ANobAG Services for Swiss Employees with Foreign Employers
- Complete digital setup & ongoing administration
- Expert advice on insurance solutions
- Full compliance with Swiss social security laws
Our comprehensive ANobAG service packages
Complete service, transparent costs
Setup Package
What’s included
- Registration with cantonal compensation office (SVA)
- Comprehensive advice and implementation of insurance policies (BVG, KTG, UVG)
- Initial payroll preparation and setup
- Expert advice on all social security issues
Annual Service
What’s included
- Monthly payroll statements (if employer contributes to social security)
- Up to 2 salary changes or bonus calculations per year
- Complete year-end declarations with AHV and insurance companies
- Ongoing advisory support and compliance monitoring
For employees with monthly salary variations, please contact us for customized pricing.
Book a free callWhat is ANobAG status?
Cross-border employment made clear
ANobAG vs Swiss payroll provider: which is better?
ANobAG status provides superior value and flexibility
As a Swiss-based employee with a foreign employer, you generally have two options: ANobAG status or working via a Swiss payroll provider. While both models enable compliance, ANobAG offers clear advantages. It provides direct employment with your actual company, preserves benefits and career growth, saves significant costs for higher earners, and gives you full flexibility in choosing insurance and pension solutions. In short, ANobAG delivers superior value, flexibility, and long-term efficiency—advantages that payroll providers simply cannot match.
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Why do you need professional support?
Navigate these common ANobAG challenges
Fiduciary
Service
Double contribution burden
You often pay both employee and employer shares of social security contributions.
Retroactive penalties
Incorrect classification can trigger back-payments plus penalties from Swiss authorities .
Pension coverage gaps
Missing or inadequate BVG setup leaves significant holes in your retirement planning.
Salary negotiation confusion
Unclear whether discussed amounts include employer contributions, affecting actual take-home pay calculations.
Employer compliance risks
Foreign companies face potential Swiss tax and legal consequences if ANobAG arrangements are improperly structured.
High-earner consequences
Professional optimization is essential for higher earners, as contributions and insurance premiums become significant.
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How Nexova simplifies ANobAG management
Expert knowledge, digital efficiency, personal service
Why choose Nexova for ANobAG services
One partner, many benefits
Specialized expertise
Deep knowledge of Swiss social security law and ANobAG regulations across all 26 cantons
Complete solution
From initial setup through ongoing administration and annual compliance
Insurance optimization
Access to competitive BVG solutions and comprehensive coverage options
Digital efficiency
Streamlined processes with secure online access to all documentation
Employer coordination
Direct communication with foreign employers to ensure proper arrangements
Regulatory monitoring
Continuous tracking of changes affecting ANobAG requirements
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Secure your ANobAG compliance today
Avoid costly mistakes with expert support
Don’t risk penalties or gaps in social protection. Let Nexova handle your ANobAG requirements with the expertise and efficiency that Switzerland’s leading startups and SMEs trust.
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What’s the difference between “fake” and “real” ANobAG status?
“Fake” ANobAG applies to employees of EU/EFTA employers. In this situation, your employer is still legally required to contribute to Swiss social security, but can arrange for you to handle the payments. Typically, you pay both shares upfront and your employer reimburses their portion through your salary. The employer remains legally responsible for their contribution share.
“Real” ANobAG applies to employees of third-country employers. In this case, your employer has no legal obligation to pay Swiss social security contributions. You are fully responsible for paying both the employee and employer portions with no reimbursement. This also affects your access to occupational pension schemes (BVG), which are not mandatory for ANobAG.
The key difference: “fake” ANobAG is mainly an administrative arrangement where costs are still shared, while “real” ANobAG means you bear the full financial burden yourself.
Do I need BVG coverage as an ANobAG employee?
BVG requirements depend on your ANobAG classification. “Fake” ANobAG employees (EU/EFTA employers) are subject to mandatory BVG coverage, while “real” ANobAG employees (third-country employers) are typically exempt, and may even struggle to find a voluntary BVG solution even if both the employer and employee want one.
How are ANobAG contributions calculated?
Contribution rates follow standard Swiss percentages: 10.6% for AHV/IV/EO, 2.2% for ALV (on income up to CHF 148,200), and 1.08 – 2.65% for FAK depending on the canton (all rates as of 2025). However, the distribution between employee and employer portions varies based on your specific ANobAG classification and arrangements.
Can my foreign employer register directly with Swiss authorities?
EU/EFTA employers can register with Swiss compensation funds and take out necessary insurance, often simplifying the process. Third-country employers typically cannot, requiring the employee to handle all registrations as a “real” ANobAG.
How does ANobAG status affect my Swiss tax obligations?
ANobAG status primarily affects social security contributions, not income tax obligations. You remain subject to Swiss income tax on your Swiss-source income regardless of your employer’s location or ANobAG classification.
How long does ANobAG registration take?
ANobAG registration typically takes 2-4 weeks once all required documents are submitted to the cantonal compensation office. The timeline depends on the complexity of your situation, your employer’s location, and the specific canton’s processing times. With Nexova’s assistance, we ensure all documentation is complete and accurate from the start, minimizing delays.
What documents do I need for ANobAG registration?
Required documents typically include your employment contract, proof of your employer’s foreign registration, confirmation of your Swiss residence, and details about your work arrangement. EU/EFTA employers may need additional documentation proving their contribution obligations. Nexova handles all document preparation and ensures compliance with cantonal requirements.
What happens to my ANobAG status if I change jobs?
Your ANobAG status is tied to your specific employer and employment arrangement. If you change jobs, you’ll need to reassess your status based on your new employer’s location and obligations. This may require new registration, different contribution arrangements, or potentially switching to regular Swiss employment status if your new employer has Swiss obligations.
What if my employer doesn’t understand Swiss ANobAG requirements?
Many foreign employers are unfamiliar with Swiss ANobAG obligations, which can create compliance risks for both parties. Nexova provides direct consultation with your employer to explain their obligations, coordinate proper arrangements, and ensure all parties understand their responsibilities.
Which is better: ANobAG status or using a Swiss payroll provider?
For most professional roles and higher earners, ANobAG status provides superior value. You maintain your direct employment relationship, avoid percentage-based fees that can cost thousands annually, and gain flexibility to choose optimal insurance providers rather than being locked into potentially expensive group policies. Payroll providers may suit temporary arrangements or employers seeking minimal involvement, but ANobAG typically offers better long-term financial outcomes and preserves your career relationship with your actual employer. Nexova can help you analyze the specific costs and benefits for your situation.