Switzerland

Switzerland does not currently have a national minimum wage, which sets it apart from many other countries. However, this does not mean that Swiss citizens do not have a minimum wage.

Instead, the minimum wage in Switzerland is established by some cantons (regions) that have their own wage laws established through public votes. As of 2024, they are as follows:

For reference, the average income in Switzerland is approximately CHF 6788 per month. In many cases, the cantonal minimum wage serves as a baseline, and the actual compensation amount is influenced by industry agreements, experience levels, and regional economic conditions.

Beyond the cantonal wage floors, most Swiss pay rates are determined through collective labor agreements (CLAs) negotiated by employers and trade unions. While Swiss union membership isn’t as extensive as in Germany or Sweden, these organizations still exert considerable influence on wage policies and labor standards.

Switzerland’s official currency is the Swiss franc (CHF), but many stores list prices in francs and euros, which are both widely accepted.

Businesses expanding into Switzerland must navigate regional wage structures, labor laws, regulations, and union agreements. This report breaks down the key differences and legal requirements, giving employers a clear, straightforward guide to fair pay and compliance for sourcing talent in this country.

Variances

Compared to other countries, the minimum wage in Switzerland – outlined by cantonal agreements – reflects slight variances between compensation floors. For example, many countries have exemptions for apprentices or interns in their minimum wage statutes, whereas a separate body governs these roles in Switzerland.

Full-Time vs. Part-Time Workers

In some countries, part-time workers earn less per hour than full-time employees, but in Switzerland, the hourly rate remains the same regardless of employment status. Total pay is simply based on hours worked, with CLAs ensuring that part-time employees receive proportional wages and benefits. 

This structure helps Switzerland maintain average income parity between full-time and part-time workers relative to their working hours.

Variable Wage Floors Across Sectors

• Certain high-demand or high-risk professions such as construction, healthcare, and hospitality might enforce higher starting wages or hazard pay through their CLAs, even in regions with cantonal minimum wages.
• In cantons with a statutory minimum wage where CLAs set a higher pay floor for a specific sector, the minimum wage cannot go below the canton’s legal baseline.

Skill Levels and Job Classifications 

• CLAS often classify employees by skill level or job function, each with its own established minimum wage tier. For example, an entry-level financial clerk may earn more than a similarly ranked clerk in retail.
• These distinctions apply even within the same canton, so wage rates can–and often do–vary wildly between industries.

Supplemental Compensation

• Some industries include bonuses, shift differentials, and hazard premiums in their CLA-defined compensation packages. This is particularly true for night shifts, weekend work, or roles that are more physically demanding than average. 
• These extra incentives effectively raise the hourly wage beyond the base pay.

Apprentices & Interns

• Where CLAs specify separate pay brackets for apprentices or interns, these employees are regulated by another entity altogether. The Federal Vocational and Professional Education and Training Act (VPETA) shapes what  CLAs have the power to allow or prevent.
• In industries with highly structured training programs – such as machinery, electrical, construction, etc. – apprentice wages can be significantly lower than those of standard entry-level positions. However, they are still subject to CLA rules.

Sectoral Changes & Renegotiations

• CLAs are routinely renegotiated, which often adjusts wage floors and conditions to better align with market trends and other external forces.
• Foreign employers, in particular, must be prepared for regular updates, as a negotiated agreement may only remain in effect for one to five years before it must be revised.

To make things easier, we offer an employee cost calculator to help businesses estimate wages for hiring employees in Switzerland.

Several Swiss industries — such as healthcare, education, and construction — have minimum wages set through CLAs that apply to trained professionals. These occupations often command salaries well above the minimum thresholds established at the cantonal level.

Navigating the Minimum Wage in Switzerland Can Be Tough, But It Doesn’t Have To Be!

Use our free employee wage calculator to determine the necessary payment.

Minimum Wage in Switzerland, Compared

While Switzerland lacks a single, nationwide minimum wage, its canton-level wage mandates that this amount must rank among the highest in Europe. For comparison, we’ll average the minimum wages from each canton to create a baseline reference in the table below.

Minimum Wage in Switzerland, Compared

*Amounts are converted to USD to maintain consistency across currencies

Despite being known for some of the highest wages in the world, hiring remote Swiss talent is still a smart choice for many global employers. Switzerland’s reputation for innovation stems from its top-ranked universities and technical institutes, which produce highly skilled professionals in finance, engineering, IT, and life sciences.

On top of that, the stable political climate, modern infrastructure, and strong intellectual property protections make Switzerland a prime destination for companies looking to broaden their global teams with dependable, world-class talent.

Although labor costs are higher here than in many other markets, the quality, professionalism, and specialization Swiss talent brings may more than justify the investment — especially for companies aiming for top-notch skill sets and a foothold in the heart of Europe.

Get up-to-the-minute updates on minimum wage and average income in Switzerland with our employer of record (EOR) services.

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Hiring With an EOR

Whether you’re navigating Switzerland’s cantonal wage mandates or offering sector-specific rates, businesses typically select one of two strategies:

• Direct Hiring: Creating a Swiss entity gives you complete control over payroll, taxation, and legal obligations. While this direct approach can be rewarding, it also means tackling substantial administrative duties and regulatory complexities independently.
• Hiring Through an EOR: An EOR provides a faster path into Switzerland without needing a local entity. By handling employee onboarding, payroll, and compliance, a powerful EOR like Skuad significantly lowers the risk and overhead associated with international expansion into Switzerland.

Beyond simplifying recruitment, EOR services support every phase of the employee lifecycle, from contracts and payroll to ongoing compliance. This support makes it easier to scale your workforce and remain compliant across Switzerland’s cantons.

For a comprehensive guide on direct hiring, explore a detailed breakdown of the process here.

For business owners looking for a streamlined approach, an EOR offers tailored solutions for every stage of the employee lifecycle, including:

Hire

Hiring abroad always presents regulatory hurdles, and Swiss labor laws are no different. Making sure your workforce is correctly classified, paid accurately, and bound by compliant contracts can be challenging — particularly if you’re paying Switzerland’s high wage standards or adhering to specific industry scales.

By partnering with an EOR, you shift those administrative and legal obligations to a trusted provider. Those duties include:

• Creating contracts that align with local regulations
• Minimizing classification mistakes through clear employee categories
• Managing and tracking any equipment or resources issued to new hires

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Pay

When you expand into Switzerland, you’ll likely need to navigate cross-border payroll along with currency conversions — especially if you plan to pay employees in CHF. These transactions can be cumbersome and come with hefty bank fees.

An EOR can streamline multi-currency payroll, giving you accounts that allow you to pay wages without incurring exorbitant conversion charges or delays.

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Manage

Once your employees are onboarded, an EOR also helps keep day-to-day operations running smoothly. For instance, they can:

• Calculate and administer employee benefits
• Track attendance and time records
• Approve reimbursements for job-related costs (phones, laptops, car rentals, and more)

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By handing off these logistics to an EOR, you can focus on scaling your business in Switzerland without getting tangled in the details.

The Skuad Platform

Deciphering the minimum wage in Switzerland can be surprisingly intricate. There’s no single national rate, and each canton may set its own threshold — whether as cantonal minimums or sector-specific agreements — which can be challenging. Ensuring compliance and fair pay without getting mired in administrative details is key to a successful expansion.

With Skuad’s Employer of Record solution, you gain the support needed to meet all Swiss hiring requirements, from payroll setup to legal compliance. 

Talk to our experts today about building your cross-border team in Switzerland, so you can focus on driving your business forward.

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