Swiss payroll and social contributions for employers
Your employees, our priority
We take care of all payroll and HR administrative tasks, from salary calculations to social insurance declarations.
Our experts ensure compliance and provide advice for optimal HR management.
We deliver swissdec-ready outputs and clear payslips, with a monthly checklist for HR.
Our strengths for your HR needs
Our payroll & HR services
Detailed approach and deliverables for payroll and social charges management
Scope, objectives and priorities
Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable.
We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams.
When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over.
The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions.
The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan.
We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy.
Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved.
Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk.
Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm.
The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations.
When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference.
Deliverables, process and data quality
In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach.
Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect.
We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution.
We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability.
We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control.
Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on.
We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable.
Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable.
We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams.
When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over.
The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions.
Coordination, compliance and stakeholders
The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan.
We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy.
Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved.
Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk.
Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm.
The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations.
When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference.
In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach.
Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect.
We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution.
We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability.
Governance, costs and continuity
We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control.
Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on.
We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable.
Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable.
We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan. We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams.
When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy. Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over.
The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved. Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions.
The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk. Depending on your context, we organize the collection of employment contracts, timesheets, AHV data and allowance decisions and implement simple routines to keep records complete and reliable. We rely on Swissdec, HR portals and banking integrations when they add clarity, while staying compatible with your current stack if you prefer a hybrid approach. Every engagement begins with a short diagnostic that clarifies constraints, expected gains, and decision points, then translates into a written action plan.
We favor direct communication and regular checkpoints so trade-offs remain visible and timelines stay under control. Our methods adapt to activity cycles, operational peaks, and cantonal constraints, with a pragmatic follow-up rhythm. The goal is to deliver reliable payroll, social compliance and calm employees while reducing the administrative load on your teams. When external stakeholders are involved, we coordinate exchanges and prepare the synthesis materials they expect. We explain options, impacts, and trade-offs clearly so decisions stay aligned with your strategy.
Costs are driven by complexity, transaction volume, and coordination needs; we make those drivers explicit early on. We provide reporting formats suited to your governance, with concrete indicators and actionable recommendations. When the context changes (growth, funding, restructuring), we adjust the setup without starting over. The engagement stays centered on your priorities: compliance, efficiency, and reliable day-to-day execution. We document decisions in a clear way so each choice is defensible and continuity is preserved.
Finally, we outline the next steps so the post-engagement phase is smooth and improvements remain durable. Our work on payroll and social charges management starts with a precise review of your flows and operating model so we can define a clear scope, realistic timeline, and priorities that make a measurable difference. In Geneva, Lausanne and French-speaking Switzerland, we work with SMEs, scale-ups, subsidiaries and international employers who want to secure payroll without adding internal complexity or losing visibility on key decisions. The core deliverables typically cover payslips, AHV/IV/EO filings, pension, accident insurance and salary certificates, with an ongoing focus on data quality and traceability. We embed requirements tied to AHV/IV/EO, pension, accident insurance and labor law requirements from the beginning to avoid late-stage fixes and compliance risk.