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An Offer Letter lays out the key terms of employment between a Swiss employer and a potential employee. It details essential elements like salary, start date, job title, work location, and main responsibilities - serving as the first formal step toward establishing an employment relationship under Swiss labor law.

While not as detailed as the final employment contract, this document creates important legal expectations for both parties. Swiss companies typically send Offer Letters after successful interviews but before drafting the full contract, giving candidates a clear overview of the position and allowing them to make an informed decision about accepting the role.

Send an Offer Letter when you've identified your top candidate and want to formalize your employment offer in Swiss business settings. This initial written commitment helps lock in promising talent while the full employment contract is being prepared, especially for roles requiring specialized skills or involving complex negotiations.

The timing matters - issue the Offer Letter promptly after making your hiring decision but before the candidate accepts competing offers. Swiss employers often use these letters when recruiting senior executives, specialized professionals, or candidates relocating from abroad, as the document provides clarity on key terms while maintaining flexibility for final contract details.

• Business Offer Letter: Standard format for permanent positions, outlining basic employment terms and conditions
• Promotion Offer Letter: Used for internal advancement, detailing new role responsibilities and compensation changes
• Contract Offer Letter: Specialized version for project-based or fixed-term employment arrangements
• Temporary Employment Offer Letter: Addresses short-term positions with specific duration and conditions
• Final Offer Letter: Conclusive version after negotiations, containing all agreed-upon terms before contract signing

• HR Managers: Draft and customize Offer Letters based on approved hiring terms, ensuring compliance with Swiss employment laws
• Department Heads: Review and approve offer details, particularly regarding role responsibilities and compensation structure
• Legal Teams: Verify content meets Swiss legal requirements and protect company interests during negotiations
• Job Candidates: Review and potentially negotiate terms before accepting the position formally
• Executive Management: Approve final terms for senior positions and sign letters for key hires
• External Recruiters: Often coordinate the offer process between companies and candidates, especially for specialized roles

• Position Details: Confirm exact job title, department, reporting structure, and start date with hiring manager
• Compensation Package: Gather details on salary, bonuses, benefits, and any special allowances approved by finance
• Working Terms: Document work location, hours, probation period, and any flexible arrangements
• Template Selection: Choose appropriate Offer Letter format from our platform's Swiss-compliant templates
• Internal Approvals: Secure necessary sign-offs from HR, department head, and finance before finalizing
• Legal Requirements: Include mandatory Swiss employment terms and conditions using our automated compliance checks

• Company Details: Full legal name, address, and authorized representative's title
• Position Information: Exact job title, department, work location, and start date
• Compensation Terms: Base salary in CHF, bonus structure, and benefits package overview
• Working Hours: Standard weekly hours, vacation entitlement, and public holidays
• Employment Type: Permanent, fixed-term, or temporary status with probation period
• Data Protection: Reference to Swiss data privacy laws and handling of personal information
• Conditional Terms: Work permit requirements, background checks, or medical clearances
• Acceptance Method: Clear instructions for accepting the offer and deadline for response

A key distinction exists between an Offer Letter and an Employment Letter in Swiss business practice. While both documents relate to employment relationships, they serve different purposes and are used at different stages.

• Timing and Purpose: Offer Letters come first, proposing initial employment terms to candidates. Employment Letters confirm existing employment status and terms for current employees
• Legal Weight: Offer Letters are preliminary agreements outlining proposed terms, while Employment Letters formally document established employment relationships
• Content Scope: Offer Letters focus on future arrangements and conditional terms. Employment Letters detail current position, responsibilities, and confirmed conditions
• Usage Context: Offer Letters support recruitment and negotiation phases. Employment Letters serve verification purposes for banks, immigration, or other third parties