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In Switzerland’s competitive hiring landscape, salary alone no longer seals the deal. Professionals with in-demand skills are looking beyond the paycheque, placing greater value on flexibility, purpose, and progression.

To attract top talent, employers need to present the full picture: hybrid work options, growth opportunities, wellbeing support, and a strong workplace culture. When companies align employee benefits with real-world priorities, they don’t just fill roles, they build lasting commitment.

Hiring managers: Get customised salary data and insights from a Robert Half talent solutions professional.

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In Switzerland’s talent market, fixed salaries are just the starting point. For many professionals, bonus potential isn’t a nice-to-have, it is central to how they evaluate job offers and overall value. As variable pay becomes a significant part of total earnings, employers who lead with transparency and strong incentive structures have the edge in attracting high performers.

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of professionals view the potential for a bonus as a key component of their overall compensation package, outweighing many other benefits.

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of skilled professionals earn up to 10% of their total income through variable pay, including bonuses, commissions, and incentives.

Bonuses signal value and build loyalty

With 55% of Swiss businesses offering bonuses, variable pay is becoming a key part of total compensation. From project success to profit-sharing, these incentives don’t just reward performance, they foster commitment. In a market where recognition matters, smart bonus structures help employers stand out and retain top professionals. Common types of bonuses offered and received include:

Performance – awarded for exceeding individual or team targets

Holiday – given during the festive or summer holiday season as a gesture of appreciation

Profit-sharing – tied to company profits and shared among employees

Project completion – paid upon successful delivery of a project

Bonus structures reflect experience and expectations

In Switzerland, bonus strategies are evolving with seniority. While performance rewards remain widespread, employers are using more targeted incentives, like retention and project bonuses to recognise seasoned professionals. To compete for talent at every level, businesses should ensure their reward structures not only attract but also motivate them across the full career spectrum.

Performance bonuses still most common – distributed across all levels, performance bonuses remain the most widely available reward.

Experienced individual contributors receive the richest mix – those with 5+ years of experience benefit most from retention, project, and holiday bonuses.

Entry-level employees have limited access to strategic rewards – while eligible for some bonuses, they are less likely to receive retention, sign-on, or project incentives.

Top 5 perks, benefits and incentives that attract and retain skilled professionals

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The salary benchmarks listed in the Salary Guide from Robert Half are the result of a multistep process so that our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country.

Non-salary data referenced in this Salary Guide is based on an online survey developed by Robert Half and conducted by an independent research firm. During June 2025 Robert Half commissioned research amongst 750 respondents using an online data collection methodology. The respondents represent 250 hiring managers from the employer side and 500 workers in finance and accounting, IT and technology as well as in administrative and customer support. Respondents are drawn from a sample of SMEs to large private, publicly listed, and public sector organizations across Switzerland.