HR Lawyers in Switzerland
International ESOPs, hiring & firing, managing a global workforce. The people work that comes with scaling across borders.
“The experience with LEXR has been AMAZING – extremely professional, friendly and pragmatic, and always conducted in a transparent way that only inspires more trust. In fact, I would wish for more young companies to be able to benefit from the clear, trust-building approach with which LEXR engages with its clients.”
Judith Häberli · Co-Founder & Chief Growth, Urban Connect
Why LEXR for people work
A contract set you can reuse
One employment agreement drafted to Swiss law, delivered in three to five business days, that works for the next twenty hires. There is also a free generator if you only need the standard case.
Compensation decided before it is promised
A two-hour workshop that ends with the compensation model chosen — salary, bonus, equity or a mix — and the Swiss and German consequences of each written down.
Remote work that survives an audit
Social security, tax exposure, IP ownership and data duties for staff working outside Switzerland, in one framework with an action plan attached.
Global reach. Local roots. One team
LEXR offices
- Zürich
- Lausanne
- St. Gallen
- Davos
- Brooklyn
- Berlin
- Munich
- News LEXR writes the licensing guidelines for the EU's official Chips Design Platform EuroCDP
- Deal LEXR represents a Swiss institution in a $100m+ acquisition of a Swiss FinTech
- Deal LEXR structures a tokenized tracker certificate and drafts EU prospectus for retail distribution
- Deal LEXR advises a FinTech scale-up on their Delaware flip to expand to the US market
HR and employment FAQ
The five questions that come up before the first hire.
No — an employment relationship is valid without it. But several clauses only bind if they are written down: a probation period other than the statutory default, compensation for overtime, and a non-compete. Verbal terms are also the first thing to become disputed when someone leaves.
Absent an agreement, notice is one month in the first year of service, two months in years two to nine, and three months from year ten, each to the end of a calendar month. Probation defaults to one month and can be extended to three by written agreement; during it, seven days' notice is enough on either side.
Three things, and none of them is the contract. Social security follows where the work is physically done, so an A1 certificate or a bilateral rule decides who collects; a person working from another country can create a taxable presence for the company there; and data protection obligations follow the employee's location, not the employer's. The remote-work workshop covers all three plus IP ownership.
Switzerland allows termination without cause, so the question is not whether you had a reason but what the reason was. Dismissal for a personal characteristic, for exercising a legal right, or in retaliation for a complaint made in good faith is abusive, and the court can award up to six months' salary on top of the notice period. The notice itself stays valid.
All three services here have a published flat fee — CHF 650 for the employment agreement, CHF 1'800 for either workshop — quoted up front. Anything ongoing draws on a pre-paid block, or on a subscription for the team, rather than per-email billing.
Hiring, paying or relocating someone? Let's get it right first time
Thirty minutes with an employment lawyer. Bring the role, the country and the start date.