Recruitment Agencies in Switzerland
Switzerland has a well-developed recruitment market, from global headhunters to local staffing agencies. One important rule: recruitment agencies cannot charge fees to job seekers. They are paid exclusively by the hiring company.
- Maximum assignment duration with the same user firm: 2 years (AVG Art. 35 GAV)
- Typical headhunter fee: 15-25% of the annual salary of the placed candidate, paid by the employer
Types of Agencies and the AVG Licence
Swiss law distinguishes two types of placement: job placement agencies (Stellenvermittler) that match candidates with permanent positions, and staffing agencies / temp firms (Personalverleiher) that place workers on temporary assignments. Both require a federal licence under the Employment Agency Act (AVG/LSE). The AVG strictly prohibits charging candidates for placement fees, violations can result in the agency losing its licence. Always ask to see an agency's AVG licence number if you are being asked to pay.
Temporary Staffing and Worker Rights
In a temporary staffing arrangement, the staffing agency is the legal employer; the client company is the user firm. The agency pays wages, handles social insurance and issues payslips. Workers must be treated at least as well as the user firm's comparable permanent employees for the same work (equal treatment principle, after 3 months under the GAV Personalverleih). Maximum assignment duration with the same user firm: 2 years (AVG Art. 35 GAV), after which the user firm must either hire the worker permanently or end the assignment.
Headhunters and Direct Search
Headhunters (executive search) work proactively for specific mandates, often for senior or specialist roles. They approach candidates directly (typically on LinkedIn or via networks) and work exclusively on the hiring company's mandate. They never charge candidates. Typical headhunter fee: 15–25% of the annual salary of the placed candidate, paid by the employer. From the candidate's perspective, working with a reputable headhunter costs nothing and can open roles that are never publicly advertised.
Context on the Swiss job market helps frame any career decision in Switzerland. Our gross-to-net salary guide shows what Swiss gross salaries look like after AVS, LPP and tax deductions. The salary negotiation guide covers how to use market data in offer discussions and which arguments work with Swiss recruiters. Our guide to working in Switzerland as a foreigner covers entry conditions, permit categories and practical relocation steps. The work permit guide explains B, C, G and L permit categories and processing timelines. For cross-sector salary benchmarks, the Switzerland salary guide covers all major roles and cities.
Frequently Asked Questions
Can a recruitment agency charge me a fee in Switzerland?
No. The AVG (Employment Agency Act) strictly prohibits charging placement fees to candidates. If an agency asks you to pay, report them to the cantonal AVG authority.
What are my rights as a temporary worker placed by a staffing agency?
You are employed by the staffing agency, not the user firm. After 3 months, the GAV Personalverleih ensures equal treatment with the user firm's permanent employees. Maximum assignment: 2 years with the same user firm.
Is a headhunter different from a recruitment agency?
Yes. A headhunter (executive/direct search) proactively identifies candidates for a specific mandate and never advertises publicly. A recruitment agency posts vacancies and receives applications. Both are paid by the employer, never the candidate.
What is the 13th month salary in Switzerland?
The 13th month salary in Switzerland refers to an additional monthly salary paid once a year, typically in December. It is included in annual salary benchmarks as standard: when a Swiss employer quotes CHF 120,000 per year, this normally means 13 monthly payments of approximately CHF 9,231 each, not 12 payments of CHF 10,000. The 13th month is governed by the employment contract or collective agreement (GAV), not by statute. It is subject to social contributions (AHV/ALV) and income tax. Always clarify with a prospective employer whether a quoted annual figure includes or excludes the 13th month.
How do Swiss notice periods work for employment contracts?
Under Swiss law (Code of Obligations, Art. 335c), notice periods during probation (default 1 month, up to 3 months by agreement) are 7 days. After probation, statutory notice periods are: 1 month during the first year, 2 months in years 2 to 9, and 3 months from year 10 onwards. Notice must be given in writing by end of calendar month (or end of the agreed notice period month). Contractual or GAV notice periods can be longer but cannot be shorter than statutory minimums. Protected periods exist (illness, accident, pregnancy) during which termination is suspended or prohibited.
Personnel Leasing Act (AVG) · SECO · admin.ch