May 16, 2025
Switzerland attracts companies worldwide with highly skilled talent and high-value clients. The challenge is understanding the legal framework to ensure your plan succeeds. ANobAG is the legal foundation that makes this possible. It offers a practical bridge: you can employ a Swiss-based person without establishing a local entity. For more details, see the ANOBAG guide to hiring in Switzerland or work with a local fiduciary who can set up the process for you in full legal compliance.
Picture a British software company with two live prospects in Zurich. They need a senior account manager next month. Under ANOBAG, the individual is employed in Switzerland while the company remains abroad. Social security, accident cover and taxes are handled locally. With the right partner, setup is lean and predictable, so the team can focus on revenue rather than paperwork.
ANOBAG is not a workaround. It requires Swiss-law contracts, registrations with the social insurance office, appropriate insurance and correct payroll deductions. Depending on canton and the employee’s profile, withholding tax or extra filings may apply. The steps are clear but precise. Do them once, do them right and you avoid costly rework.
This route is ideal for a single strategic hire, a market lead validating pipeline or a specialist supporting a rollout. It also suits a staged plan: phase one tests the market with ANOBAG; phase two incorporates once revenue and headcount justify it. You protect cash, reduce risk and maintain employer credibility throughout.
Done properly, ANOBAG feels normal for the hire. Salary lands in Swiss francs, contributions are paid, holidays and benefits are defined in the contract. Many candidates like the autonomy and speed. They can work from a home office or coworking space while you decide on a permanent office.
Expect an initial lift to draft the contract, register with insurers and authorities, and configure payroll. After that, monthly processing runs smoothly with the right deductions in place. The bigger cost is delay. Waiting six months to incorporate can stall learning and sales. ANOBAG brings those insights forward, so decisions rest on evidence, not guesswork.
Scope creep is common. One hire becomes three without a pause to reassess whether an entity now makes more sense. Another risk is copying home-country policies without adapting them. Switzerland has its own norms on probation, notice, working time and benefits. Treat these as design choices to avoid friction later.
Begin with a sharp diagnostic: role definition, expected revenue impact, budget and a six to twelve month review point. Choose a local partner to handle registrations and payroll. Track leading indicators like qualified pipeline, cycle length and renewal signals. When those support a permanent footprint, migrate smoothly from ANOBAG to a Swiss company and scale with confidence.
