Recruitment & staffing contracts

The document set depends on whether the business performs placement, staff leasing or both. It can include candidate terms, employment agreements, assignment documents and client contracts. We map the relationships first so the documents do not confuse the recruiter, employer and hiring business.

Placement documents concern introductions and the agreed service or fee. Staff leasing involves an employment relationship with the provider and an assignment to a client. The terms need to allocate the obligations of each party while meeting the applicable mandatory requirements.

Swiss placement and staff-leasing rules contain specific form and content requirements, depending on the relationship. We identify which agreements must be in writing, the required information and any relevant exceptions. Commercial terms should be settled without overlooking those mandatory elements.

Yes. We use the existing documents to understand the model, then review Swiss staffing, employment and data requirements. Sometimes a clear Swiss document set is more practical than extensive amendments to a foreign template. We explain that choice during scoping.

A base template can support recurring work, but role, location, duration and sector can require different terms. We identify the variables and the situations needing a separate review. The template should be supported by an assignment process that captures those differences.

Applicable collective agreements can influence pay, working time and other employment conditions. Their application must be assessed for the actual assignment and parties. We help align the contract wording and instructions to payroll with the requirements identified in that review.

Contract wording cannot override how the relationship operates. If the client directs supplied workers in a way that meets the legal test, a consulting label will not settle the matter. We review the actual delivery model alongside the draft terms.

In a staff-leasing arrangement, the staffing provider remains the employer. Client payment terms and allocation of operational tasks should be drafted with that responsibility in mind. We review payroll, working-time information and cooperation duties so the documents support the employment obligations.

The documents and processes should identify why information is collected, who receives it and how access and retention are managed. Recruitment, employment and client reporting may involve different purposes. We review privacy notices and provider arrangements alongside the contractual workflow.

Standard clauses can provide consistency, but must fit the service and applicable mandatory rules. We distinguish candidate charges, client recruitment fees and staff-leasing remuneration. Cancellation and liability wording should reflect the risks the business can actually control.

Yes, particularly where changes alter the employer, instruction powers, assignment model or cross-border scope. A contract update may therefore require a fresh regulatory review or authority contact. We flag those consequences as part of the drafting work.