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Tax and Legal
David Merz | Founding Partner
Zurich, November 25, 2024
Switzerland’s social insurance system is one of the most comprehensive and well-organized in the world. It largely succeeds in protecting individuals from the financial hardships associated with old age, illness, disability, and unemployment, thanks to its robust framework that is both highly structured and widely accessible. This article provides a detailed look at Switzerland’s social insurance system, including the fundamental “three-pillar” model for retirement provision and other key components and protection mechanisms.
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Before we delve into the structure of Switzerland’s social insurance system and explore the various types of insurance mechanisms, it’s worth briefly explaining where these social security resources come from. I.e., how is social insurance funded in Switzerland?
Switzerland’s social insurance system is primarily funded through a combination of employee and employer contributions. Each component of the system has specific contribution rates and requirements, and some are mandatory while others are optional. In employment relationships, the financial responsibility for social insurance is often shared equally between the employee and employer, while self-employed individuals contribute independently. Here’s a breakdown:
Each year, contribution rates may be adjusted based on economic factors, inflation, and the financial sustainability of the system.
The core of Switzerland’s social security system is its three-pillar model, which combines state support (1st Pillar), occupational pensions (2nd Pillar), and private savings (3rd Pillar) to create a multi-layer safety net for its citizens and residents. Beyond this three-pillar approach for retirement provisions, Switzerland has various other mechanisms that provide additional layers of security for income loss, family support, and health expenses, which we will explore in later sections.
Old-age and survivors’ insurance (AHV), along with disability insurance (IV) and supplementary benefits (EL), form the first (state) pillar of Switzerland’s three-pillar system.
Old-age and survivors’ insurance (AHV) is a mandatory state pension designed to provide basic financial security. It covers the entire population, including employed and self-employed individuals, as well as non-working individuals in certain cases. This insurance ensures that every resident has a base level of income in their old age.
Disability insurance (IV) is the second arm of the 1st Pillar, providing income in case of disability. In addition to providing a basic income for retirees and the disabled, the AHV/IV also offers survivor benefits to spouses and dependent children upon the insured’s death.
Funding for the AHV/IV comes from contributions by employees, employers, and self-employed individuals. The standard contribution rates of 10.6% of the gross salary for AHV/IV/EO are split equally between employers and employees, with each contributing 5.3%. Self-employed individuals pay a contribution rate ranging from 5.371% to 10%, depending on their income level, and are responsible for covering the full amount independently.What are supplementary benefits (EL)?
Supplementary benefits (EL) are part of the 1st pillar system and assist individuals whose income from AHV/IV pensions is insufficient to cover their living expenses. They bridge the gap between the basic AHV/IV benefits and the minimum amount needed for subsistence.
Eligibility for EL is determined based on the applicant’s financial and personal circumstances and is subject to criteria such as residency status, age, disability, income, and assets. While the general framework is regulated at the federal level, specific thresholds and allowances may vary from canton to canton.
The 2nd Pillar is the occupational pension (BVG). It is designed to maintain an individual’s standard of living after retirement by providing additional income to the basic state pension.
The occupational pension (BVG) is mandatory for employees with an annual income of at least CHF 22,050. Employees earning less are not automatically insured; however, employers can voluntarily offer BVG coverage. For self-employed individuals, participation in the BVG is voluntary. Contribution rates vary depending on age, ranging from 7% for those aged 25 to 34, up to 18% for those aged 55 to 65.
Where the BVG is mandatory, both employers and employees share the contributions, and employers are legally required to contribute at least 50%. Offering optional BVG schemes to employees earning less than the mandatory threshold is generally at the discretion of the employer and is not a legal requirement.
In addition to old-age pensions, the BVG also offers benefits for disability and death for the insured person’s dependents. Occupational pensions are managed by private institutions typically chosen by the employer. Funds accumulated through contributions are invested to yield returns, which can augment the pension amount at retirement. The mandatory and optional components of the BVG allow employers to contribute beyond the minimum legal requirements as a means to offer enhanced benefits to their employees.
The 3rd Pillar in Switzerland’s system is private retirement savings. Unlike the first two pillars, the 3rd Pillar is completely voluntary, allowing individuals to save independently to supplement their first and second-pillar pensions. The key is that 3rd Pillar private retirement savings can offer significant tax advantages, making them an attractive option for Swiss residents. The 3rd Pillar is split into two main types of private savings:
Switzerland’s robust social insurance framework goes beyond the three-pillar system to include various other forms of coverage. Some of these additional insurance mechanisms are mandatory, while others are optional, allowing employers and employees to contribute as required or desired.
The Income Compensation Scheme (EO) covers income losses due to specific life events such as maternity, paternity, or military service. It is an integral part of the 1st pillar of the Swiss social security system and is therefore listed together with the AHV and IV as AHV/IV/EO.
Maternity and paternity benefits under EO are designed to provide financial support to new parents, with mothers eligible for up to 14 weeks of paid leave and fathers for two weeks. The leave is paid at 80% of the employee’s salary up to a maximum daily allowance of CHF 220. The EO is financed through equal contributions from both employers and employees. The contribution rate is 0.5% of gross salary (0.25% each from the employee and employer). EO insurance is mandatory for full-time employees in Switzerland.
Unemployment insurance (ALV) provides financial support to individuals who lose their jobs, helping them manage during periods of unemployment. Participation in ALV is mandatory for most employees in Switzerland. Self-employed individuals are not eligible for ALV and therefore do not contribute.
The contribution rate is 2.2% of the annual salary up to an income of CHF 148,200, with this amount evenly split between employers and employees. For portions of income exceeding CHF 148,200, an additional solidarity contribution of 1% is levied. The insurance typically covers 70% of the insured income but increases to 80% for individuals with dependents or low income. Additionally, the unemployment insurance offers retraining and job placement services to facilitate the transition to new employment.
Accident and occupational disease insurance (UVG) is mandatory for employees in Switzerland and covers medical costs and lost income due to workplace accidents or occupational diseases. Non-work accident insurance is also mandatory for employees working more than eight hours per week and can cover incidents outside of work hours.
UVG contribution rates vary depending on the industry and associated level of risk. Employers are required to cover the full contributions for workplace accident insurance for their employees, while employees cover the cost of non-work accident insurance through payroll deductions. Accident insurance is not compulsory for the self-employed, but they can voluntarily insure themselves under UVG if desired.
The daily sickness allowance insurance provides financial protection for employees who are unable to work due to longer periods of illness.
Swiss law obligates employers to continue paying wages to their employees during limited periods of illness (CO, art. 324a). This minimum period of continued wage payment depends on the length of prior service and the canton where the employment contract is based, but is generally not less than three weeks during the first year and increases thereafter. Wages are paid at 100% of the wage amount from the first day of illness during this initial period.
In many cases, employers and employees may together opt into daily sickness allowance insurance to extend illness wage cover beyond the statutory minimum. While this insurance is not mandatory by law, it is often provided by employers, who must pay at least 50% of the premium.
There is a waiting period (typically between 30 and 60 days) before the insurance kicks in, during which the employer usually agrees to cover 100% of the wages. Thereafter, the daily sickness allowance insurance prevents income loss by covering a portion (usually 80%) of the salary until the employee either recovers or reaches long-term disability status. Self-employed individuals may also voluntarily participate through private insurers.
For detailed information on daily sickness allowance insurance in Switzerland, read our blog on the topic.
In fact, this would be done via a written agreement which replaces the employer’s statutory obligation to continue paying wages with daily sickness allowance insurance. The rule of thumb is that an agreement to replace the employer’s minimum sick pay obligations with illness insurance is only allowable if the insurance benefit is at least equivalent to the mandatory illness pay without insurance. As such, the employer typically agrees to pay the full wage cost during the insurance waiting period as they would have otherwise done without the daily sickness allowance insurance.
Family allowances are benefits provided to support families with children. These allowances help offset the costs of raising children and are funded entirely through contributions from employers.
The allowances vary by canton and generally consist of a basic allowance for each child and an education allowance for older children attending school. Employer contribution rates also differ by canton but are typically between 1-3% of the employee’s payroll.
Health insurance in Switzerland is separate from the basic three-pillar system and other core social insurance mechanisms, yet it is an important consideration for all Swiss residents.
Switzerland operates under a mandatory health insurance model, with a mixture of basic and supplementary coverage options.
Basic health insurance is mandatory for all residents in Switzerland. It covers essential medical treatments, including hospitalization, doctor visits, and prescribed medications. Individuals are responsible for selecting and paying for their health insurance provider, and premiums can vary depending on the insurer, location, and coverage level. While employers do not contribute to health insurance, low-income individuals may receive subsidies to help offset premium costs.
In addition to basic insurance, residents can opt for supplementary health coverage. This voluntary coverage offers extended benefits not included in the basic package, such as private hospital rooms, alternative medicine treatments, and access to specialized healthcare providers. Premiums for supplementary health insurance are paid entirely by the insured individual.
There are some mixed opinions on the success of Switzerland’s social insurance system in protecting all its residence from financial distress. For the most part though, it is widely regarded as effective in providing financial security thanks to its inclusivity, adaptability and extensive scope.
However, there are a few challenges and deficiencies in the system which critics have pointed out:
The comprehensive nature of Switzerland’s social insurance comes at a price. The numerous mandatory insurance contributions, together with compulsory health insurance, can be a financial burden for low-income individuals.
The system’s structure can be complex, especially for foreign workers and the self-employed, who may struggle to understand the various requirements and the options available to them.
In fact, according to SwissInfo, approximately one third of those entitled to social benefits in Switzerland don’t even apply for assistance, and thus some of the most vulnerable segments of society fall through the cracks. This is attributed in part to the complexity of the system, where many are not even aware of their social insurance rights or struggle to find information and contact the relevant authorities
The system has been criticised of favoring high-income individuals. There can be large disparities in the adequacy of coverage for individuals with lower contributions, such as those with low or irregular income.
Despite these challenges and claimed deficiencies, Switzerland’s social insurance system is still highly respected globally. Its structured approach, which combines public, employer-based, and private contributions, is often seen as a balanced model for social welfare.
Overall, it remains a robust and inclusive system that successfully protects most residents from financial hardship, making it one of the world’s most effective social insurance models.
Nexova is a trusted accounting and fiduciary partner with extensive expertise in Swiss employment regulations and social insurance contributions. We offer tailored support to SMEs and startups in Switzerland in managing social insurance responsibilities, including payroll deductions, employer contributions, and compliance with Swiss law on social security.
Partnering with Nexova enables your business to stay compliant with Swiss social insurance requirements, ensuring that employees receive adequate coverage while fulfilling your obligations seamlessly. We help you optimize your social security contributions to simultaneously maximize employee satisfaction and take advantage of tax deductions.
Contact us today to discover a new world of possibilities for enhancing your business’ efficiency, compliance, and social reputability.
Answers at a click
Yes, employers in Switzerland are required to contribute to several types of social insurance, including AHV/IV, BVG, and ALV. Employers may also optionally contribute to additional coverage, such as daily sickness allowance insurance.
Self-employed individuals must independently contribute to the AHV/IV and can voluntarily opt into other types of insurance, such as accident insurance and 3rd Pillar retirement plans.
Yes, family allowances are mandatory for employees with children, and employers are responsible for contributions that help these families manage the costs associated with raising and educating their children.
No, health insurance is mandatory but separate from employer obligations. All residents must at least purchase basic health insurance individually from an approved provider. While it is not commonplace for employers to provide health insurance as an added benefit, they do often provide the option for daily sickness allowance insurance to employees.
Pension contributions are calculated as a percentage of an employee’s salary, with both employers and employees sharing the cost for the first and second pillars and other mandated social insurances.
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