13th month salary in Switzerland: everything expats need to know
One of the most common sources of salary confusion for expat professionals arriving in Switzerland is the 13th month salary (treizième salaire / 13. Monatslohn). It is standard in most Swiss sectors and professions. But it is not always included in the headline monthly figure quoted by employers. Misunderstanding this convention can mean underestimating an offer by CHF 8,000–15,000 per year, or overestimating it if the 13th month is already included in the quoted annual figure
The 13th month salary is an additional month's pay (equivalent to one month's gross salary) paid to the employee over the course of the year. It is not a bonus, in the sense that it is not performance-conditional. It is a contractual entitlement, treated for tax purposes as salary, and paid either in December (most common), in two instalments in June and December, or spread across the 12 monthly payments. In practice, for most Swiss professional contracts, the monthly salary figure quoted is for 13 months, so a CHF 10,000/month gross translates to CHF 130,000/year gross.
- Not legally mandated by Swiss federal law (CO), but standard in most sectors.
- Mandatory under many collective labour agreements (CCT/GAV): construction, hospitality, metalworking, etc.
- Paid as: 1 full month's salary in December, or split June/December, or monthly spread.
- Pro-rated: if you join or leave mid-year, you receive a proportion of the 13th month.
- Tax treatment: fully taxable as salary, not as a bonus: taxed at your normal rate.
- Negotiation tip: always clarify whether a quoted salary is "×12" or "×13" to avoid ambiguity.
Is the 13th month mandatory in Switzerland?
Swiss federal law (the Code of Obligations) does not mandate a 13th month salary as a universal right. However, three factors make it quasi-universal in professional employment: First, most sector collective labour agreements (CCT/GAV) explicitly require it. If your sector has a CCT, the 13th month is contractually mandatory for all employers covered. Second, market practice has made it the norm: employers who don't offer a 13th month face significant recruitment difficulties in most sectors. Third, once it has been established as a practice in a company, it becomes part of the usual remuneration and cannot be removed without the employee's consent.
Sectors where the 13th month is explicitly mandatory via CCT: construction (LMT), hospitality (L-GAV), watchmaking (CPIH), metalworking (CMR), logistics, cleaning. Sectors where it is standard by market practice (even without a CCT requirement): banking, pharmaceuticals, insurance, consulting, most corporate roles.
On a CHF 100,000 offer, the 13th month is worth CHF 8,333, clarify upfront whether that figure is already folded into the monthly number you were quoted.
How to handle it in salary negotiations
The key question to ask at any Swiss salary offer stage: "Is the CHF [X,000]/month base your 12-month figure, and the 13th month is additional? Or is the CHF [X,000]/month already the full-year equivalent divided by 12 including the 13th?" This is not an awkward question, Swiss employers expect and respect it. The ambiguity exists because some employers quote on a 12-month basis ("CHF 10,000/month × 13") while others quote the annual equivalent ("CHF 130,000/year including 13th month = CHF 10,000/month").
For comparison purposes: when evaluating a Swiss offer against a French, British, or American offer, add the 13th month explicitly. A Swiss offer of CHF 10,000/month is CHF 130,000/year. A French offer of €6,000/month is €72,000/year (12 months). After tax conversion, the difference is significant but so is the cost of living difference.
Always ask whether a quoted monthly figure is your ×12 base or already the ×13 annual total divided by 12. On a CHF 10,000/month offer that single clarification is worth CHF 8,333 a year, the exact value of the 13th month itself.
Pro-rated 13th month on entry and exit
If you join a company in September (for example) and the 13th month is paid in December, you will receive 4/12 of a month's salary as your 13th month payment (September, October, November, December). If you resign and your last day is July 31st, you are entitled to 7/12 of the 13th month, typically included in your final payslip or settlement. Your employment contract should specify the calculation method, ensure this is clear before signing.
Context on the Swiss salary landscape helps frame any single-role benchmark. Our gross-to-net salary guide details the full deduction structure (AVS, LPP, Quellensteuer) canton by canton. The salary negotiation guide sets out which arguments move Swiss hiring managers and which ones back-fire. The Zurich salary guide and the Geneva salary guide provide cross-sector comparisons for Switzerland's two main labour markets. For understanding your net take-home before accepting an offer, the brutto-netto calculation guide explains all eight standard deductions. Our work permit guide covers the B, C, G and L permit conditions that determine whether an offer is accessible.
Frequently asked questions
Is the 13th month the same as a year-end bonus?
No. A year-end bonus is performance-conditional and variable; the 13th month is contractual and guaranteed regardless of individual or company performance. Many Swiss employers pay both, a 13th month (guaranteed) plus a discretionary performance bonus (variable). Make sure you understand which elements of your compensation are guaranteed and which are conditional.
Do international organisations in Geneva pay a 13th month?
Not in the traditional sense, IO salary scales are annual and include 12 monthly payments. However, IO salaries are tax-free and include significant allowances (post adjustment, education grant, etc.) that compensate well beyond what a 13th month adds in the private sector.
What if my employer refuses to pay a 13th month despite the sector CCT?
The CCT is legally binding on employers within its scope. If your sector's CCT mandates a 13th month, your employer cannot waive it unilaterally. Contact your cantonal labour inspectorate or the relevant trade union for assistance if this right is withheld.
How long does it typically take to find a job in Switzerland as a foreign professional?
The average job search duration for foreign professionals in Switzerland ranges from 3 to 6 months for roles in high-demand sectors (IT, pharma) and 6 to 12 months for competitive sectors (finance, administration). Work permit processing (B permit for non-EU candidates) adds 4 to 8 weeks to the practical start date. Candidates with Swiss employment history or who are already in Switzerland on a valid permit move significantly faster. Our work permit guide covers the B, C, G permit processes and timeline.
What benefits beyond base salary do Swiss employers typically offer?
Standard Swiss benefits packages include: mandatory occupational pension (BVG/LPP, funded 50-50 by employer and employee), non-work accident insurance (NBUV, employer-funded), family allowances (Familienzulagen, cantonal minimum CHF 200-300/child/month), and paid vacation (minimum 20 days/year by law, typically 25 days in professional roles). Additional benefits in professional roles often include: supplementary pension top-up, car allowance or Mobility subscription, business travel insurance, meal allowances, and fitness subsidies. Our compensation structures guide covers the full package landscape.
OR Art. 322d (Gratification/13th salary) · Kienbaum Salary Survey 2024 · FSO ESS 2022 · seco.admin.ch