What is it for?
This feature ensures compliance with the Swiss Posted Workers Act, which requires salary verification when a short-term posting notification is necessary. Whether such a notification is needed will be determined through the Workflex questionnaire when an employee submits a trip to Switzerland.
How does it work?
If the tool identifies that a posting notification is required, it will prompt the employee to enter their monthly gross base salary in EUR.
In the background, Workflex will now automatically compare the provided salary against the Swiss comparable thresholds (these are the official minimum salary levels required by Swiss law) by using the official Swiss government’s salary calculator.
What happens next?
If the entered salary meets or exceeds the required Swiss equal salary:
✅ No further action is needed.
✅ The sub-assessment “Posted Workers Regulation” will be marked as “completed”.
✅ Your Workflex no-risk warranty will be extended as usual.
If the entered salary falls below the required Swiss equal salary:
⚠️ Workflex will calculate the exact salary top-up amount required to become compliant.
⚠️ This difference must be paid out to the employee in the next available payroll cycle, covering the actual working days in Switzerland.
⚠️ Once this top-up is completed as instructed, the sub-assessment will be considered as “completed”, and the no-risk warranty remains in place.
❗If the payout is not executed, the sub-assessment “Posted Workers Regulation” will be considered incompliant (therefore marked as “attention”), and the no-risk warranty will not be extended for this trip.
What counts towards the salary comparison?
Under the official Swiss method, the comparison is made on a gross hourly basis and is not limited to base salary. Contractual components such as a 13th or 14th month salary, holiday and public holiday entitlement, Urlaubsgeld and Weihnachtsgeld, employer-funded capital-forming benefits (vermögenswirksame Leistungen), and any posting allowance paid on top of the actual cost of travel, accommodation and meals also form part of the comparable gross wage.
Two consequences are worth knowing:
Only the final total is decisive. A shortfall in any single component does not by itself constitute a breach.
An employee whose base salary alone appears to fall short may still be compliant once these components are taken into account.
If your employee receives pay components beyond the monthly gross base salary entered in the tool, please let us know via the chat function on the platform so these can be reviewed for the trip.
Why this matters?
This process is a legal requirement under Swiss law. Compliance ensures that your organization avoids serious consequences such as:
Financial penalties
Work bans or temporary restrictions
Inclusion on a publicly accessible "blame and shame" list, maintained by the Swiss authorities and visible to anyone, individuals and companies alike
The frequency of audits by Swiss authorities has increased in recent months. To help our clients meet these requirements more easily and proactively, we’ve introduced this tool.
Not only does this feature support compliance, it also reduces the manual workload for responsible HR teams. The required figures will be pre-calculated, helping teams execute the necessary actions more efficiently.
How is the data handled?
To ensure the appropriate stakeholders are informed and can take necessary action, all results and calculations will be directly shared via email with designated personnel from your company. Only these users will receive a PDF summary containing the relevant salary information and corresponding calculations.
To-Do
👉 Please decide which authorized persons (typically in Global Mobility or Payroll) should receive the report, as they will be handling sensitive information and will be responsible for executing the required payouts.
You can set and update these recipients yourself on the platform, separately for each of your employment entities:
Step 1: Go to Company settings → Entity management.
Step 2: Click the three dots (⋮) next to the entity and select Edit.
Step 3: Under Swiss salary email(s), enter the email address of the recipient.
Click + Add email to add more recipients, or the × next to an address to remove it. To use the same recipients for every entity, tick Apply Swiss salary email(s) to all entities.
Step 4: Click Save entity details.
You can choose to have the report sent to multiple people, a single person, or none at all. If no recipients are set for an entity, the report will be sent to the Global HR admin by default.
If you have any questions, check our FAQ article here, or reach out to our support team via the chat function on the platform.