Our employees are the key to IWC's past and future success. We know from experience that they are more productive if they look forward to coming to work and still have time and energy for a rewarding personal life. That's why we offer our employees a range of benefits and opportunities; and why we work hard to resolve any health or security issues. We nurture in-house careers and focus on diversity, health and training possibilites.







For IWC Schaffhausen, it is important to have a work environment that allows all our employees to fulfil their potential. We foster a culture in which employee-related decisions, whether to do with hiring, training or promotion, are based solely on an individual’s ability and potential to contribute to the company’s success.

We use the following schemes to help us stick to this important commitment



Diversity Monitoring:

We monitor and analyse our workforce around the world to keep a good balance of nationalities, age, gender and length of service; and we aim to employ equal numbers of men and women. Our workforce around the world is drawn from over 50 different countries; in Schaffhausen alone, we have colleagues from 33 nations;


Flexible working hours:

We know how important it is to balance the needs of work and life outside. Flexible working is an option for many of our employees; and we offer support to help and encourage parents with young children to combine childcare with a successful work life;



We do not tolerate harassment or any other behaviour that creates a hostile, offensive or intimidating environment. Breaches of this ruling lead to investigation and, wherever appropriate, dismissal of the offending party.





At IWC Schaffhausen, we actively promote the health and wellbeing of our workforce, using comprehensive safety guidelines and product/service standards to assure the safety of our staff and customers – always our highest priority.

All employees at IWC Schaffhausen enjoy the following benefits



Healthy living:

We encourage sporting activity through our own IWC sports club; and we contribute to the cost of gym membership;



We closely monitor safety data and take action whenever improvements are required. We conduct regular audits of our manufacturing sites and service centres; the results are used to drive continuous improvement plans at each location;



All our employees are entitled to fringe benefits that include subsidised public transport, fitness centres, lunch and insurance.





IWC’s responsible approach to business helps us to attract the very best talent; individuals who share our values and are ready and willing to go the extra mile. Getting the right start is the foundation for building a successful career. So, IWC Schaffhausen has established a comprehensive “onboarding” programme that includes:



Direct entry for people with experience:

IWC offers a wide variety of direct-entry opportunities for new staff who have previous professional experience in areas such as watchmaking, sales and administration. These employees can look forward to a structured induction programme combined with regular assessment meetings with managers to help their career development;


Corporate trainee programme for graduate entrants:

Designed for students graduating with a masters degree in economics. The programme lasts for 18 months plus a three-month deployment abroad and is an excellent start to a successful career at IWC. Trainees are integrated directly into the workplace alongside experienced employees, so they get a first-hand insight into day-to-day business. One important aspect of the programme is the job rotation system that gives each trainee an insight into the various departments and a deeper understanding of the company as a whole. The programme is completed with regular feedback and coaching sessions, and meetings with the CEO and management teams;


Internships for university students:

These are suitable for students and university graduates wishing to gain an insight into the departments and processes at IWC and to get their first experience of the world of work over a limited period of six to nine months. For students, there is also the option of combining the internship with their thesis work. Interns can look forward to being involved in exciting projects and becoming fully integrated in the working life of the company;



Apprentices at IWC will spend three to four years gaining an insight into diverse aspects of the world of watchmaking. We offer seven different training courses that all deliver practical specialist knowledge and promote the development of the trainee’s self-reliance, aptitude for learning, flexibility and creativity. Our trainees spend 80 percent of their apprenticeship in the apprentice workshop and the remaining 20 percent on the shop floor. On completion of their training, our apprentices are all presented with a special commemorative watch.






Training is a key component in the success of IWC Schaffhausen. The quality of our watches relies on highly skilled watchmakers; and our customer satisfaction depends on passionate staff. We systematically train and develop our people within our company or with our parent company, Richemont, which offers worldwide opportunities. At the same time, IWC Schaffhausen allows employees to develop careers across a variety of positions and international locations.

Projects and initiatives designed to foster employee development include



Talent Monitoring:

We keep track of our employees’ professional experience and training in order to understand their future needs; and to make sure that valuable knowledge is passed on as our more experienced staff near retirement;


Training methods:

We use various methods to help our people develop: on-the-job support from managers or specialists in the team; participation in team projects; classes through the IWC Online Academy; and in-house or external training with experts in their fields;


Individual training programme:

IWC Schaffhausen organises programmes and activities that encourage employees from all departments and levels to learn from one another. Typical programmes focus on IWC’s history and craftsmanship or on general work and life-related issues.