Hiring an apprentice in Switzerland

The dual training system is one of the strengths of the Swiss economy: the apprentice learns in the company three or four days a week and attends the vocational school on the remaining days. For the employer it is an investment in the future, but also a relationship regulated in a specific way by the Vocational and Professional Training Act (VPETA) and the Code of Obligations. Here is what you need to hire your first apprentice properly.

The authorisation to train

Having a free position is not enough: the company must be authorised to train apprentices. The authorisation is issued by the canton and requires that a trainer with suitable qualifications work in the company (professional experience in the field and, as a rule, a course for trainers). Its issuance verifies that the company offers an environment able to cover all the training objectives of the occupation.

The apprenticeship contract

The relationship is based on a written apprenticeship contract, drawn up on the official form and approved by the cantonal authority. It must state at least:

• the occupation and the duration of the training;
• the probation period (from 1 to 3 months);
• the working hours and the holidays;
• the salary for each year of the apprenticeship.

The contract must also be signed by the legal representative if the apprentice is a minor. Without cantonal approval, the contract is not valid as an apprenticeship.

Salary, working hours and protection of young people

The apprentice’s salary is not set uniformly by law: it depends on the occupation, the canton and the year of training, with indicative amounts defined by the sector associations or by the collective labour agreements (CLAs). It rises year after year.

Since many apprentices are minors, the reinforced rules protecting young workers apply:

• wider minimum holidays: at least 5 weeks until the age of 20 is reached;
• limits on night and Sunday work;
• a ban on dangerous work, save for specific exemptions of the occupation;
• compliance with the maximum working time, which includes the time at vocational school.

Social insurance

The apprentice is a worker in every respect as regards contributions:

• AVS/AI/IPG (old-age, disability and loss-of-earnings insurance) and ALV (unemployment insurance) are due (AVS contributions start from 1 January following the completion of age 17);
• accident insurance LAINF is mandatory;
• for the LPP (occupational pension), the obligation arises only if the salary exceeds the annual entry threshold: younger apprentices often stay below it and are not yet subject to occupational pension coverage.

As for any employee, the employer withholds the apprentice’s share and pays the whole to the funds.

The employer’s training duties

Hiring an apprentice is not just paying a reduced salary: it is a commitment to train. The employer must:

• ensure that the apprentice reaches all the objectives of the training plan;
• grant the time for vocational school and the inter-company courses without deductions;
• keep a training record and follow its progress;
• not employ the apprentice in tasks unrelated to the occupation.

The mistakes that cost

• Training without cantonal authorisation or without a qualified trainer.
• Using the wrong form or not having the contract approved by the authority.
• Treating the apprentice as cheap labour, neglecting the training objectives: this is grounds for the authority to step in.
• Forgetting the reinforced holidays and the limits for minors.
• Getting the LPP or LAINF liability wrong in the salary accounting.

An investment, not just a cost

The apprenticeship costs time and structure, but it trains from within people already embedded in the company culture, often at contained overall cost. It must, however, be set up rigorously from the contract onwards: a poorly managed training relationship translates into disputes and the revocation of the authorisation.

How we help you

SIH ONE’s Payroll division manages the apprenticeship contract, the salaries by year of training, the social insurance and the monthly accounting, so that the apprentice starts off compliant and you concentrate on the training. Entrust your payroll to us.