ABSTRACT
Dividing benefits into two distinct groups (health, pension, and related benefits, and social and other benefits) is often useful, as they require different levels of expertise and consideration. Switzerland was chosen as a case example because the Swiss social security system presents such limited basic coverage to employees, that it compels employers to provide alternative and complementary insurance in the full register of insurance, including health, disability, retirement and death. Additional insurance benefits are subject to separate agreements between employee and employer where the employer contributes to an additional insurance scheme. Life insurance is a popular benefit in a number of European countries as a form of tax-friendly deferred compensation, particularly when it includes a capitalization benefit. Although the premiums are, for the most part, paid by the employer, in some cases they are split. Some policies may include a pension in lieu of capital, and some may cover spouse and dependants, where others don't.
