Disability Insurance (IV) in Switzerland

Who is Eligible and How Much?

An IV pension requires at least a 40% work incapacity lasting more than one year. The degree of invalidity (Invaliditätsgrad) is calculated by comparing expected earnings without disability to those achievable with it. Pension grades: 40–49% = quarter pension, 50–59% = half pension, 60–69% = three-quarter pension, 70%+ = full pension. To qualify: registered in Switzerland (or Swiss citizen abroad), contribution to AHV. Early registration (after 3–4 months of incapacity) is strongly recommended.

Reintegration Before Pension

The IV prioritises reintegration measures: vocational retraining, job placement subsidies, aids and adaptations, workplace integration programmes. If an employer re-employs a person after IV-funded reintegration, the IV may cover wage risk (reduced work capacity) for up to 3 years. Refusing reintegration measures without valid reason can lead to pension reduction. The IV works closely with employers and RAV (employment centres) to find suitable roles.

Application Process and Coordination

Apply at the cantonal IV office (IV-Stelle) at your place of residence. The process involves: medical reports, employment history, functional capacity assessment. Decision may take 6–18 months. Interaction with other insurances: UVG (accident): UVG is primary for accidents; IV is secondary. BVG (pension fund): also provides disability benefits from 40% incapacity, coordinated with IV to avoid over-compensation (total max: 90% of former insured income).

Context on the Swiss job market helps frame any career decision in Switzerland. Our gross-to-net salary guide shows what Swiss gross salaries look like after AVS, LPP and tax deductions. The salary negotiation guide covers how to use market data in offer discussions and which arguments work with Swiss recruiters. Our guide to working in Switzerland as a foreigner covers entry conditions, permit categories and practical relocation steps. The work permit guide explains B, C, G and L permit categories and processing timelines. For cross-sector salary benchmarks, the Switzerland salary guide covers all major roles and cities.

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Frequently Asked Questions

How long does the IV application process take?

Typically 6–18 months from registration to decision. Early registration (3–4 months after onset of incapacity) speeds up the process and ensures reintegration options are considered early.

Can I work while receiving an IV pension?

Yes, partial IV pensions are designed precisely for this. Working increases may trigger a pension revision (reduction). The IV encourages all income-generating activity and monitors changes in work capacity.

What is the difference between IV and UVG disability benefits?

IV covers disability from any cause (illness, accident, congenital condition). UVG disability benefits cover only accidents and occupational diseases. UVG pays first; IV coordinates on top. Total benefits from IV + UVG + BVG are capped at 90% of former insured income.

What is the 13th month salary in Switzerland?

The 13th month salary in Switzerland refers to an additional monthly salary paid once a year, typically in December. It is included in annual salary benchmarks as standard: when a Swiss employer quotes CHF 120,000 per year, this normally means 13 monthly payments of approximately CHF 9,231 each, not 12 payments of CHF 10,000. The 13th month is governed by the employment contract or collective agreement (GAV), not by statute. It is subject to social contributions (AHV/ALV) and income tax. Always clarify with a prospective employer whether a quoted annual figure includes or excludes the 13th month.

How do Swiss notice periods work for employment contracts?

Under Swiss law (Code of Obligations, Art. 335c), notice periods during probation (default 1 month, up to 3 months by agreement) are 7 days. After probation, statutory notice periods are: 1 month during the first year, 2 months in years 2 to 9, and 3 months from year 10 onwards. Notice must be given in writing by end of calendar month (or end of the agreed notice period month). Contractual or GAV notice periods can be longer but cannot be shorter than statutory minimums. Protected periods exist (illness, accident, pregnancy) during which termination is suspended or prohibited.