SWITZERLAND BENEFITS OF INDIVIDUAL

EMPLOYEES AND HR PRACTICES INTERNATIONALLY

Submitted to: Angeleca S.J Villena

Submitted by: HRDM 2-3

Bumenlag, Marilyn B.

Cadawas, Maxine Janella P.

Castro, April Whinnette A.

Rebamuntan, Nicole T.

Salonga, Queenie Angeline P.

2023
Introduction:

Everyone wants to visit Switzerland since it is a wonderful nation. It

offers a breath taking overlook of some of their most beautiful
landscapes, which is unmatched anyplace else. Even though their
nation's primary sources of income are the natural world and the
environment, their economy is expanding. Switzerland is renowned
for having one of the most competitive and modern economies in the
world. Switzerland employs distinct HRM approaches for senior civil
servants (SCS) to something like a significantly smaller level than the
typical OECD nation. Companies employ workers from abroad for a
variety of reasons, although most often they do so because the act of
selling corporate items in foreign markets.

In order to accomplish this, the business employs sales agents who

would promote its goods and market them to their local customer
base. This said country has access to the European Union trading
bloc despite not being a member of it. The main industry in the nation
is banking and financial services, and Swiss banking is well-known
worldwide. Due to Switzerland's financial stability and long history of
fiscal restraint, the nation's banking practices, experience, and
dependability make it a desirable alternative for both foreign
businesses and people. It makes sense that Swiss banks manage the
majority of the world's wealth and information’s like this gives
relevance to weather we should trust the mentioned country for our
future or not. Hence, the nation is a desirable place for foreign
investors due to its political stability and very transparent legal
system. However, let's first discuss their HR procedures to see
whether there is any application to our nation.
Knowing these basic procedures and facts will undoubtedly be of
great use to them and to our awareness as well. As we all know, the
Philippines is notorious for having a large number of domestic
workers throughout the world. Holidays, be it special or the regular
ones are compensated well in Switzerland. Also, when knowing the
labour union of this country must be studied as well. Next is their
process of selection and recruitment especially for those overseas
workers who are the main target of this study. This study also aims to
tackle about Switzerland’s kind of employment, weather be it a per
hour or a daily basis, their offered salary or wages, the employee’s
rewards and/or incentives that might receive form their current
company, the rules, regulations and policies that were needed to
maintain and observed, age limit in employing staffs and workers, the
country’s currency exchange that is converted to peso. Lastly, this
study also aims to ascertain how the HR implemented the laws of
recruitment in the labour market platform.

Holidays in Switzerland:

Switzerland’s holidays varies from the region where your company

belongs. All employees in Switzerland are guaranteed a minimum of 4
weeks of vacation time annually. For rare occasions, you can take
several days or even hours off. Though there were numerous holidays
that Swiss celebrates, just like here in the Philippines, up to eight more
public holidays may be observed on each canton's soil. As a result,
public holidays may differ from canton each canton.. Switzerland is a
confederation of 26 cantons (The counterpart of a state in the USA or a
county inside this United Kingdom. The prefecture is given a lot of
authority in terms of politics and governance. For expats, your canton is
typically the next stop after your county municipality (Gemeinde)), each
of which has considerable autonomy in establishing its own laws and
regulations, including those governing public holidays. Although there
are certain national holidays, each canton determines the majority of
statutory holidays. If you are offered a contract of employment that
permits both regional and national holidays, it is essential that you
understand which statutory holidays are unique to the area in which you
reside. You cannot use the holiday season during the week when a
public holiday occurs on a day that is not a working day, for instance a
Saturday or Sunday. It does not qualify as a vacation day if a national
holiday falls on your day off. Swiss national holidays are holidays that all
cantons give as a day off work.
These are:

 S wiss national da
y August 1

 Christmas Day: December 25

 New Year’s Day: January 1

 Good Friday(except for Ticino and Valais

) April 15 & 7

 Ascensionday May 26& 18

Next were some of the regional holidays that they celebrate:

St. Berchtold's January Aargau, Bern, Fribourg, Glarus, Jura, Lucerne,

Day 2 Obwalden, Schaffhausen, Thurgau, Vaud

Three Kings January Lucerne, Schwyz, Ticino, Uri

Day 6
Republic Day March 1 Neuchatel

St Joseph's March Lucerne, Nidwalden, Solothurn, Schwyz,

Day 19 Ticino, Uri, Valais

Näfelser Fahrt April 7 Glarus

Easter April 18 National except Neuchatel, Solothurn, Valais,
Zug
Monday

Sechseläuten April 25 Zurich

Labour Union:

There are currently two major labor organizations operating in

Switzerland, the largest of which being The Swiss Confederation of
Union Movement (UNIA), an umbrella group representing 16 unions
working in the construction and industrial sectors. With 13 member
unions, Travail Suisse is a second umbrella organization. While
corporations in some nations actively discourage workers from joining
unions at the risk of losing their jobs (perhaps most notably the
enormous retailer Walmart in the United States), Switzerland's
Constitution guarantees "freedom of association," which includes the
right to join or not belong to a union. If joining is what you intend to do,
no one has the authority to stop you. The Swiss Employers Association,
which represents the interests of employers, serves as the umbrella
organization for roughly 80 organizations that are "dedicated to
providing the most favourable macroeconomic and employer strategic
framework circumstances."

Selection Process:

A typical staff selection procedure consists of five to seven steps. The

specific stages will vary depending on the organization, Pension,
involvement, assets, and other benefits are all included in an
employee's salary. Employers frequently examine pay near the
conclusion of each fiscal year and implement a pay increase beginning
on January 1 of the following year. The fact that about a half of all
professionals in Switzerland are union members may potentially have an
effect on wage discussions, the fundamentals involve posting the job,
evaluating applications, screening applicants, conducting interviews,
making a final selection, conducting testing, and extending an offer. For
Switzerland's competitiveness and economic success, modern
businesses depend on motivated and healthy staff. Precaution is helpful.
But being sick from work is also possible. In a specific survey*, about
one-third of Swiss professionals said that their jobs had a detrimental
effect on their health. The most common illnesses of modern living,
which frequently result in time away from work, are stress, burnout, and
mobbing, followed by cardiovascular disease and musculoskeletal
system impairments. Since the loyalty and availability of the entire
workforce are essential to economic success, these issues could have a
severe impact on the productivity of the organization. Because
motivated workers have lower absenteeism rates and produce better
work, maintaining and fostering employees' capacity and motivation to
perform are crucial management jobs. The likelihood that someone will
be successfully reintegrated into the workforce decreases the longer
they are out of work. A worker who misses more than 90 days at work
has a 60% chance of never returning to work and developing a disability
case, in accordance with the Swiss Federal Security Insurance Office.
This increases to four out of five people after a year. However, this is
frequently avoidable if expert case management is implemented. The
corporate management staff is crucial in this situation. Prior to hiring
staff in Switzerland, you must identify any cultural norms or legal
requirements for employment that can affect the outcome of contract
discussions. In Switzerland, like most of the countries, they must be
Swiss nationals or possess a C permit, and they must reside in
Switzerland or a working permit and visa stating that you are allowed to
work in the said country. Only qualified non-EU/EFTA citizens including
several years of working experience, such as managers, specialists, or
university graduates, are permitted to work in Switzerland. Even
temporary employment requires a work permit for non-EU/EFTA
nationals. There are a set number of permits available.. After this crucial
requirement/ stage, the succeeding steps were already stated above.
Same steps just like so many countries that practices the standard hiring
process that was being practiced by many different nations.

Hiring and Recruitment:

It looks easy to conduct interviews, draft an employment agreement,

and add a new employee to company payroll in Switzerland when you're
ready to hire someone. However, as you attempt to adhere to all of
Switzerland's employment compliance rules, hiring staff in a foreign
country may prove more challenging. Switzerland is also using various
kinds of recruitment like direct advertising, recruitment agencies
especially for overseas workers, employee referrals and many more just
like how things are processed here in the Philippines. Knowing where to
post job opportunities is vital whether you're staffing your company
yourself or via a third party. The four official languages of the nation are
German, Italian, French, and Romansh. In accordance with the area and
position, you can advertise your job openings in any one of these
languages. To identify applicants, most recruiters turn to job boards,
trade publications, networks, or newspaper ads. You can either do this
yourself or engage with a recruitment agency who can take care of this
correspondence on your behalf. Many recruiters also get in touch with
people personally. Overall, the labour market is limited, there is fierce
rivalry for jobs, and the workforce is highly skilled. In Switzerland, hiring
and recruitment are difficult processes that call for a thorough
knowledge of the relevant rules. For instance, you can get in touch with
a candidate's references listed in their CV or implementation, but you
can only ask for a medical examination if it's necessary given the nature
of the job. Some other requirements in hiring an employee are the
following: Drug testing is only permitted if it is necessary for the job at
hand, such as a truck driver's job. The law often prohibits credit checks
unless the personal data is pertinent to the profession, such as a
business analyst position. Also, The social media accounts of a
candidate cannot be checked. In general, you can only handle an
employee's data if it relates to that person's suitability for the position or
is required for the performance specified in the contract of employment.
Practices for pre-employment screening are also covered by this
regulation. There are some exceptions, such as the right to request a
candidate's criminal history if the job calls for it.

Type of Employment (per hour or day):

You should be aware that labour protections are fairly clear-cut and
obvious in Switzerland. These include restrictions on the number of
hours that can be worked per week, requirements for mandatory
overtime, and mandated annual paid vacation time.

In reality, a full-time worker in Switzerland puts in 41 hours a week on

average. The Gender Equality Act, which was recently amended, and
the Code of Responsibilities, which dates back to 1911, are important
statutes that have an impact on labour law in Switzerland. The average
working hours hours that employees are allowed to work in Switzerland
are outlined in the labor code and, depending on the industry, can range
between 45 and 50 hrs per week. If a worker puts in extra time, their pay
for that time is increased through at least 25%. Additionally, guess it
depends on their weekly hour cap, their overtime hours cannot total
more than two to three hours every day and 140 (for a partial fulfillment
for the award workweek) or 170 (for a 50-hour workweek) hours
annually. You are entitled to a break of at least a few minutes (for such a
5.5hour working hours), 30 minutes (for a 75-minute workday), or an
hour while on the job (for a 9hour workday). Flexible work schedules are
provided by many companies, however the specifics vary by sector and
employer.

Salary/ Wages

In Switzerland, wages are paid once every month and frequently follow
a 13-month cycle. This means that a worker receives their annual wage
in 13 installments, one each month until the culmination of the year,
when they receive two installments. The high price of living and
favorable tax rates in Switzerland are reflected in some of the highest
wages in the world. Although taxes in Switzerland are not applied
uniformly, they do maintain one of the most favorable regimes in the
world. Specialized knowledge can lead to higher pay and better odds of
obtaining a work visa. However, Because of their professionalism and
everything else that is included in these categories, professional workers
or those in white collar positions are paid more than skilled workers.
You'll be happy to know that it's not a good idea to turn up on time or
start a conversation late, but you are strongly urged to have your lunch
somewhere other from your desk. Your coworkers swimming in the
neighborhood lake while you're eating lunch is not unusual. Switzerland
has a very diversified workforce, so your office will be a melting pot of
cultures. Over 2,000 Software developers from 75 different nations work
out of the Zurich headquarters, as one illustration. Switzerland's central
European location makes it incredibly easy to travel anyplace in the
world. France, Austria, and Germany are indeed an hour apart due to
the hub's location (by train or car). There is no minimum wage set by the
Swiss legislator. Contrarily, typical work contracts and collective
agreements frequently determine pay. However, to the worker's
advantage, the wages so determined are only the minimum pay within
which the participants to the a contract of employment may deviate (Art.
357d.2 CO). Another major component in wage determination is years
of experience. The salary increases with the number of years of
experience.

Throughout all industries and professions, employees with two to five

years' worth of experience make 32% more money than rookies.
However, professionals with more than 5 years ’ experience make 36%
more money than those with only five years or less. A company's wage
increases by 21% for individuals who have worked there for ten years,
and by an additional 14% for those who have been employed for fifteen
years. The average monthly wage for various employment in
Switzerland is shown below and is based on full-time contracts from
Lohncomputer. The amount you will make will depend just on canton
since each have various salary standards. Greater cantons like Zürich,
Geneva, and Basel will increase your income.
Educator: CHF 87,500 per year, CHF 7,292 per month

Physical therapist: CHF 78,000 annually, CHF 6500 monthly,

Pilot salary: CHF 76,000 annually, CHF

6,334 monthly, Stewardess salary: CHF
50,000 per year, CHF 4209 per month
vet : CHF 130,000 per year, CHF 10,834
per month Architect: CHF 75,000
annually, CHF 6,250 per month
Police officer: CHF 82,200 year, CHF 6,850 monthly

Journalist: CHF 7,100 per month, CHF

85,200 per year Jurist: CHF 108,088 per
year, CHF 9,000 per month
Attorney: CHF 111,600 per year, CHF 9,300 per month

Engineer: CHF 9,042 per month or CHF 108,500 annually.

Except when specifically stated in the collective bargaining agreement

or standard contract, compensation must be provided at the end of each
month. Individual employment contracts may also specify shorter time
durations (Art. 323.1 CO). Top international corporations have been
drawn to it in large part due to its location. Some of its high paying jobs
were mostly professionals like orthodontist, CEO, surgeon/ doctor, CFO,
judge, university professor and too many to follow.

Rewards/ Incentives
 The compensation of an employee includes all pension, involvement,
assets, as well as other perks. Employers regularly review
compensation near the end of each fiscal year, and if necessary, adopt
a pay rise that takes effect on the first day of the succeeding year. The
fact that around 50% of Swiss professionals are union members could
potentially affect salary discussions.
 Social Security

The Swiss social security system includes the following schemes:

• old-age and survivors’ insurance(“Alters- und

Hinterbliebenenversicherung, AHV”)

• disability insurance(“Invalidenversicherung, IVG”)

• Income Compensation for Service Providers and for

Maternity(“Erwerbsersatzordnung, EOG”)

• unemployment insurance(“Arbeitslosenversicherung, ALV”)

• occupational benefit plan(“Berufliche Vorsorge, BVG”)

• accident insurance(“Unfallversicherung, UVG”)

• sickness insurance(“Krankenversicherung, KVG”)

• family allowances(“Familienzulagen, FamZG”)

In Switzerland, an employer is solely responsible for paying social

security contributions on behalf of its workers. However, only resident
enterprises and non-resident businesses with a fixed place of business
in Switzerland are covered by this system.
The required Accident Insurance (UVG) provides financial assistance in
the event of accidents and occupational illnesses by helping to cover the
costs of medical care. There is coverage for all employees working in
Switzerland. Employees who put in a maximum of eight hours a week
are covered not just for occupational sickness and accidents, but also
for non-work-related mishaps.
 Insurance for sick leave compensates for lost wages resulting from
illness or pregnancy-related absences from work. Employers must
continue paying the employee's compensation for a predetermined
period of time. The beginning of the compulsory salary payment is
relieved from the employer by the calorie allowance benefits insurance.
The number of years of service for the employee determines how long
the statutory wage payment will last. It is not necessary to adhere to a
daily illness allowance insurance, nevertheless.
Subject to specific restrictions, all professionals in Switzerland who
haven't yet reached the retirement age are required to be covered
through unemployment insurance.

The employee must fulfill the requirements listed below in order to be

considered for unemployment benefits:
• She or he should have held a job necessitating the administration
of unemployment compensation contributions for at least 12 months in
the two years prior to become unemployed and filing with both the
employment office.
• He or she must continue to be available to the employment office
while also actively looking for work on your behalf.
• If the individual leaves their former job without a good reason, their
eligibility for unemployment payments may be terminated for a while.

 Required Leave
 Holidays and Annual Leave
In Switzerland, all employees are entitled to a minimum of four weeks of
paid vacation every year. Young workers under the age of twenty years
are eligible for five weeks of vacation per year. Vacation must be taken
and cannot be reimbursed; reimbursement of vacation through payment
is only permitted at the conclusion of a work relationship. Employees
have the right to the same salary as when they were working during
 their vacation time. Employees who work part-time or are paid hourly
are eligible to prorated holiday time. Additionally, employees receive five
to fifteen public holidays annually, dependent on the prefecture in which
they work. Individuals really aren't entitled to a make-up day off when a
holiday weekend falls on a day off from work. Every time a public
holiday happens during an employee's vacation, the employee's
vacation entitlement is unaffected.
 Maternity and Paternity Leave

• From the time it begins, parental leave lasts 98 weekends (or 14

weeks). Employees with either a full- or part-time schedule are eligible
for maternity leave. Women who start working sooner forfeit their right to
remuneration. Mothers receive a daily payment of 80% of their salaries,
up to a daily maximum of CHF 196. Additional answers may be found in
cantonal legislation, staff rules, and collective labor agreements. Within
the first 8 weeks that followed childbirth, women must not work.
• Paid Paternal Leave (new legislation effective January 1, 2021):
On September 27, 2020, 60.3% of Swiss citizens voted in favor of the
idea for a paid 2 different paternity leave. The new two-week
compensated paternity leave must be taken by fathers within six months
of the child's birth. Such leave days may be taken either consecutively
or separately. Employers must apply for losses of income compensation
with the relevant government pension authorities because it is not given
out automatically. The remuneration is identical to that which is covered
by maternal insurance: 80% of something like the median earned
income prior to the child's birth, up to a daily maximum of CHF 196.
• Paid Care Leave (new legislation effective as of January 1, 2021):
In additament to paternity leave, the new "care leave" legislation
imposes a requirement on the employer to continue paying the
remuneration again for care of a member of the family or partner with a
cognitive impairments during a brief absence of no more than three days
 per specialized impairment and no more than ten days annually (329h
CO).
• Care Leave again for Care of Seriously Unwell Children (new
legislation effective July 1, 2021): A childcare leave has just been
implemented if an employee's child is seriously ill as a result of an
accident or illness. The maximum length of the leave is 14 weeks (329i
CO). The Swiss Federal Regulation on Economic Compensation for
Telecom Operators and for Maternity governs pay continuation, which
is limited to CHF 196 per day and equals 80% of the salary.
 Pensions: Mandatory and Typically Provided

The Federal Old-Age, Survivors', and Invalidity Insurance is the first pillar of the
Swiss pension system.

The second pillar is the occupational pension plan, and the third is private
pension plans (3rd pillar).

• The first pillar offers benefits for divorced men and orphans as well
as pensions for the elderly. For men, 65 is the typical retirement age
and for women, 64. It can be planned for or put off, with associated
financial costs. It is a PAYGO system that will pay for basic living
expenditures through contributions from both employers and
employees equal to 4.2% of each employee's income.
• In addition to the Old-Age, Survivors', and Invalidity Insurance, the
occupational pension program (2nd pillar) must allow the
policyholder to maintain their pre-insured lifestyle in a suitable
manner. It is a sponsored retirement program. Employees must pay
for it, and both employers and employees contribute to its cost. The
total of the employer's contributions must at a minimum match the
total of those of his employees. Old-age pensions are provided via
the second pillar. Additionally, the pension funds offer benefits in the
event of ineligibility and payments to survivors non the event of a
premature death. Before retiring, you may use the second pillar
 under certain circumstances to purchase your primary residence or
launch your own business.
• Private pension plans available through the private sector make up
the third pillar. It is totally funded by the individual and is optional.

Expatriates

Work

The quality of life, according to expats, is better in Switzerland.

Locals frequently return home for lunch with their families, and the
nights and weekends are reserved exclusively for them. Strict office
hours (usually 8:00–17:00 with a weekly maximum of 45 hours) and
plenty of vacation time support this mentality. In truth, employees in
Switzerland are guaranteed a minimal of four weeks of paid holiday
time, in addition to public holidays. Additionally, there is a high
protection level for employees in Switzerland, therefore there is less
likelihood of discrimination and mistreatment and more lenient hiring
practices.

Healthcare
A international universal health care system exists in Switzerland.
This is partially due to the nation's high healthcare expenditures,
which total much more CHF 8,785 per citizen. But it is not sponsored
by taxes, unlike many other nations. All Swiss citizens instead pay
into cantonrun health insurance programs. A lot of people purchase
private health insurance. With this, everyone in the community has
access to healthcare, and the insurance pays for 80% to 90% of the
expenses. Switzerland has an international system of universal
healthcare. This is partially a result of the country's high healthcare
costs, which average more than CHF 8,785 per person. Contrary to
many other countries, it is not supported by taxes. Instead, all Swiss
 nationals contribute to health insurance plans operated by the
cantons. Many individuals buy private health insurance. As a result,
everyone in the neighborhood has access to medical care, and 80%
to 90% of the costs are covered by insurance.
A world-class universal health-care system exists in Switzerland. This
is partially due to the nation's high healthcare expenditures, which
total much more CHF 8,785 per citizen. But it is not sponsored by
taxes, unlike many other nations. All Swiss citizens instead pay into
cantonrun health insurance programs. A lot of people purchase
private health insurance. With this, everyone in the community has
access to health care and the insurance pays for 80% to 90% of the
expenses.

Age Limit in Employment

The legal minimum age to work in Switzerland is 15. Young persons as

young as 13 may, nevertheless, be employed in select rare
circumstances (messenger operations, light work, cultural, artistic, and
sporting events, or advertising). There are numerous forms of work
contracts in Switzerland. A yearly poll by the national statistical office
found that 33.5% of Switzerland's working population, or 1.65 million
employees, were 50 or older in 2020. Only 24% of Swiss employees
were actively seeking employment in 1991.

According to FSO, the prevalence of the baby boomer generation,

defined as those born between 1945 and 1964, is linked to the aging of
the workforce. In contrast to 70.9% in 1991, 81.4% of people between
the ages 50 to 64 were in the workforce in 2016. The increased activity
of women is largely responsible for this growth.
Switzerland was one of the few nations in Europe where more than eight
out of ten individuals aged between the ages of 50 and 64 were
engaged in paid employment last year. Sweden (86%), Iceland (83%),
and Estonia (81.3%) made up the other nations. The average for the EU
is 70.3%. The number of persons working in Switzerland over the age of
65 has decreased slightly during the last two decades. Those aged 65 to
74 made up 17% of the workforce in 2020 compared to 19.7% in 1991.

For those aged 50 to 64, part-time employment is increasing. Those in

this age bracket worked part-time 40.3% of the time in 2020, compared
to 35.2% of those between the ages of 25 and 49. Several industries
stand out for having a high proportion of workers over 50. For instance,
public administration positions (34.5%) and transportation and
distribution jobs (37% of those working) have a disproportionate number
of older workers.

In comparison to their younger counterparts, older adults are nearly

twice as inclined to work independently (18.1% vs. 9.5%) and are
likewise more likely to work on the weekend (20.6% vs.
16.1). In comparison to many other age groups, they typically have 3.5
more weeks of vacation per year, according to the exact source.

Currency to Peso

Current currency rates: 1 Swiss Franc is equivalent to 59.5221

Philippine Pesos. The CHF to PHP exchange rate shown on this page is
based on actual market rates as of 09/01/2023 01:54. CHF to PHP
Conversion: Convert Swiss Francs to Philippine Pesos
 Problems

The report also revealed that among the biggest issues recruiters
encounter is an absence of hard skills, particularly in the areas of IT
abilities, language (28%), application shortage (24%) and experience
(18%). Furthermore, according to 67% of the businesses polled,
upskilling existing employees is the best way to address recruiting
issues, and 32% of these were considering putting this strategy into
practice in 2015.

Resemblance

In terms of economy, Switzerland as well as the Philippines are at

opposite extremes of the spectrum. Although there are few similarities
between the two nations, they do share something in the end. To
strengthen their healthcare systems, both nations can benefit from
understanding one another's advantages and disadvantages.
Additionally, the United States can learn a lot from these nations,
particularly Switzerland. Switzerland offers its residents more choice to
select the type of insurance they desire.

Additionally, the United States can learn a lot from these nations,
particularly Switzerland.

Switzerland offers its residents more choice to select the type of

insurance they desire.

Format of the CV
A strong CV is a crucial tool while looking for work in Switzerland. It is
essential to make sure that your Swiss CV is created with the
standards of Swiss Curriculum vitae and companies in mind.
The cover letter is crucial when applying for jobs in Switzerland. It
should be one page in length, extremely relevant to the post you are
looking for, and utilize formal, exact language.
It is frequently written by hand and should include information on your
qualifications, experience, and the reasons you are applying for this
particular position.

You should aim for a two-page Swiss CV in most circumstances. Two

pages are sufficient for the majority of job searchers, however three
pages may be appropriate if you possess many years of experience.
Include a CV synopsis.
Include your contact information. List your previous employment.
Describe your skills.To create a more powerful CV, go over
everything once more to see if you could add any numbers and
statistics. Add a professional photograph to your resume
The CV should not exceed two pages.CV should be written in the
same language as the job posting (e.g. Romansch). Each Swiss CV
must include the following:a letter of introduction.It is two pages long
(or more). be composed using the same language used in the job
posting.
Include a picture of a good quality. Describe your education. Add
citations.

It should be one page in length, extremely relevant to the post you

are looking for, and utilize formal, exact language. It is frequently
written by hand and should include information on your qualifications,
experience, and the reasons you are applying for this particular
position.
Length: The Swiss CV should typically be two pages in length.
References:

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https://leglobal.law/countries/switzerland/employment -law/employment-law-
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Berard, V. (2022, October 5). Top 15 Highest Paying Jobs in

Switzerland. GrabJobs | Job Search & Career Resources Library.
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AB4

Swiss CV Tips, Format Requirements, &

Examples | VisualCV. (n.d.).
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labor laws | Expatica. Expatica Switzerland.
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- hhh Expatica. (2022, December 12). The complete guide to

Switzerland’s labor laws | Expatica. Expatica Switzerland.
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laws-213351/

Expatica. (2023, January 3). Being an expat in Switzerland: 10 things

you need to know | Expatica. Expatica Switzerland.
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National labour law profile: The Swiss Confederation.

(n.d.).
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