SWICA annualises working hours. This allows for more flexible work schedules so that employees can optimally balance their professional and family responsibilities. Working hours are based on a weekly schedule of 40 hours, which is designed around regular office hours and takes operational requirements into account.
In accordance with statutory guidelines, our employees use a timekeeping system in which they themselves keep track of their working hours and absences.
Our employees’ health is a top priority, and we therefore ensure that there is sufficient time for relaxation. We offer at minimum five weeks of holidays per year, and loyal employees (from the age of 25) can take additional days off.
Purchase of additional holidays
If the work situation permits, employees can purchase up to two additional weeks of holiday by offsetting the prorated countervalue against their 13th month of salary.
We support charitable commitments in the form of paid leave as a means of promoting social responsibility. The same principle applies in connection with personal events, such as marriage, relocation, care responsibilities, and death, etc.
Maternity / paternity leave
The care that parents provide for a newborn is of enormous importance, and we therefore grant newly minted dads two weeks of additional paternity leave. Mothers are eligible for 16 weeks of maternity leave at full salary.
Loyalty is rewarded – service anniversaries
Building a sustainable working environment is important to us, and we are proud of our employees who have been with us for many years. We reward this loyalty with generous service anniversary gifts.
We promote the interests of our employees and support them in reaching their individual professional development goals. For this reason we offer internal programmes and contribute financially to external ones.
Modern salary system
SWICA is committed to performance-based remuneration in line with clearly defined criteria. We determine competitive salaries based on the person’s function, responsibility, qualifications, and performance, taking into account his or her relevant professional experience. The performance and conduct of all employees is appraised periodically. We ensure that our remuneration policy is gender-neutral and transparent.
SWICA promotes its employees’ health and regularly hosts a variety of events in this field.
SWICA provides support also in connection with professional and non-professional topics. Our partnership with ICAS allows us to rely on a professional partner whom we have known for years:
We have partnerships with local, national and international companies, and our employees can benefit regularly from attractive and exclusive offers relating to leisure activities, hotels, travel, electronic devices, fashion and further development institutions.
SWICA provides the popular REKA Checks at a 20 percent discount:
It is important for us that every employee who falls ill can fully concentrate on his or her recovery, and we therefore offer the following daily sickness benefits plan:
In addition, SWICA pays all of the daily sickness benefits insurance premiums, which other employers and employees usually share equally.
In case of an accident, the benefits from mandatory accident insurance come into effect, whereby our employees receive the full net salary, supplementary to their daily benefits.
In addition, SWICA pays all of the daily accident benefits insurance and non-occupational accident insurance premiums, which other employers and employees usually share equally.
SWICA's group employee contract (health insurance)
All employees can benefit from SWICA’s generous contributions towards their monthly premiums (KVG and VVG). New employees generally can switch to the group employee contract once their probation period ends.
Pension fund / employee benefits foundation
Persons who start working for SWICA will also join its employee benefits foundation, which insures all employees who have reached the age of 17, are liable for AHV contributions, and whose annual salary exceeds
Insured salary: The insured salary equals the annual salary, less the coordination deduction of currently
Standard planContributions in % of the insured salary
|until age 22||1.60%||2.40%||4.00%|
|23 - 31||5.60%||1.60%||11.20%||2.40%||16.80%||4.00%|
|32 - 41||6.30%||1.60%||12.50%||2.40%||18.80%||4.00%|
|42 - 51||7.60%||1.60%
Standard Plus planContributions in % of the insured salary
|until age 22||1.60%||2.40%||4.00%|
|23 - 31||8.10%||1.60%||11.20%||2.40%||19.30%||4.00%|
|32 - 41||9.80%||1.60%||12.50%||2.40%||22.30%||4.00%|
|42 - 51||12.10%||1.60%