Is a verbal job offer legally binding in Switzerland?

Yes. A verbal offer can be binding if the essential terms (role, salary, start date) were agreed. Written confirmation is strongly advised to avoid disputes. Swiss employment law favours clarity, so always follow up with an email or letter within 48 hours.

How long should the candidate have to accept the offer?

7–10 days is standard practice. This gives the candidate time to review, check with their current employer about notice periods, and ask questions. State your deadline clearly in the email. Extensions can be granted if the candidate has legitimate reasons (e.g. waiting for a reference letter).

Should the offer email mention salary deductions (tax, AHV, LPP)?

No. Always state the gross salary in the offer. Deductions such as Quellensteuer (withholding tax), AHV (old-age insurance), and LPP (occupational pension) are separate and detailed in the contract and payslips. Confirm the gross figure to avoid confusion.

Job Offer Email Template for Swiss Employers

A job offer email formalizes your hiring decision and sets expectations before the contract is signed. It should name the role, Pensum percentage, gross annual salary in CHF, start date, reporting line, and next steps. Send it within two weeks of your decision; the candidate typically has 7–10 days to accept or decline.

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A job offer email is your first formal communication after you have decided to hire. It bridges the interview stage and the signed employment contract. Keep it clear, factual, and professional.

In Switzerland, verbal offers carry legal weight, but a written offer email protects both parties. It locks in salary, hours, and start date before legal documents are exchanged.

Core Elements to Include

Your offer email must state the job title, Pensum (as a percentage of 100%), gross annual salary in CHF, and the proposed start date. Name the direct manager and confirm the work location (canton, office or hybrid).

Mention any probation period (usually 3 months in Switzerland) and reference the employment contract that will follow. Keep the tone formal but warm; this is a positive moment for the candidate.

Job title and department
Pensum percentage (e.g. 80%, 100%)
Gross annual salary in CHF
Start date (typically 2–4 weeks ahead)
Direct manager name and reporting structure
Probation period and contract date

What To Customize

Replace [CANDIDATE NAME], [JOB TITLE], [PENSUM]%, [GROSS SALARY], and [START DATE] with actual figures. Adjust the location and manager name. If your canton or industry has a collective agreement (GAV), mention it briefly or reference the contract that will detail it.

If the role includes special terms—flexible hours, remote work, equipment allowance—add one sentence. Do not over-promise; anything not in writing can create disputes later.

Candidate's full name and email address
Your company name, location, and contact details
Specific Pensum and salary figures
Start date and probation duration
Any non-standard terms (remote days, travel, equipment)
Name and email of the person issuing the offer

Timeline and Next Steps

Give the candidate 7–10 days to accept or decline. State a deadline clearly. Once accepted, move quickly to the employment contract; your HR lawyer or a template service (such as Muster-Vorlagen from your cantonal employer federation) can help ensure compliance.

Do not delay the contract. Swiss law requires clarity on wages, hours, and duties from day one. If the candidate needs a reference letter from their current employer before accepting, allow extra time.

Set a response deadline (e.g. 'Please confirm by [DATE]')
Confirm that a full employment contract will be sent within 3 working days
Invite questions about salary, benefits, or work arrangements
Explain next steps (contract signature, onboarding date, first day logistics)
Include your contact phone number and email
Consider mentioning confidentiality until the offer is accepted

Frequently asked questions

Is a verbal job offer legally binding in Switzerland?: Yes. A verbal offer can be binding if the essential terms (role, salary, start date) were agreed. Written confirmation is strongly advised to avoid disputes. Swiss employment law favours clarity, so always follow up with an email or letter within 48 hours.
How long should the candidate have to accept the offer?: 7–10 days is standard practice. This gives the candidate time to review, check with their current employer about notice periods, and ask questions. State your deadline clearly in the email. Extensions can be granted if the candidate has legitimate reasons (e.g. waiting for a reference letter).
Should the offer email mention salary deductions (tax, AHV, LPP)?: No. Always state the gross salary in the offer. Deductions such as Quellensteuer (withholding tax), AHV (old-age insurance), and LPP (occupational pension) are separate and detailed in the contract and payslips. Confirm the gross figure to avoid confusion.

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