The 13th monthly salary: interesting facts for employers

Employees take a whole range of factors into account when looking for a job: Travel time to work, the possibility of working from home, the scope of duties, the number of vacation days and, finally, the salary. Because if this is not right, employers will also find it difficult to convince with the other points.

An optional salary component offered by many companies in Switzerland is the 13th monthly salary. It offers employees an additional incentive in their job and can be helpful for employers in attracting new employees. We therefore explain below:

What rules and regulations must be observed? How is the 13th month’s salary calculated and taxed? And who is entitled to it. You can find all the important information here.

Entitlement to the 13th month’s salary

The entitlement to the 13th month’s salary does not exist by law, but is a special payment. This must be explicitly regulated in the employment contract, in a collective labor agreement (CLA) or in a company agreement. In many industries and companies, however, the entitlement to the 13th month’s salary is firmly established and is regarded as a natural salary component.

In contrast, a bonus is a voluntary special payment made by the employer to the employee. It is intended to reward outstanding performance or is paid on special occasions, such as the completion of a major project or a company anniversary. The amount of the bonus is therefore highly individual.

Conditions for the payment of the 13th month’s salary

This means that every employee is entitled to it, provided the regulation is contractually stipulated. However, the payment of the 13th month’s salary is linked to certain conditions, which can vary from company to company. Here are the most common criteria:

• Duration of employment: For the entire additional salary, it is usually assumed that an employee has worked for the company for the entire year. However, part-time employees and employees who joined the company during the year are also entitled. They receive the 13th month’s salary pro rata to the time worked.
• Attendance: Days of absence due to illness, accident or unpaid leave can be the reason for a lower entitlement. These absences are often taken into account on a pro rata basis in order to calculate the amount of the 13th month’s salary fairly. You should also stipulate in the employment contract how your employees are remunerated in such cases.
• End of contract: If the employment relationship ends during the course of the year, the 13th month’s salary is generally also paid on a pro rata basis, based on the length of employment in the year in question. We recommend that this case also be specified in advance in the employment contract.

When are employees paid the 13th month’s salary?

In Switzerland, the 13th month’s salary is often intended as a kind of Christmas bonus. It is usually paid out at the end of the year with the regular monthly salary for December.

Some companies also choose the turn of the year as the payment date to start the new year with a financial incentive for their employees.

Other companies pay out the amount in two installments: half in June or July and the other half in December. This division can help employees to better manage larger expenses in summer and winter and thus offers additional financial flexibility.

You are completely free to decide when you pay the bonus to your employees and whether you do this in one or several installments. The important thing here is that the arrangement is clearly documented in the employment contract and communicated transparently to the employees.

Calculation of the 13th month’s salary

The calculation of the 13th month’s salary is straightforward. It is generally based on the employee’s gross annual salary. Here is a detailed example of the calculation:

Annual gross salary: Assume an employee receives a salary of CHF 72,000 per year.

Monthly salary: The monthly salary is therefore CHF 6,000.

13th month’s salary: The 13th month’s salary corresponds to a full month’s salary, so the bonus is CHF 6,000.

If an employee was only employed for part of the year, the 13th month’s salary is calculated pro rata.

Example: An employee has worked for the company for six months. The payout then amounts to CHF 3,000 (CHF 6,000 / 12 * 6)

What is deducted from the 13th month’s salary?

Various deductions are also made from the 13th month’s salary, similar to the regular salary. These include:

• Social security contributions: Contributions to AHV (old-age and survivors’ insurance), IV (disability insurance), EO (income compensation scheme) and ALV (unemployment insurance) as well as pension fund contributions, if applicable.

Taxation of the 13th month’s salary

The 13th month’s salary is subject to the same tax rules as the regular salary. This means that it is added to the gross wage in payroll accounting and taxed accordingly. As the 13th month’s salary is often paid out together with the regular December salary, this can lead to higher taxation in this month. However, this is offset again in the annual tax return so that the employee does not suffer any disadvantages.

• People subject to withholding tax: For people subject to withholding tax (typically foreign nationals without a permanent residence permit), the 13th month’s salary is taxed together with the other salary payments in the corresponding month. The withholding tax is calculated on the basis of the total gross salary for the month.
• People not subject to withholding tax: For people who are not subject to withholding tax (Swiss citizens and foreign nationals with a C residence permit), the 13th month’s salary is declared and taxed as income in the annual tax return. The 13th month’s salary is added to the regular annual income and taxed according to the progressive tax rate.

13th monthly salary is a valuable tool for employee retention

The 13th monthly salary is more than just a financial bonus, but a sign of appreciation and recognition for the work performed by employees. This strengthens the satisfaction and loyalty of your employees and promotes a positive work culture.

As an employer, you should create clear regulations regarding the special payment and communicate the amount of the bonus and the payment date transparently. Make absolutely sure that the special bonus is paid on time.

By using the 13th monthly salary as part of your salary strategy, you can make your company more attractive to existing and potential employees. This makes a significant contribution to attracting qualified specialists and retaining them in the long term.