Clear HR processes for Swiss businesses, built remotely from India
GullyHR helps small and mid-sized businesses in Switzerland audit, design and document their HR processes. We work remotely from Bengaluru and leave legal questions to your Swiss adviser, then build the confirmed rules into your process.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps Swiss businesses with HR audits, hiring and onboarding processes, handbooks, absence and performance workflows, and manager training. We work remotely by video call and shared documents. We do not give legal advice or run payroll. Your Swiss adviser confirms the rules, and we build them into your HR system.
Time zone. Switzerland is on UTC+1 in winter and UTC+2 in summer. India is 4 hours 30 minutes ahead in winter and 3 hours 30 minutes ahead in summer. The Indian morning meets the Swiss afternoon, and calls usually fit between mid-morning and late afternoon.
Who this suits in Switzerland
- A Swiss family or owner-led company where the owner or an office manager handles hiring, contracts and staff questions alongside other duties.
- A Swiss entity of an Indian or foreign group that needs local HR documents and processes written down and consistent with head office.
- A growing technology, trading or life sciences business that wants a handbook, onboarding and review process before it hires more people.
- A multilingual team where staff speak different languages and HR documents need a clear English source that can be translated and checked.
What we do for businesses in Switzerland
HR audit
We review contracts, policies, staff files, onboarding steps and management practice against a clear checklist. You receive a written report, with questions for your Swiss adviser marked separately.
Read more →HR process design
We map and redesign hiring, onboarding, absence, performance and exit workflows. Each step has an owner and a record, so managers act consistently across sites and language regions.
Read more →Policies and employee handbook
We draft a handbook and core policies in plain English. Legal wording and entitlements stay open until your Swiss adviser confirms them. Versions in German, French or Italian are then arranged and checked locally.
Read more →Recruitment and interview process
We design structured interviews, scorecards and offer steps that keep hiring decisions consistent and recorded. This helps when several managers hire for roles that need careful, slow selection.
Read more →Outsourced HR management
If you want routine HR coordination handled outside, we can run process calendars, documents and manager support remotely. Legal questions and payroll stay with your local advisers.
Read more →HR situations we help with in Switzerland
Several languages in one company.
A Swiss employer may have teams working in German, French, Italian or English. HR documents need one clear source and checked translations, so people in each team read the same rule.
Rules that differ by region.
Some matters are set federally and others differ by canton. A process that records where local confirmation is needed prevents managers from assuming one rule fits every site.
Contracts and company rules together.
Employment terms often sit across the individual contract, staff regulations and any sector agreement. Managers need to know which document answers which question.
Careful, slower hiring.
Swiss employers often take time over selection and references. Structured interviews and recorded decisions help panels reach a fair outcome without losing good candidates.
Group policies from abroad.
Head-office policies from India or another country may assume a different workplace style. Swiss managers need versions that fit local expectations of precision and discretion.
Confidentiality of staff information.
Pay, health and performance details are treated discreetly. A clear access rule for HR records, with named owners, keeps sensitive files in the right hands.
Local rules your adviser confirms
These are Swiss regimes an employer should confirm with a qualified local adviser. We do not state rates, limits or notice periods. We design the process around each point once your adviser confirms it.
| Topic | What we do about it |
|---|---|
| Federal and cantonal rules | Some employment matters are set nationally and others locally. Your adviser confirms what applies in your canton. We note it in each process. |
| Collective labour agreements | Some sectors apply agreements between employers and unions. Your adviser confirms whether one binds you. We then build its terms into your documents. |
| Employment contract terms | The terms given at hiring, including probation and notice. We create contract and onboarding templates. Your adviser confirms the required content and wording. |
| Working time and records | Hours, rest and how time is recorded. We design the recording and request steps. Your adviser confirms what applies to your roles. |
| Leave and sickness absence | Annual leave, family leave and sick-leave notification, including any insurance arrangements. We draft the policy structure. Entitlements go in only after your adviser confirms them. |
| Ending employment | Rules on termination and the steps that come before. We design the documentation workflow. Your adviser decides legal steps in every case. |
| Social insurance and pensions | Contributions and pension arrangements are handled by your payroll provider or adviser. We add the joiner, change and leaver steps that feed them. |
| Data protection in HR | Handling of staff records and applicant data. We design record-keeping steps with care for who sees what. Your adviser or data protection officer confirms the details. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Scoping call
A video call to understand your business, team size, managers and the issues you want solved. We agree scope in writing and set meeting windows that suit Swiss time.
- 2
Document review
You share contracts, handbooks, forms and sample records in a shared folder. Documents in German, French or Italian are welcome, and we tell you where we need a translation to review them properly.
- 3
Written findings
We send a written report in plain English with priorities, then go through it on a call so you can ask questions before design starts.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in shared documents. You comment, we revise, and legal points stay marked for your adviser.
- 5
Handover and support
We hand over final documents with a short guide for managers. Your adviser or translator finalises local-language versions. If you want ongoing help, we can provide it remotely.
What we do not do
- We do not give legal advice or opinions on Swiss employment law.
- We do not run payroll, handle social insurance or make statutory filings.
- We do not provide translation sign-off or certified translations.
- We do not supply contract staff, run background verification or give visa advice.
- We do not claim a Swiss office, registration or past Swiss clients.
Questions from businesses in Switzerland
GullyHR does. We are based in Bengaluru and work remotely with Swiss businesses on audits, process design, documents and manager training. We do not give legal advice, and we work alongside your Swiss adviser.
No. We name areas to check, such as cantonal differences and collective labour agreements, but your qualified adviser confirms what applies. We then build the confirmed requirement into your processes.
No. We do not compute payroll or make filings. We can design the joiner, leaver and change steps that feed your payroll provider, so the right information arrives on time.
We draft in English, which gives your sites one clear source. You can share documents in any of those languages. Final local-language versions are prepared and checked by your adviser or a translator.
Yes. We can adapt head-office policies so local managers can use them, and map which steps follow group rules and which need local confirmation. Your Swiss adviser confirms the legal points.
The first conversation is free. After it we share a written scope, timeline and fee for the work, so you can decide before committing. An HR audit is a paid service.