Should I offer a referral bonus?

It depends on your hiring volume and budget. For SMEs, CHF 500–1500 is typical, paid after the hire has completed their probation (usually 3 months). Check your accounting and employment contracts first. A bonus is not mandatory but does increase engagement. Document your referral policy in writing to avoid disputes.

What if an employee refers someone unsuitable?

Thank them anyway and give honest feedback within a week. 'We appreciate the referral. This time, the experience level didn't quite match our needs.' Do not blame the person they referred. Most employees understand that not every match works.

Are there legal issues with employee referrals in Switzerland?

Not if you treat all referrals equally and do not discriminate based on protected criteria (age, gender, origin, religion). A referral is simply another source of candidates. You still conduct the same interviews and checks. If unsure, consult an employment lawyer.

Template: Employee referral request letter

A brief, direct email to your team asking them to refer qualified candidates for an open role. State the position, Pensum, location, and any referral incentive. Keep it straightforward: your employees know your culture and needs better than any job board.

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Your team knows what it takes to succeed in your company. A referral from a current employee often signals culture fit and saves weeks of screening. This template opens the conversation without pressure or jargon.

Customize the role details, Pensum percentage, and location. If you offer a referral bonus, name it clearly. Send via email or team chat; a brief, personal touch goes further than a generic broadcast.

The message

Dear team, we are recruiting a [Job Title] at [X]% Pensum, based in [Canton/City]. If you know someone who fits, we would like to hear from you.

Please send us their name and contact details, plus a brief note on why you think they would be a good fit. We will take it from there.

Keep it to 2–3 sentences max; longer emails get skimmed.
Name the Pensum and location exactly; vagueness discourages referrals.
If there is a referral bonus (e.g. CHF 500–1000 for hire), state it. It removes doubt.
Set a deadline if the role is urgent, e.g. 'Referrals welcome until [date]'.
Include a link to the job description or role brief, or attach it.
Say who to contact: a name, email, and whether anonymity is an option.

What to avoid

Do not make referrals sound voluntary but compulsory. Enthusiasm cannot be forced. Avoid: 'Please refer three candidates by Friday' or 'We expect your input on this hire.'

Do not ask for candidates outside your actual hiring plan. If you are not genuinely recruiting, do not ask. Credibility erodes fast.

Avoid naming specific people your team 'should' know; it feels like a list of demands.
Do not promise a referral bonus without checking your budget and internal policy first.
Do not ask for data your team cannot legally provide (criminal record, health details, family ties).
Avoid copy-pasting the same message to everyone; a quick mention that it is for [specific team/department] feels more genuine.
Do not wait months to give feedback; if you interview a referral, tell the referring employee the outcome within two weeks.

Sample text (copy and customise)

Hi [team/all], we are looking to hire a [Job Title] at [X]% Pensum in [City]. [Optional: We offer CHF [amount] if your referral leads to a hire.] If you know someone strong, please send me their name, email and a one-line reason why they would fit. Thanks—[Your name].

For a more formal or structured approach, attach a short role summary (responsibilities, required skills, team name) and ask referrals to be submitted via a shared form or a single point of contact.

Subject line option: 'We are hiring—do you know anyone?' (higher open rate than 'Referral opportunity').
Timing: send Tuesday–Thursday morning; Friday messages often get lost.
If you use a form, keep it to three fields: candidate name, contact, and reason.
For remote or Pensum-flexible roles, highlight that explicitly.
Mention the team or reporting line so employees understand the context.
If you are recruiting multiple roles, list them separately to avoid confusion.

Frequently asked questions

Should I offer a referral bonus?: It depends on your hiring volume and budget. For SMEs, CHF 500–1500 is typical, paid after the hire has completed their probation (usually 3 months). Check your accounting and employment contracts first. A bonus is not mandatory but does increase engagement. Document your referral policy in writing to avoid disputes.
What if an employee refers someone unsuitable?: Thank them anyway and give honest feedback within a week. 'We appreciate the referral. This time, the experience level didn't quite match our needs.' Do not blame the person they referred. Most employees understand that not every match works.
Are there legal issues with employee referrals in Switzerland?: Not if you treat all referrals equally and do not discriminate based on protected criteria (age, gender, origin, religion). A referral is simply another source of candidates. You still conduct the same interviews and checks. If unsure, consult an employment lawyer.

General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.