulate the salary <strong>and</strong> the additional<br />
benefits an assignee should receive when on assignment in Switzerl<strong>and</strong>.<br />
Work permit – Local employment<br />
Switzerl<strong>and</strong> has a dual system for the admission of foreign nationals; depending<br />
on the nationality. Certain nationalities are given precedence as described below:<br />
EU(27)/EFTA nationals –<br />
EU(27)/EFTA nationals benefit from the Agreement on the Free Movement of<br />
Persons (AFMP) when working under a Swiss local employment contract. They are<br />
entitled <strong>to</strong> receive a residence permit, which comprises a work permit, <strong>and</strong> may<br />
perform work activities in Switzerl<strong>and</strong> once the registration with the local<br />
registration authority has been concluded.<br />
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Non-EU(27)/EFTA nationals –<br />
Immigration laws in Switzerl<strong>and</strong> restrict the number of non-EU(27)/EFTA nationals<br />
that are able <strong>to</strong> work in Switzerl<strong>and</strong>. In order for a work permit <strong>to</strong> be granted, the<br />
following requirements <strong>and</strong> restrictions must be observed:<br />
Provide proof that there are no suitable domestic employees or citizens of<br />
states that are covered by the AFMP that are able <strong>to</strong> fulfill the position. There<br />
are exceptions in place for specialists <strong>and</strong> executives.<br />
Quotas that limit the number of work permits.<br />
Salary <strong>and</strong> employment conditions must meet those that are cus<strong>to</strong>mary for<br />
the location, profession <strong>and</strong> sec<strong>to</strong>r.<br />
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Labor Law<br />
Employment contract<br />
Employment contracts may be agreed upon verbally or in writing. However,<br />
employment contracts for certain employee categories (apprentices, commercial<br />
travelers, <strong>and</strong> home workers as well as contracts lasting for more than 1 month)<br />
must be concluded in writing.<br />
The employment contract needs <strong>to</strong> cover at least the following points:<br />
Name <strong>and</strong> address of the employee <strong>and</strong> employer<br />
Start date<br />
Job description<br />
Compensation<br />
Weekly working time<br />
Work hours per week<br />
The maximum workweek is 45 hours. However, the actual working hours are<br />
oftentimes lower. The average working time is 41.6 hours per week within a larger<br />
organization.<br />
Switzerl<strong>and</strong> distinguishes between the concepts of “overtime” <strong>and</strong><br />
“supplementary work.” Overtime is limited <strong>to</strong> 170 hours per year with employees<br />
working 45 hours per week. Overtime payment may be waived <strong>and</strong> already<br />
included in monthly pay. However, supplementary work beyond overtime needs <strong>to</strong><br />
be compensated separately.<br />
Sunday or public holiday work<br />
A particular work permit is required for work carried out on a Sunday or on a<br />
public holiday. The application must be submitted <strong>to</strong> the Swiss immigration<br />
authority before starting work on a Sunday or public holiday.<br />
Vacation days<br />
Employees are entitled <strong>to</strong> 20 vacation days per year. Employees younger than 20<br />
years are entitled <strong>to</strong> 25 vacation days per year.<br />
Swiss collective agreements may grant higher vacation day entitlements <strong>to</strong><br />
employees, which increase according <strong>to</strong> the employee’s age.<br />
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Public holidays<br />
Employees in Switzerl<strong>and</strong> are entitled <strong>to</strong> at least 9 paid public holidays per year.<br />
Additional public holidays may apply, which vary by can<strong>to</strong>n <strong>and</strong> region.<br />
Minimum wage<br />
Collective employment agreements are applicable for certain job sec<strong>to</strong>rs <strong>and</strong><br />
stipulate the applicable minimum wage. If a collective employment agreement is<br />
not applicable, the employee’s wage is determined by the employer based on<br />
various fac<strong>to</strong>rs such as field of work, age <strong>and</strong> education. There is no set minimum<br />
wage in Switzerl<strong>and</strong>; however wages of foreign nationals must meet certain<br />
requirements. Wages of foreign nationals are strictly scrutinized, particularly<br />
when applying for a work permit. If a work permit is not granted, this is oftentimes<br />
because the wages do not meet general Swiss st<strong>and</strong>ards <strong>and</strong> are <strong>to</strong>o low.<br />
Severance pay<br />
Swiss law does not foresee statu<strong>to</strong>ry severance pay entitlements. However, large<br />
Swiss companies <strong>and</strong> multinationals may grant half a month’s pay per year of<br />
service.<br />
Also, some companies may provide longer notice periods instead of entitling their<br />
employees <strong>to</strong> severance payments.<br />
Probation period<br />
An employment contract can include a probation period between 1 <strong>and</strong> 3 months.<br />
During the probation period either party may terminate the employment by<br />
providing 7 days’ notice.<br />
Notice period<br />
During the first year of employment either party may terminate the employment<br />
contract by providing a month’s notice before the end of the month. Between the<br />
second <strong>and</strong> ninth year of employment either party may provide 2 months’ notice.<br />
During <strong>and</strong> after the tenth year of service, either party may terminate the<br />
employment contract by giving notice of three months. Swiss employment<br />
contracts may foresee longer notice periods than the above described minimum<br />
legal st<strong>and</strong>ard.<br />
Ratio requirements in regard <strong>to</strong> foreign staff<br />
Not applicable.<br />
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Personal income tax<br />
Tax year<br />
Calendar year (January 1 <strong>to</strong> December 31).<br />
Tax return filing requirements <strong>and</strong> filing date<br />
Married couples are taxed jointly on all types of income.<br />
Swiss tax returns are generally due by March 31 of the year following the tax year.<br />
However, tax filing deadlines as well as regulations for extensions differ widely by<br />
can<strong>to</strong>n.<br />
Tax residence status<br />
Individuals are considered as residents for tax purposes if they intend <strong>to</strong> stay in<br />
Switzerl<strong>and</strong> for a certain period (generally 30 days with gainful activity <strong>and</strong> 90<br />
days without gainful activity) or if they take up legal residence in Switzerl<strong>and</strong>.<br />
Income tax rates for non-residents<br />
Non-residents are taxed at the same tax rates as resident individuals. However,<br />
non-residents are usually not entitled <strong>to</strong> the same deductions available <strong>to</strong> Swiss<br />
tax residents.<br />
Income tax rates for residents<br />
Switzerl<strong>and</strong> levies income taxes on a federal, can<strong>to</strong>nal, <strong>and</strong> communal level.<br />
Income taxes on the can<strong>to</strong>nal <strong>and</strong> communal level vary widely by can<strong>to</strong>n <strong>and</strong><br />
municipality.<br />
The maximum overall tax rate on the federal level is 11.5%, whereas the maximum<br />
combined can<strong>to</strong>nal <strong>and</strong> communal tax rate is 35%.<br />
All can<strong>to</strong>ns apply a progressive tax scale.<br />
The following table shows examples of the different combined tax rates<br />
(communal, municipality, <strong>and</strong> federal tax) for the cities of Zug, Zurich, <strong>and</strong> Geneva.<br />
Taxation of benefits in kind<br />
Taxable income includes the base salary, bonus, allowances <strong>and</strong> most other<br />
compensation elements.<br />
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Benefits in kind are usually taxable <strong>and</strong> need <strong>to</strong> be included in the <strong>to</strong>tal<br />
remuneration <strong>to</strong> determine <strong>and</strong> pay income taxes.<br />
Non-taxable benefits<br />
The following benefits may be provided free of tax <strong>to</strong> the employee:<br />
Event tickets up <strong>to</strong> CHF 500<br />
Club memberships up <strong>to</strong> CHF 1,000<br />
Holiday or birthday gifts up <strong>to</strong> CHF 500<br />
Special taxation<br />
Expatriates<br />
Expatriates with a temporary assignment contract may benefit from expatriate<br />
concessions if they do not stay longer than 5 years in Switzerl<strong>and</strong>.<br />
The exact h<strong>and</strong>ling of the expatriate concessions varies by can<strong>to</strong>n. However,<br />
expatriate concessions typically include deductions for:<br />
Reasonable accommodation in Switzerl<strong>and</strong> (if the expatriate keeps the<br />
accommodation abroad)<br />
Moving costs<br />
Travel expenses <strong>to</strong> <strong>and</strong> from Switzerl<strong>and</strong><br />
Schooling expenses for children who do not speak the regional language<br />
Commuter (Grenzgänger)<br />
Individuals who live in one country <strong>and</strong> work in another may be subject <strong>to</strong> special<br />
tax rules.<br />
The most common scenario in the German speaking part of Switzerl<strong>and</strong> is for<br />
individuals who commute from Germany <strong>to</strong> work in Switzerl<strong>and</strong>. These individuals<br />
pay 4.5% withholding taxes in Switzerl<strong>and</strong> <strong>and</strong> pay regular income taxes in<br />
Germany. The 4.5% Swiss withholding taxes can be credited against German<br />
income taxes.<br />
For each of the 5 bordering countries with Switzerl<strong>and</strong>, a different tax treatment<br />
of commuters is applied. The following table provides a general overview how<br />
commuters are taxed:<br />
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Executive Employees (Leitende Angestellte)<br />
Only the double tax treaty between Germany <strong>and</strong> Switzerl<strong>and</strong> has special taxation<br />
rules for executive employees which differ from the general rules in the respective<br />
tax treaty.<br />
The double tax treaty with Germany foresees a taxation of executive employees at<br />
the place of residence of the company. Executive employees are defined very<br />
specifically.<br />
International weekly commuter (Internationaler Wochenaufenthalter)<br />
International weekly commuters may only file a tax return or a withholdings tax<br />
tariff correction if they earn at least 90% of their family income in Switzerl<strong>and</strong>.<br />
This severely restricts the individual’s tax planning, as tax optimization methods<br />
available in Switzerl<strong>and</strong> can only be applied when filing a tax return or a<br />
withholding tariff correction. For example, payments made in<strong>to</strong> the 2nd <strong>and</strong> 3rd<br />
pillars of the pension scheme, which are considered tax deductible, cannot be<br />
considered unless a tax return or withholding tax tariff correction are submitted.<br />
The international weekly commuter may therefore only benefit from the Swiss<br />
optimization methods available if 90% of the family income is earned in<br />
Switzerl<strong>and</strong>.<br />
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Double tax treaties with Switzerl<strong>and</strong><br />
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Social security<br />
Insured individuals<br />
All individuals are required <strong>to</strong> enroll in the statu<strong>to</strong>ry health insurance if they are<br />
resident in Switzerl<strong>and</strong>.<br />
Generally, all individuals working in Switzerl<strong>and</strong> must be enrolled in the social<br />
security system of Switzerl<strong>and</strong>.<br />
Individuals who are not employed may also be subject <strong>to</strong> statu<strong>to</strong>ry old age<br />
contributions (AHV) in Switzerl<strong>and</strong> if, based on their age or on the employment of<br />
their spouse, they are not exempt from making these contributions.<br />
Exemptions<br />
Foreign individuals may be exempt from Swiss social security contributions if they<br />
are covered by a foreign social security system <strong>and</strong> a social security treaty is<br />
applicable.<br />
Three Pillar System<br />
The Swiss pension system has a three pillar system, which consists of a state<br />
pension (1st pillar), occupational pension (2nd pillar), <strong>and</strong> a private pension (3rd<br />
pillar). These three pillars shall maintain the accus<strong>to</strong>med st<strong>and</strong>ard of living for<br />
insured individuals or their surviving dependents in old age or in the event of<br />
disability or death.<br />
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Pillar 1 - Old age, survivors’, <strong>and</strong> disability insurance (AHV/IV)<br />
The state pension system comprises Federal Old Age <strong>and</strong> Survivors’ Insurance<br />
(AHV) <strong>and</strong> Federal Disability Insurance (IV). The 1st pillar is m<strong>and</strong>a<strong>to</strong>ry <strong>and</strong> aims <strong>to</strong><br />
guarantee a basic st<strong>and</strong>ard of living in old age or in the event of disability.<br />
All persons residing or employed in Switzerl<strong>and</strong> are included in the state pension<br />
system. Contributions for employed individuals are based on their <strong>to</strong>tal<br />
compensation <strong>and</strong> contributions for individuals who are not employed are based<br />
on the wealth of those individuals.<br />
A full pension can be reached after 44 years of contributions <strong>and</strong> an average,<br />
revalued income of 88,200 CHF (in 2023) per year. The maximum state pension<br />
payable <strong>to</strong> singles amounts <strong>to</strong> 29,400 CHF (in 2023) per year.<br />
Pillar 2-Pension fund<br />
The 2nd pillar of the pension scheme (Federal Act on Occupational Retirement,<br />
Survivors’ <strong>and</strong> Disability Pension Plans-BVG) accumulates capital for retirement<br />
which can be paid out as a lum psum or pension upon retirement. The<br />
occupational pension fund also provides insurance coverage for disability <strong>and</strong><br />
death.<br />
Together with the state pension scheme, the occupational pension fund is<br />
designed <strong>to</strong> maintain the accus<strong>to</strong>med st<strong>and</strong>ard of living after retirement <strong>and</strong> in<br />
the event of disability.<br />
Individuals earning at least 22,050 CHF (in 2023) per year are subject <strong>to</strong> pension<br />
fund contributions. Employers typically provide pension fund insurance beyond<br />
the statu<strong>to</strong>ry limit of 88,200 CHF (in 2023) per year, which allows employees <strong>to</strong><br />
insure a higher salary <strong>and</strong> <strong>to</strong> make the corresponding contributions.<br />
Pillar 3-Private Savings<br />
Individuals who are covered by a pension fund may pay up <strong>to</strong> 7,056 CHF (in 2023)<br />
per year in<strong>to</strong> the pillar 3a. These private savings are tied in the pillar 3a up until<br />
the retirement of the individual. However, these savings provide certain tax<br />
advantages.<br />
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Other social security insurances<br />
Unemployment insurance (ALV)<br />
This section of the Swiss social security system provides benefits for unemployed<br />
individuals below the retirement age.<br />
(Non-)Occupational accident insurance<br />
Accident <strong>and</strong> illness are covered by separate insurances in Switzerl<strong>and</strong>. The<br />
occupational accident insurance provides coverage for work-related accidents <strong>and</strong><br />
the non-occupational accident insurance provides coverage for accidents the<br />
employee suffers outside of work. Illnesses are covered through the m<strong>and</strong>a<strong>to</strong>ry<br />
health insurance.<br />
Daily sickness insurance<br />
Employers may provide a daily sickness insurance <strong>to</strong> cover the employee’s salary<br />
loss in case of illness. Contributions vary by insurance company <strong>and</strong> may be split<br />
between the employee <strong>and</strong> the employer or borne in full by either the employee or<br />
employer.<br />
Employers who do not provide daily sickness insurance are required <strong>to</strong> continue<br />
salary payments depending on the work location <strong>and</strong> duration of the employee’s<br />
employment with the employer.<br />
Family allowance insurance<br />
The child <strong>and</strong> family allowance are financed through this insurance.<br />
Health insurance<br />
All individuals in Switzerl<strong>and</strong> must be enrolled in a m<strong>and</strong>a<strong>to</strong>ry health insurance.<br />
There is a wide variety of m<strong>and</strong>a<strong>to</strong>ry health insurance providers. However, all<br />
insurance companies are required <strong>to</strong> provide the same benefits under their<br />
m<strong>and</strong>a<strong>to</strong>ry health insurance plans. Contributions differ widely by region <strong>and</strong><br />
among insurance companies. Different rates are applicable for children, young<br />
adults <strong>and</strong> adults.<br />
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Other social security insurances<br />
Unemployment insurance (ALV)<br />
This section of the Swiss social security system provides benefits for unemployed<br />
individuals below the retirement age.<br />
(Non-)Occupational accident insurance<br />
Accident <strong>and</strong> illness are covered by separate insurances in Switzerl<strong>and</strong>. The<br />
occupational accident insurance provides coverage for work-related accidents <strong>and</strong><br />
the non-occupational accident insurance provides coverage for accidents the<br />
employee suffers outside of work. Illnesses are covered through the m<strong>and</strong>a<strong>to</strong>ry<br />
health insurance.<br />
Daily sickness insurance<br />
Employers may provide a daily sickness insurance <strong>to</strong> cover the employee’s salary<br />
loss in case of illness. Contributions vary by insurance company <strong>and</strong> may be split<br />
between the employee <strong>and</strong> the employer or borne in full by either the employee or<br />
employer.<br />
Employers who do not provide daily sickness insurance are required <strong>to</strong> continue<br />
salary payments depending on the work location <strong>and</strong> duration of the employee’s<br />
employment with the employer.<br />
Family allowance insurance<br />
The child <strong>and</strong> family allowance are financed through this insurance.<br />
Health insurance<br />
All individuals in Switzerl<strong>and</strong> must be enrolled in a m<strong>and</strong>a<strong>to</strong>ry health insurance.<br />
There is a wide variety of m<strong>and</strong>a<strong>to</strong>ry health insurance providers. However, all<br />
insurance companies are required <strong>to</strong> provide the same benefits under their<br />
m<strong>and</strong>a<strong>to</strong>ry health insurance plans. Contributions differ widely by region <strong>and</strong><br />
among insurance companies. Different rates are applicable for children, young<br />
adults <strong>and</strong> adults.<br />
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Payroll<br />
Calculation period<br />
Monthly.<br />
Split payroll<br />
It is legally possible <strong>to</strong> implement a split payroll in Switzerl<strong>and</strong>.<br />
Withholdings<br />
The employer is required <strong>to</strong> withhold social security contributions from the<br />
employee’s income.<br />
Foreigners without a permanent residence permit (C-permit) are also subject <strong>to</strong><br />
withholding taxes with some can<strong>to</strong>nal exceptions. The withholding tax tariff<br />
varies from can<strong>to</strong>n <strong>to</strong> can<strong>to</strong>n.<br />
Sample calculation<br />
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Relocation<br />
Housing<br />
Housing is very limited in Switzerl<strong>and</strong>, particularly in Zurich. It is advisable <strong>to</strong> send<br />
an application as soon as the suitable property has been found. The application<br />
should include a Curriculum Vitae, proof of employment <strong>and</strong> financial st<strong>and</strong>ing, as<br />
well as supporting documents such as degree certificates. The cost of housing is<br />
higher than in surrounding countries; however, the st<strong>and</strong>ard is very high.<br />
At the end of the tenancy, it is essential <strong>to</strong> return the accommodation in a pristine<br />
condition; otherwise the tenant will be expected <strong>to</strong> pay any costs associated with<br />
repairs or cleaning. There are cleaning companies that specialize in cleaning<br />
apartments for the h<strong>and</strong>over at the end of a tenancy.<br />
It is worth noting that in older housing a washing machine <strong>and</strong> dryer are usually<br />
shared by all tenants in one building. A washing schedule regulates the use of the<br />
washing machine <strong>and</strong> dryer. In newly built accommodation, apartments come<br />
with their own washing machine <strong>and</strong> dryer.<br />
Moving personal goods<br />
It is possible <strong>to</strong> import household goods duty free in<strong>to</strong> Switzerl<strong>and</strong> if the goods<br />
have been owned <strong>and</strong> used for at least six months prior <strong>to</strong> arrival. Individuals<br />
importing the goods must complete a clearance of household effects form <strong>and</strong><br />
provide an itemized inven<strong>to</strong>ry, a copy of their passport as well as a copy of their<br />
employment contract.<br />
Foreign exchange regulation / Transfer of funds<br />
There are generally no foreign exchange regulations or restrictions for<br />
transferring funds in place for individuals.<br />
Purchase of real estate property<br />
There are restrictions in place for foreign nationals wishing <strong>to</strong> purchase property<br />
in Switzerl<strong>and</strong>. Only EU or EFTA nationals with a Swiss residence permit who are<br />
residing in Switzerl<strong>and</strong> or holders of a Swiss C permit are able <strong>to</strong> purchase<br />
property. In both cases the individuals have the same rights as Swiss nationals.<br />
Holders of a B permit are only able <strong>to</strong> purchase property in which they intend <strong>to</strong><br />
live in. All other individuals must apply for a license in order <strong>to</strong> purchase property.<br />
Certain individuals might not be able <strong>to</strong> purchase property in any circumstances.<br />
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Below is an overview of the Swiss education system including examples of<br />
educational institutions in Zurich within some categories:<br />
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Driver’s license<br />
Foreign nationals are usually entitled <strong>to</strong> drive in Switzerl<strong>and</strong> with their foreign<br />
driver’s license for up <strong>to</strong> one year after their date of entry in<strong>to</strong> Switzerl<strong>and</strong>. After a<br />
year it is usually necessary <strong>to</strong> render the foreign driver’s license <strong>and</strong> apply for a<br />
conversion in<strong>to</strong> a Swiss license; however this time restriction can vary from<br />
can<strong>to</strong>n <strong>to</strong> can<strong>to</strong>n. It is therefore advisable <strong>to</strong> check with the local transport office.<br />
A foreign driver’s license can be converted in<strong>to</strong> a Swiss one by personally<br />
submitting an application form including the following at the relevant transport<br />
office:<br />
Sight test confirmation<br />
Color pho<strong>to</strong><br />
Copy of foreign driver’s license<br />
Original driver’s license<br />
Attested translation of driver’s license if the foreign driver’s license is not<br />
issued in either German or English (can<strong>to</strong>n Zurich; language requirements vary<br />
from can<strong>to</strong>n <strong>to</strong> can<strong>to</strong>n)<br />
Original Swiss residence permit or Swiss I.D. Card<br />
If the Swiss residence permit is in a credit card format, the transport office<br />
requires a confirmation of residence which states when the person entered<br />
Switzerl<strong>and</strong><br />
The above requirements apply <strong>to</strong> all foreign driver’s licenses.<br />
There are additional requirements in place for the conversion of certain driver’s<br />
driving licenses. These include a medical check <strong>and</strong>/or a driver’s or theory test.<br />
Hospital / Clinics<br />
Public hospitals in Switzerl<strong>and</strong> are of a high st<strong>and</strong>ard <strong>and</strong> provide modern<br />
facilities. Most treatment at public hospitals is covered by basic health insurance.<br />
The high st<strong>and</strong>ard offered by private hospitals does not differ much <strong>to</strong> the<br />
st<strong>and</strong>ard provided at public hospitals. The main advantage of attending a private<br />
hospital is the reduced waiting time. Certain treatments at private hospitals are<br />
only covered by more comprehensive health insurance plans.<br />
Health insurance is obliga<strong>to</strong>ry for nearly all residents in Switzerl<strong>and</strong> <strong>and</strong> needs <strong>to</strong><br />
be taken out within 3 months of arrival. Health insurance is neither governmentfunded<br />
nor sponsored by the employer <strong>and</strong> is only provided by private health<br />
insurance companies.<br />
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It is therefore the individual’s responsibility <strong>to</strong> take out a health insurance<br />
policy <strong>and</strong> select the desired insurance model.<br />
Domestic help / Household staff<br />
There are many agencies available that administer the services of household staff<br />
in Switzerl<strong>and</strong>, particularly in larger cities. Agencies ensure that domestic helpers<br />
are correctly registered <strong>and</strong> insured <strong>and</strong> also take care of the accounting aspects.<br />
It is not advisable <strong>to</strong> pay domestic helpers cash in h<strong>and</strong>. It is considered the<br />
cus<strong>to</strong>mer’s responsibility <strong>to</strong> ensure that the individual is correctly registered <strong>and</strong><br />
insured. If this is not the case, the client is considered liable by the authorities.<br />
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Departure<br />
Work permit<br />
If an individual has been registered in Switzerl<strong>and</strong>, he must deregister with his<br />
local registration authority upon his definite departure from Switzerl<strong>and</strong>. Upon<br />
de-registration the individual is no longer entitled <strong>to</strong> a Swiss residence permit <strong>and</strong><br />
is no longer eligible <strong>to</strong> work in Switzerl<strong>and</strong>. Holders of a Swiss C permanent<br />
residence permit can under certain circumstances <strong>and</strong> when expecting <strong>to</strong> return<br />
<strong>to</strong> Switzerl<strong>and</strong> within 4 years uphold their permit for a period of up <strong>to</strong> 4 years<br />
(freezing of C-Permit).<br />
Labor law<br />
If an employee is leaving the Swiss company, certain labor law regulations must<br />
be reviewed <strong>and</strong> observed, such as which termination period is applicable. If an<br />
employee is being assigned abroad, there is usually an additional employment<br />
contract or assignment agreement in place. The additional employment contract<br />
usually refers <strong>to</strong> the labor law regulations of the home country, in this case<br />
Switzerl<strong>and</strong>. This does not, however, exclude the possibility that the courts in the<br />
host country could consider themselves <strong>to</strong> have jurisdiction over any legal<br />
proceedings that ensue during the assignment <strong>to</strong> their country.<br />
Income tax<br />
All individuals need <strong>to</strong> deregister at their local <strong>to</strong>wn hall if they are planning <strong>to</strong><br />
leave Switzerl<strong>and</strong> for a period longer than 6 months.<br />
By this point in time, the individual must have paid any outst<strong>and</strong>ing tax liabilities.<br />
Depending on the individual’s circumstances, the foreign national is required <strong>to</strong><br />
file a tax return for all of the income received up until the date of departure.<br />
Generally, foreign nationals who have been taxed at source do not need <strong>to</strong><br />
complete a tax return.<br />
If an individual owns real estate in Switzerl<strong>and</strong>, the individual will remain liable<br />
for tax for this property in Switzerl<strong>and</strong>. The individual is, therefore, required <strong>to</strong> file<br />
a tax return in the can<strong>to</strong>n where the property is located.<br />
If the individual is being assigned from Switzerl<strong>and</strong> <strong>to</strong> a foreign subsidiary by the<br />
Swiss employer, it is also necessary <strong>to</strong> review how the employee’s tax liability will<br />
be regulated during the assignment. Many employers apply a tax equalization<br />
method, meaning the employee continues <strong>to</strong> be charged the same tax amount as if<br />
the employee had remained in Switzerl<strong>and</strong>.<br />
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In this case a hypothetical tax amount is deducted from the employee’s salary by<br />
the employer. Once the employee’s final tax liability has been calculated, it is<br />
necessary <strong>to</strong> review the provisional tax withheld by the employer <strong>and</strong> amend<br />
accordingly.<br />
Social security<br />
The individual who is departing. However, if Switzerl<strong>and</strong> must be deregistered<br />
accordingly with the Swiss social security authorities. The employee is being<br />
assigned from Switzerl<strong>and</strong> <strong>to</strong> another subsidiary abroad, the social security<br />
liability of the employee must be reviewed; it is possible that the employee is able<br />
<strong>to</strong> remain in the Swiss social security system <strong>and</strong> not become liable for social<br />
security in the assignment country. If this is the case, the contributions due <strong>to</strong> the<br />
Swiss social security system are calculated on the <strong>to</strong>tal salary earned <strong>and</strong> are<br />
submitted <strong>to</strong> the authorities for the duration of the assignment, as long as legally<br />
possible. The corresponding petitions for the continuation of the Swiss social<br />
security must be submitted according <strong>to</strong> the deadlines set by the authorities.<br />
Payroll<br />
When an employee permanently leaves Switzerl<strong>and</strong>, the payroll department must<br />
review whether the employee is due any salary, benefits or payments for overtime<br />
or holiday entitlement that had not been taken before departure. The payroll<br />
department must review the employee’s social security <strong>and</strong> taxation structure if<br />
he or she is on assignment. The corresponding contributions must be calculated<br />
<strong>and</strong> provided <strong>to</strong> the authorities.<br />
54 convinus.com
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