Answers to your questions
The notice periods are different for each employment model:
Staff leasing:
These periods are not allowed to be shorter, longer notice periods can be agreed for each contract individually.
Freelance Contract CO:
The periods of notice for termination are:
For the Employees protection, the legislator requires that the one-month period of notice be complied with as per Art. 335(c)(1) and (2) CO. The Employee is requested to bear the periods of notice in mind. As soon as it becomes apparent that no more orders can be fulfilled, the Employee must notify us of this fact so that PayrollPlus or the Employee can give notice as a result of the order ending. The Employee should also draw the customer’s attention to this fact, so that the customer can advise in good time if there is no more work available. Furthermore, the Employee should note that, in the event of registering at the RAV, the wages for the notice period must be claimed from the employer. Since the Employee may no longer be recording any payments received during this period, PayrollPlus cannot pay him the 97%. This payslip for CHF 0 will then be included in the calculation of earnings.
PayrollPlusSmart:
The notice periods as per the contract of the company/household are applicable. The notice periods are not allowed to be shorter than the code of obligations or valid CBA allows.
PayrollPlus Flex:
The contract will be concluded pursuant to CO Art 394 and is at all times terminable.
As per art. 335c Abs. 1 Code of Obligations
Special information:
If a termination is delivered within the first year of service, the notice period of 1 month is applicable even if the notice period only ends within the second year of service.
Following the UK’s exit from the EU and the end of the withdrawal period agreed between the two parties on 31 December 2020, the Agreement on the Free Movement of Persons (AFMP) between Switzerland and the EU no longer applies with the United Kingdom. From 1 January 2021, UK citizens are no longer citizens of the EU; instead, they have the status of third-country citizens.
From 1 January 2021, UK nationals will no longer be considered EU citizens but third-country nationals.
New employees/freelancers/contractors with UK nationality as of 1 January 2021
Due to the priority of nationals, an application for a permit for a UK citizen must now be processed in the same way as an application for a third-country national. This means that persons from Switzerland and the EU/EFTA states have priority.
As a result, PayrollPlus cannot hire employees without a residence permit in Switzerland with UK citizenship in the Staff Leasing and PayrollPlusFlex models.
In the PayrollPlusSmart model, the company itself can apply for residence and work.
You can find more information on this topic on the website of the State Secretariat.
The PayrollPlus Fee is 3% of the total amount billed to the client (all-in client tariff) but a minimum of CHF 2.- with hourly wages, CHF 16.- with daily wages and CHF 200.- with monthly wages. To Onlinetool users minimum fees to not apply.
The individual process for each employment and invoicing model is described in the menu button procedure.
Yes, you can issue invoices to foreign countries in various currencies. Because of regulatory reasons it is not possible to invoice USD to the USA.
Invoices to foreign countries that are not subject to VAT are subject to prior approval by PayrollPlus. We kindly ask you to get in touch with one of our consultants in order to review the invoicing without VAT.
All salaries are paid out in Swiss Francs (CHF), since the social contributions have to be paid in CHF in Switzerland.
Foreign currencies are converted according to the actual bank exchange rate of the day they are credited. PayrollPlus cannot influence the rates.
Please contact us anytime to discuss any further questions.
PayrollPlus as a PLC has more than CHF 100’000.- turnover per year ans therefore legally has to add 7.7% VAT.
For staff leasing, the VAT law requires us to add 7.7% to the full salary costs and not only to the service fee (Art. 21 para. 2 fig. 12 VAT law).
For the PayrollPlus model Smart, the VAT is only charged on the PayrollPlus service fee.
If work is done for legal entities abroad, PayrollPlus can invoice without VAT in line with the VAT law. Please contact PayrollPlus directly for VAT inquiries.
Invoices to foreign countries that are not subject to VAT are subject to prior approval by PayrollPlus. We kindly ask you to get in touch with one of our consultants in order to review the invoicing without VAT.
All salaries are paid out in Swiss Francs (CHF), since the social contributions have to be paid in CHF in Switzerland.
Foreign currencies are converted according to the actual bank exchange rate of the day they are credited. PayrollPlus cannot influence the rates.
Please contact us anytime to discuss any further questions.
No, PayrollPlus is not a staff placement company.
Employees working within interim earnings receive the interim earnings statement for the unemployment fund department (RAV) at the till the 5th of every following month. In order to prevent fraud it is not allowed to issue an interims earnings statement during the current month, it may only be issued once the month has ended.
Note for online tool users: Invoices issued with the onlinetool compellingly need to be paid before PayrollPlus may issue the interim earnings statement. For each registered invoice only working hours for the same month of the interim earnings statement may be recognised, working schedules overlapping the month may not be considered. Please make sure that for every month you worked, you issue a separate invoice to the client.
If you have issued your invoice in foreign currency, the interim earnings statement may only be issued after we paid the salary. We are unable to take over the currency risk since your salary is depending on the current exchange rate. If you work within the interim earning, we suggest to always invoice in CHF in order to avoid waiting periods for your unemployment benefit.
The interim earnings statement will show following note:
As payroller we declare the insured persons registered working hours and salary with us. If the employee wishes to recieve the effective payment after the respective payment of the client has been recieved, the issuer of the interm earnings statement (ParollPlus AG) is not liable for any self declared working hours or wages stated in the interim earnings statement.
The insured person has registered with us all working hours to date. Should working hours be registered after the interim earnings statement has been issued, the full responsibility is with the insured person to declare these with the unemployment department (RAV), neglect is liable to prosecution.
PayrollPlus waives all liability for any incorrect information submitted.
The authority to issue instructions means to issue mandatory instructions which must be strictly accepted by the receiver. This concearns instructions regarding work law regulations and not order contract specifics. The person/entity issueing instructions therefore executes the right of instructions, the person following these instructions therefore is subordinated.
Information about the insurances with PayrollPlus
They are insured for daily sickness allowance with CSS and for accident and daily allowance in case of an occupation and non-occupational accident with SUVA Linth.
The insurance covers 80% of the average salary for 720 days with a waiting period of 3 days. The pension fund is Tellco, PK Pro in Schwyz, the social contributions are done with canton Schwyz.
Following the harmonisation of social-security systems introduced in 2002 by the Agreement on the Free Movement of Persons (AFMP) and the EFTA Agreement, the obligation to take out health insurance is based on the place of employment. Anyone working in Switzerland is required to take out compulsory Swiss health insurance, as are all members of their family not in gainful employment.
This rule notably applies to cross-border commuters who are nationals of an EU or EFTA state
Cross-border commuters who are EU/EFTA nationals and hold a G work permit must have Swiss health insurance from the date their employment contract commences. They have three months in which to enrol with a Swiss health-insurance fund. If they fail to do so, they may be automatically enrolled with a health insurance fund – with a premium surcharge for belated admission in the absence of an excuse for the delay – and are required to pay the costs of any medical treatment received prior to the date of admission themselves.
The obligation to have health-insurance cover ends when the employment contract ends.
Switzerland has however also concluded agreements with the neighbouring countries (Germany, Austria, France and Italy) granting persons domiciled there the option of taking out health insurance in their country of domicile. See table below “Requirements governing compulsory Swiss health insurance for EU/EFTA residents ”.
Persons domiciled in those four countries who do not wish to take out Swiss health insurance must present an exemption request in the three monthsfollowing the commencement of their contract to the relevant authority in the canton in which they work
In March 2015 the Swiss Federal Supreme Court issued a ruling on the exercising of option rights in health insurance. According to this ruling, the “tacit exercising” of the option right does not have legal force. Cross-border commuters who have hitherto been insured abroad rather than in Switzerland without having submitted a formal request for exemption from the insurance obligation in Switzerland may take out insurance cover in accordance with the Health Insurance Act. They must obtain confirmation from the relevant office in the canton where they work that they have not yet exercised their option right with legal force. By presenting this confirmation, they will then be accepted by the Swiss health insurer.
Cross-border commuters insured in France and enjoying the Swiss health-insurance exemption right must complete the form below “ Choice of health-insurance system ” and return it, signed by the French Caisse primaire d’assurance-maladie (CPAM), to the relevant authority in the canton in which they work within 3 months. Persons insured in Switzerland who move to France and decide to take out health insurance there must rapidly send a copy of this form, signed by the CPAM, to their Swiss health insurer in order to terminate their cover in Switzerland.
The modalities for exercising the option right are set out in the agreement dated 7 July 2016 between Switzerland and France
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