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Insurance when setting up a company in Switzerland: an overview of obligations and voluntary solutions

13.03.2026

The step towards independence is a major milestone for many people. In addition to the business plan, financing and legal form, there is also another key question for many company founders: which insurance policies do I really need? This overview shows which insurance policies are mandatory when setting up a company in Switzerland, where voluntary solutions make sense and how to avoid retirement planning gaps.

At a glance

  • The insurance policies that are compulsory depend on your legal form and whether you employ staff.
  • Self-employed persons are only insured under the 1st pillar (OASI/DI/EO). As a rule, they have to organize additional insurance themselves. 
    At limited liability companies or private limited companies, company founders are usually considered to be employees and are automatically covered more comprehensively.
  • Anyone who switches from employment to self-employment should secure their current pension fund assets early on – for example, via a vested benefits account

Which insurance policies you really need when founding a company in Switzerland

Whether and which insurance policies you need to take out depends on how you found your company and whether you employ staff. As a basic principle, the law distinguishes between self-employed persons and employees in terms of social security.

As the owner of a sole proprietorship, you are considered self-employed. This has a direct impact on your coverage.

  • OASI/DI/EO (1st Pillar): the basic state insurance for old-age, surviving dependants and disability benefits. It is mandatory for all employed persons in Switzerland. You must register with the compensation office and make contributions.

    • Accident insurance: if you are not employed, you are not automatically insured against occupational and non-occupational accidents.
    • Daily allowance insurance: secures your income in the event of prolonged illness.
    • Employee benefits (OPA): voluntary for the self-employed, but relevant to retirement and disability provision.

In the case of sole proprietorships in particular, retirement planning gaps often arise unconsciously. Voluntary insurance can provide a great deal of security here.

In the case of a limited liability company or private limited company, you are legally separate from your company.  As a managing director or member of the Board of Directors, you are generally considered to be an employee when you receive your salary.

    • OASI/DI/EO
    • unemployment insurance (UI)
    • accident insurance (AIA)
    • employee benefits (OPA) from the legally defined minimum wage

  • Daily allowance insurance to cover loss of income in the event of illness

The legal form automatically provides more security, but also higher fixed costs.

As soon as you employ staff, additional insurance is compulsory regardless of your legal form:

  • OASI/DI/EO and UI
  • accident insurance (AIA)
  • employee benefits (OPA) from the minimum wage 

As an employer, you must be responsible for protecting your staff. A clean solution protects not only them, but also your company.

Overview: a comparison of compulsory and voluntary insurance

The following overview shows you at a glance which insurance policies are mandatory and where you can plan for your retirement voluntarily:

InsuranceSole proprietorship, 
partnership 
Status: Owner		Sole proprietorship, 
partnership 
Status: Employee		Limited liability company, private limited company 
Status: Employee
Insurance
1st pillar (OASI, DI,EO)
 Sole proprietorship, partnership Status: Owner
Mandatory
 Sole proprietorship, partnership Status: Employee
Mandatory
 Limited liability company, private limited company Status: Employee
Mandatory
Insurance
unemployment insurance (UI)
 Sole proprietorship, partnership Status: Owner
Not possible
 Sole proprietorship, partnership Status: Employee
Mandatory
 Limited liability company, private limited company Status: Employee
Mandatory
Insurance
Mandatory accident insurance (AIA / SUVA)
 Sole proprietorship, partnership Status: Owner
Voluntary
 Sole proprietorship, partnership Status: Employee
Mandatory
 Limited liability company, private limited company Status: Employee
Mandatory
Insurance
Daily allowance insurance
 Sole proprietorship, partnership Status: Owner
Voluntary
 Sole proprietorship, partnership Status: Employee
Voluntary
 Limited liability company, private limited company Status: Employee
Voluntary
Insurance
Disability/death
 Sole proprietorship, partnership Status: Owner
Voluntary
 Sole proprietorship, partnership Status: Employee
Mandatory
 Limited liability company, private limited company Status: Employee
Mandatory
Insurance
2nd pillar (pension fund as per OPA)
 Sole proprietorship, partnership Status: Owner
Voluntary, 
if possible
 Sole proprietorship, partnership Status: Employee
Mandatory
 Limited liability company, private limited company Status: Employee
Mandatory
Insurance
3rd pillar (private retirement planning)
 Sole proprietorship, partnership Status: Owner
Voluntary
 Sole proprietorship, partnership Status: Employee
Voluntary
 Limited liability company, private limited company Status: Employee
Voluntary

Note: this overview provides guidance. Depending on your personal and professional situation, an in-depth examination may be useful.

Retirement planning when setting up a company: how to avoid gaps

When it comes to retirement planning in particular, it’s worth looking ahead early, as decisions initially have a long-term impact on your financial security in the event of an accident, disability or old age.

Pillar 3a for company founders

The fixed pension plan (pillar 3a) is a key tool for company founders and the self-employed to close retirement planning gaps in a targeted manner – especially if there is no or only a reduced employee benefits plan (2nd pillar).

With pillar 3a:

  • you systematically build up retirement capital,
  • benefit from tax advantages, 
  • and make up for missing disability or old-age benefits.

A solution that remains simple and can grow with your company is particularly worthwhile in the initial phase. PostFinance supports company founders with a flexible pillar 3a solution that can be adapted to your financial situation.

Close retirement planning gaps now

Vested benefits account for self-employment

When you become self-employed, the question often arises of what happens to your existing pension fund assets from your previous position.

Anyone who leaves the company usually leaves the pension fund. The saved retirement capital is not paid out, but transferred to a vested benefits account, where it is retained for retirement provision and earns interest until retirement.

A vested benefits account offers you:

  • a secure deposit for your current retirement assets, 
  • receipt of retirement planning for old age, disability and death,
  • flexibility to continue developing your retirement strategy.

PostFinance supports you in the step towards independence with a vested benefits account where you can continue to manage your retirement capital simply and transparently.

Secure your retirement assets now

Important note

Withdrawal of vested benefits capital is possible only under certain legal conditions and can lead to long-term retirement planning gaps. Careful examination is therefore important.

FAQ – the most important insurance questions when founding a company in Switzerland

  • As the owner of a sole proprietorship, you are deemed to be self-employed under social security law and must register with the compensation office for OASI, DI and EO. Accident insurance, daily allowance insurance or employee benefits (OPA) are not prescribed by law, but should be carefully reviewed depending on your personal and family situation to avoid income and retirement planning gaps.

  • If you receive a salary as the managing director of a limited liability company, you are generally deemed to be an employee and are covered by mandatory OASI, DI, EO, AIA and UI insurance. Employee benefits (OPA) become an additional requirement as soon as your annual salary exceeds the legal entry threshold.

  • In the case of a private limited company, members of the Board of Directors or Executive Board with a salary reference are also deemed to be employees and are subject to the social security institutions OASI, DI, EO, AIA and generally UI. Employee benefits (OPA) become mandatory if the annual salary exceeds the legally defined entry threshold.

  • You must connect your employees to a pension fund as soon as their annual salary subject to OASI exceeds the legal OPA entry threshold. The current limit amounts are published by the Federal Social Insurance Office and can be adjusted periodically.

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