FINMA hires its staff under public-law contracts. However, it is largely independent when it comes to setting the conditions of employment and has its own personnel ordinance and HR and working time regulations.
FINMA applies a fair and simply structured salary policy which is in line with the market as far as possible. The individual annual salary is set based on criteria related to function and paid in twelve monthly instalments. There are no variable salary components or complicated bonus systems. Fringe benefits are transparent for all employees. FINMA has been awarded the recognised SQS “Good Practice in Fair Compensation” certification for its salary policy.
FINMA employees are insured against the risks of old age, death and invalidity in their own pension fund under the PUBLICA collective foundation. This is a defined contribution scheme. FINMA as employer pays all risk contributions and more than half of the savings contributions for all age groups.
For more details see the Pension provider for FINMA employees
Employees receive their full salary for twelve months in the event of sickness or accident. They receive 90% of their salary for a further 12 months. FINMA covers the premiums for non-professional accident insurance in full.
Maternity leave is 16 weeks; paternity leave is 10 days. Child and care allowances for children in education are higher than the standard cantonal rate.
For more details see: Work/life balance
All employees receive an SBB GA travel card or a lump-sum travel allowance.
Further fringe benefits:
The working time rules make it possible to work part time, on a trust-based system, and to have flexible and mobile working hours.
Employees who have to record their hours work on a flexible annual working hours' model based on an average 42-hour working week.
All employees are entitled to five weeks' annual leave, rising to six weeks over the age of 50. There are generous rules for loyalty rewards in the form of paid and unpaid leave.
For more details see: Flexible working arrangements