Long temp in numbers
- 40% of missions exceed 6 months in 2026
- 60% conversion to permanent in some sectors (IT, engineering)
- 15-25% premium vs equivalent direct employee
- Strong sectors: IT, pharma, engineering, finance, health
Why choose long temp
Advantages:
- High ADR: 20-30% above equivalent net salary
- Flexibility: change mission every 1-2 years
- Diversity: multiple industries, technologies, teams
- Network: expanded by each new mission
- Fast learning: build skills on various issues
- Self-employment route: soft transition to freelance
Drawbacks:
- Legal precariousness: end of mission = end of income
- Career evolution: can be perceived negatively by some employers
- No classic annual bonus
- Suboptimal BVG: frequent changes fragment assets
- Difficult mortgage: banks prefer permanent contracts
Legal framework (Staff Leasing CLA)
The CLA applies automatically. Key rights:
- Usual sector salary (permanent equivalent)
- 8.33% holidays paid (4 weeks)
- 13th salary pro rata
- AHV, BVG, UVG standard
- Sickness / accident: loss-of-earnings insurance
- Notice: 2-7 days by seniority
- Compensation if early termination
Maximising temp career
Choose specialised agency:
- IT: Akkodis, Spring Tech, Hays
- Pharma: Real Staffing, Akkodis Life Sciences
- Finance: Robert Half, Page Banking
- Engineering: Manpower Engineering, Kelly Engineering
Anticipate mission end:
- 8-12 weeks before end: prospect new missions
- Keep 2-3 active agencies
- 2-4 week mission "overlap": risky but possible
Build a track record:
- Document each mission (objectives, deliverables, results)
- LinkedIn recommendations after each mission
- Written track record useful to negotiate ADR
Permanent conversion
60-70% of long temps in IT/engineering convert to permanent. To maximise:
- Perform from the first 30 days
- Build internal contacts beyond your manager
- Signal explicit interest after 3-6 months
- Negotiate transfer commission: agency invoices 15-25% to client, partially absorbable into your package
Financial aspects
Essential preparation:
- Transition fund: 3-6 months expenses between missions
- Pillar 3a: max each year (flexibility)
- Individual BVG: vested benefits accounts to consolidate
- Accountant: CHF 1,500-3,000/year, optimises deductions
- Loss-of-earnings insurance: complement CLA one if necessary
