Non-Wage Labor Costs: What is the Real Price of Employment in Switzerland?

Calculating employment costs in Switzerland involves much more than just considering the gross wages paid to employees. In addition to salaries, employers must account for various non-wage labor costs, such as mandatory social security contributions, employee benefits, and operational expenses. We’ll break down these costs, explain their significance, and provide insights into how businesses can effectively manage and plan for both direct and indirect employment costs.

There’s much more to employment costs than wage payouts alone

When calculating the cost of employing someone, it’s easy to focus solely on the salary or hourly wage. However, this is merely just the tip of the iceberg. The full cost of employment includes a variety of additional expenses that businesses need to factor into their calculations. These “non-wage labor costs” can significantly increase the total financial burden of hiring and retaining employees, and thus shouldn’t be overlooked.

Non-wage labor costs are particularly significant in a country like Switzerland, which has a robust social security system and numerous legal obligations for employers to meet. Businesses must consider all costs involved in hiring someone, from mandatory social security contributions and employee benefits to physical office space and the need to meet workplace safety regulations. When all is factored in, the true price of employment can often surprise even experienced business owners.

What exactly are non-wage labor costs?

Non-wage labor costs, also known as indirect personnel costs, refer to all the employment-related expenses incurred by an employer that go beyond the direct wage and salary compensation paid to employees.

In other words, non-wage labor costs encompass all the additional financial obligations that come with having employees. These costs can vary significantly depending on the industry, the size of the company, and the specific needs of the workforce. They can include contributions to social security funds, pension contributions, training and development expenses, travel allowances, recruitment costs, and the provision of workplace equipment and amenities.

It’s vital for Swiss employers to consider these costs as they can constitute a significant portion of the total cost of employing workers. This can ensure businesses are not caught off guard by unexpected expenses and can make more insightful decisions about hiring full-time employees by weighing up the expected benefits against the total cost of employment.

What are the main types of non-wage labor costs in Switzerland?

Non-wage labor costs encompass a wide range of expenses related to the overall cost of employment. Below, we outline the main types, separated into different categories:

1. Social security contributions

In Switzerland, employers are required to make several social security contributions on behalf of their employees. In ordinary circumstances, the employer and employee split these contributions equally (both pay 50%). They are typically the most significant component of non-wage labor costs and include:

• Old Age, survivors, and disability Insurance (AHV/IV/EO): Employers are obligated to contribute to Switzerland’s AHV/IV/EO system, which forms the backbone of the social security system. This includes old age and survivor’s insurance (AHV), disability insurance (IV), and loss of earnings compensation (EO), providing financial support to individuals in retirement, those with disabilities, and compensation for loss of earnings such as those on maternity or paternity leave.
• Unemployment insurance (ALV): This mandatory insurance covers employees in the event of job loss.
• Accident insurance (UVG): Employers must provide accident insurance for their employees, covering both occupational and non-occupational accidents.

2. Pension fund contributions

Contributions to an occupational pension scheme (BVG) are mandatory for employees earning more than CHF 22,050 per year. These are typically private pension funds chosen freely by the employer, meaning the contributions don’t go to the state, but employers are still obligated to match the contributions made by employees.

The BVG ensures that employees have sufficient income upon retirement. The contribution rate depends on the employee’s age and income, but it can be a significant addition to non-wage labor costs for employers, especially for older employees.

3. Daily sickness allowance insurance

In Switzerland, daily sickness allowance insurance is not mandatory for employers, but it is widely used and considered beneficial. This insurance covers the employee’s salary during extended periods of illness, typically replacing 80% of the salary after a waiting period of several days. Employers are required to cover at least 50% of the premiums.

Especially in industries with strong competition for qualified talent, many companies use daily sickness allowance insurance as an additional incentive to attract and retain employees in the long term. It helps secure the legal obligation to continue paying wages during illness and provides financial protection for both employers and employees in the event of extended illness-related absences. Learn more about this topic here.

4. Employee benefits and perks

Aside from compulsory contributions, many employers in Switzerland offer additional benefits to attract and retain their talented workers. These can include:

• Company car
• Travel allowance
• Accommodation or housing allowance
• Meals or restaurant vouchers
• Gym memberships and other subscriptions
• Educational assistance (e.g., payment of tuition fees)
• Childcare subsidies
• Store vouchers
• Employee discounts
• Training and development

To learn more about employee benefits and their associated cost, read our article: Employee Gifts and Benefits in Kind: What to Consider from a Tax Perspective

5. Administrative and operational costs

Employing staff also results in various operational costs that are not directly related to salaries but should be considered in the total cost of employment. These include:

• Workplace safety compliance: Ensuring compliance with workplace safety regulations can involve significant investment in equipment, training, and monitoring.
• Employee workspace: The cost of providing and maintaining office space, including rent, utilities, office supplies, furniture, etc.
• Technology and equipment: Providing employees with the necessary tools to do their job, such as computers, software, vehicles, machinery, and other equipment.
• Cleaning and maintenance: The more employees you have, the more costly it becomes to clean and maintain the business premises.
• Employee administration costs: A larger workforce requires more time and money invested in administration, particularly in bookkeeping tasks such as payroll accounting, financial reporting, expense allowances, social insurance, etc.

6. Legal and regulatory costs

Switzerland has a comprehensive set of labor laws designed to protect employees. Complying with these regulations can incur costs, such as:

Dispute resolution: Potential costs related to resolving employment disputes, whether through mediation, legal fees, or settlements.

Legal compliance: Costs associated with ensuring that employment contracts, workplace policies, and procedures are in line with Swiss labor law.

How do you calculate total employment cost?

Calculating the total employment cost involves summing up both the direct wages and the indirect non-wage labor costs. This provides a complete picture of what an employee actually costs your business.

How do you apportion indirect personnel costs to different employees?

Apportioning non-wage labor costs can be complex, especially when some costs are shared among multiple employees or departments. Here are some possible approaches for allocating these costs:

• Shared office spaces: For businesses with shared office spaces, the cost of rent, utilities, and maintenance can be divided among employees based on the space they use. This could be done on a per square meter basis or as a percentage of total occupancy.
• Common equipment: Costs associated with common equipment, such as printers or kitchen appliances, can be apportioned based on estimated usage. For example, some roles or departments might make more frequent use of certain equipment, in which case the majority can be allocated to that department.
• Administrative costs: General administrative costs would likely be divided evenly between all employees, unless certain roles or departments require additional time and effort.
• Other costs: apportioning other shared costs such as group training sessions, legal compliance, employee safety etc. can be done in a pragmatic way that takes into consideration differences between the portion of resources directed towards certain individual employees or departments.

Just how much do non-wage labor costs contribute to the total cost of employment?

Non-wage labor costs can account for a significant percentage of the total cost of employment, but it is difficult to put an estimate on the exact figure. These indirect costs can vary widely based on the industry, the individual employer and employee, and the specific employee benefits provided.
According to some sources, non-wage labor costs can constitute close to 50% of total employment cost, which would mean you can expect the total cost of an employee to be almost double their gross salary alone. This just shows how critical it is for businesses to fully consider these costs when taking on new employees and maintaining existing ones.

Why is it important to get a realistic picture of the total cost of employment?

Understanding the full cost of employment enables effective budgeting, cost management, and strategic decision-making. By accounting for both direct and indirect personnel costs, you can avoid unexpected financial strain and improve resource allocation.

Better understanding the total cost of employment can aid in:

• Accurate budgeting: Helps in planning for future hiring and resource allocation.
• Cost optimization: Identifies areas where expenses can be reduced or managed more efficiently.
• Informed decision-making: Ensures that business decisions related to employment and expansion are based on a complete understanding of the costs involved.