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How to hire remote employees in
Hiring in Liechtenstein can be confusing, but it’s easier when you know what you’re doing. If you want to hire remote talent in Liechtenstein, you have two options: Hire people as contractors, or hire them as employees.
If you want to successfully hire in
Liechtenstein
, you have two options:
Laws about hiring contractors are significantly more simple in
Liechtenstein
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Liechtenstein
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Liechtenstein
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Liechtenstein
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Liechtenstein
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Liechtenstein than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Liechtenstein.
In Liechtenstein, employees who work a five-day week receive 20 days of paid annual leave, or 24 days for employees who work six days per week.
Employees who are 20 years old or younger are entitled to a minimum of 25 days per year.
Employees inform their employer when they wish to take time off, and the employer schedules the leave.
The employer is obligated to take the employee’s requests into account and may only reject a request if the needs of the business require the employee to be at work.
The employer must pay an employee for unused vacation time when the employment relationship ends.
There are 15 public holidays.
The employer is required to pay half the costs of this insurance and may assume more than half of the cost.
Employees may also take up to three days of leave to care for a sick household member.
Employers in Liechtenstein are required to purchase insurance from a government approved insurer to cover the costs of the per diem sick pay.
If the employee will take a sick leave, whether for themselves or a household member, an employee is obligated to notify the employer and provide a medical certificate.
Female employees are entitled to 20 weeks of maternity leave, of which 16 must be taken after the birth.
Residents who are not employed may be able to receive a maternity benefit in an amount based on the resident’s spouse’s salary and number of children.
The father in liechtenstein may use the parental leave.
Employees are also entitled to take an unpaid parental leave of up to four months.
Parents seeking to take parental leave must notify the employer at least three months in advance.
The employer may require that the parental leave be taken at a different time than requested due to the needs of the business.
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Employment relationship may be terminated by the employer as well as by the employer at any time without specifying grounds.
Adherence to these notice periods is not necessary if the employee or employer has good cause to terminate the employment relationship without notice.
If both the employee as well as the employer agree, the employment relationship may also be dissolved with immediate effect by means of a so-called severance contract.
Employees in Liechtenstein, is between one and four weeks.
Employees receive four weeks of severance pay for each year worked if dismissed due to economic reasons.
Probation period is 1 month.
The standard working week in Liechtenstein is:
In Liechtenstein, additional working hours are defined as working hours that exceed the maximum working hours per week.
Overtime must be compensated with leisure time or paid with an overtime bonus of at least 25 percent.
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