Fulfill Swiss HR Standards

flair covers employee records, time tracking, absences, shift planning, recruiting, onboarding, performance and payroll preparation, natively on Salesforce. Employees use the Employee Hub, the mobile app or Slack. One Swiss example is the eye care specialist betterview, which runs its employee lifecycle across several locations in flair (read the story).

flair handles payroll preparation: payroll data, pay types and cost centres are kept in flair, and time tracking and absences feed straight into them. You set up a payroll territory with its own currency for each country or region and export the data to your payroll team or payroll provider. The payroll run itself happens in your payroll software or with your provider.

According to the list of sub-processors in flair's DPA, the HR software is hosted by Salesforce and the employee portal by AWS, both in Frankfurt. Under Art. 16(1) of the Swiss Federal Act on Data Protection (FADP), personal data may be disclosed abroad if the Federal Council has found that the country provides adequate protection; Germany is listed in Annex 1 of the Data Protection Ordinance (DPO). More on encryption and access rights under data security.

Under Art. 46 of the Swiss Employment Act (ArG) and Art. 73 of Ordinance 1 (ArGV 1), employers record daily and weekly working time, including compensatory time and overtime, and breaks of half an hour or more, and keep the records for at least five years. In flair, employees clock in and out via browser, app or terminal and log their breaks; you set the rules and limits for breaks and overtime. More on time tracking.

Not necessarily. flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. More on Salesforce HR.