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Employer of Record in Liechtenstein
Hire employees in Liechtenstein through an Employer of Record (EOR) without setting up a local entity. This comprehensive guide explains Liechtenstein's labour laws, payroll, taxes, benefits, and compliance requirements so you can build a compliant Liechtenstein workforce with confidence.
What is an Employer of Record in Liechtenstein?
An Employer of Record in Liechtenstein is a third-party organisation that legally employs workers on behalf of foreign companies. The EOR takes full legal responsibility for the employment relationship under Liechtenstein's law, while the client company directs the employee's daily work and performance.
This arrangement allows international businesses to hire Liechtenstein professionals quickly and compliantly without establishing a local entity. It is particularly useful for startups, growing businesses, and enterprises exploring the Liechtenstein market for the first time. The EOR manages all employment obligations, including contracts, payroll, tax filings, social contributions, benefits, and ongoing compliance with local labour laws.
Why Hire in Liechtenstein?
Liechtenstein is the world's 4th-smallest country by area but among the wealthiest per capita. Sandwiched between Switzerland and Austria in the Alps, the Principality (a constitutional monarchy under Prince Hans-Adam II and Prince Regent Alois) is a world-leading centre for private banking, wealth management, foundations, trusts, precision engineering (Hilti), and dental products (Ivoclar Vivadent). Approximately 65% of the workforce commutes daily across the borders, making Liechtenstein a unique cross-border employment laboratory.
Liechtenstein's Token and Trusted Technology Service Provider Act 2019 (commonly the 'Blockchain Act') was the world's first comprehensive blockchain regulatory framework and continues to attract DLT/crypto businesses. The 12.5% corporate income tax rate, extensive double-taxation treaty network, and political/economic stability make it attractive for holding structures, family offices, and IP-rich businesses. The 2008 LGT tax-data scandal accelerated transparency reforms — Liechtenstein is now fully OECD/EU tax-compliant and operates under automatic exchange of information (AEOI/CRS).
The 2023 Multilateral Framework Agreement on cross-border telework reshaped social-security coordination for the heavy commuter workforce: home-office work below 25% leaves social security in the work state (Liechtenstein); 25–50% triggers a notification/approval process by the Office of Public Health; 50%+ shifts social security to the residence state. The A1 certificate process is now critical and is a board-level compliance risk.
What Are the Quick Facts About Liechtenstein?
Before hiring in Liechtenstein, it helps to understand the basic country profile at a glance.
| Category | Details |
|---|---|
| Capital | Vaduz |
| Official Language | German (Alemannic dialect locally) |
| Currency | Swiss Franc (CHF) — Liechtenstein uses CHF under a 1924 customs and currency union with Switzerland |
| Time Zone | Central European Time (UTC+1; UTC+2 in summer) |
| Population | Approximately 40,000 |
| Status | EEA member state, Schengen Area; non-EU; Customs and Currency Union with Switzerland; not part of EFTA-EU social security harmonisation in the Swiss bilateral sense |
| Major Industries | Financial services and private banking, precision engineering and tooling, dental products, pharmaceuticals, blockchain/fintech, foundations & trusts, ceramics, electronics |
| Workforce Profile | Highly educated, multilingual (German, English, often French and Italian); approximately 65% of the workforce commutes daily from Switzerland, Austria, and Germany |
What Are the Employment Laws in Liechtenstein?
Employment relationships in Liechtenstein are primarily governed by the Civil Code (Allgemeines Bürgerliches Gesetzbuch — ABGB), Employment Contract Law (Arbeitsvertragsgesetz — ArbVG, supplemented by Swiss-derived provisions), Working Hours Act (Arbeitszeitgesetz — ArbZG), Sectoral Collective Agreements (Gesamtarbeitsverträge — GAV), and Old-Age and Survivors' Insurance Act (AHVG). This legislation regulates every aspect of the employment relationship, including contracts, working hours, leave entitlements, termination procedures, and workplace rights.
Written employment contracts are mandatory in Liechtenstein and must be drafted in German (English versions are common in financial services but the German text governs in disputes). Every contract must specify the job description, salary, working hours, probation period, benefits, and termination terms. Both fixed-term and indefinite-term contracts are permitted under Liechtenstein's law. Fixed-term contracts cannot exceed No statutory maximum, but successive fixed-term contracts may be reclassified as indefinite under case law principles, including any renewals.
The standard probation period for most roles is capped at One month by default (legal presumption); extendable to a maximum of three months by written agreement; during the probation period either party may terminate with 7 days' notice to the end of the working week. During probation, either the employer or the employee may terminate the relationship with shortened notice as specified by law or the employment contract.
What Are the Working Hours and Overtime Rules in Liechtenstein?
The standard workweek in Liechtenstein is 40–45 hours depending on sector and applicable GAV (40 hours common in finance and white-collar; 45 hours legal cap for industrial and most workers). The maximum weekly working time, including overtime, is 50 hours absolute legal maximum (Article 4 ArbZG); daily working time including breaks and overtime cannot exceed 13 hours. Rest periods and overtime premiums are also regulated by law.
| Factor | Standard |
|---|---|
| Standard Workweek | 40–45 hours depending on sector and applicable GAV (40 hours common in finance and white-collar; 45 hours legal cap for industrial and most workers) |
| Maximum Weekly Hours | 50 hours absolute legal maximum (Article 4 ArbZG); daily working time including breaks and overtime cannot exceed 13 hours |
| Weekday Overtime Pay | +25% premium over regular hourly wage (i.e. 125%); compensatory time off in lieu may be agreed in writing |
| Weekend/Holiday Overtime | +50% to +100% by sector GAV; Sunday work generally prohibited unless specifically authorised; +100% common for emergency Sunday work |
| Night Work Premium | +25% to +50% per GAV for work between 23:00 and 06:00; alternative compensatory time off may be granted |
| Minimum Daily Rest | 11 consecutive hours |
| Minimum Weekly Rest | 35 consecutive hours including Sunday |
What Leave Entitlements Apply in Liechtenstein?
Liechtenstein employees enjoy comprehensive leave entitlements, including annual leave, public holidays, sick leave, maternity leave, and paternity leave.
| Leave Type | Entitlement |
|---|---|
| Annual Leave | 20 working days (4 weeks) for employees aged 20+; 25 working days (5 weeks) for employees up to age 20 |
| Public Holidays | 13 paid public holidays |
| Sick Leave (Short-term) | Continued payment of wages by employer in case of illness (Lohnfortzahlungspflicht) for a period that increases with seniority — typically 3 weeks in the first year, scaling to 4–6+ months for long-tenure employees (Bernese, Basel, or Zurich scales applied by analogy to Swiss case law) |
| Sick Leave (Long-term) | Many employers carry sickness daily allowance insurance (Krankentaggeldversicherung) covering 80% of wages from day 2 up to a maximum of 720 days within any 900-day period; mandatory under most GAVs |
| Maternity Leave | 20 weeks of paid maternity leave with at least 16 weeks taken after childbirth, paid by the FAK (Family Allowances Fund) |
| Maternity Pay | 80% of average insurable income, paid by the Family Allowances Fund (FAK), capped at the contribution ceiling |
| Paternity Leave | No statutory paid paternity leave, although some employers voluntarily grant 1–2 days for the birth event; recent EEA harmonisation discussions may add 2 weeks of paternity leave in future |
Public Holidays Observed: New Year's Day, Epiphany (6 January), Candlemas (2 February), St. Joseph's Day (19 March), Good Friday, Easter Monday, Labour Day (1 May), Ascension, Pentecost Monday, Corpus Christi, Assumption Day (15 August — National Day, Liechtenstein's Staatsfeiertag), All Saints' Day (1 November), Immaculate Conception (8 December), Christmas Day, and St. Stephen's Day (26 December).
What Is the Minimum Wage and Average Salary in Liechtenstein?
Liechtenstein has no statutory national minimum wage. Wages are set by sectoral Gesamtarbeitsverträge (GAV) — collective agreements between unions and employer associations — and by free contractual negotiation in non-covered sectors. The country's average gross monthly wage exceeds CHF 7,000 (approximately €7,400), among the highest in the world. The Civil Code requires that wages be "fair and adequate" in the circumstances. Liechtenstein is part of the Swiss Customs and Currency Union (since 1924) and uses the Swiss Franc (CHF) as legal tender — wages must be paid in CHF. Liechtenstein is also an EEA member and a Schengen member but NOT an EU member; this dual orientation creates unique cross-border employment, A1 social-security certificate, and tax considerations especially for the ~65% cross-border workforce. Note: figures are indicative; an EOR confirms the applicable GAV minimums, sector premiums, AHV-IV-FAK contributions, and BVG occupational pension obligations before contracting.
| Salary Category | Monthly Amount (CHF) | CHF |
|---|---|---|
| Customer Support / Junior Office | CHF 4,500 – CHF 5,800 | Entry-level white-collar; requires German fluency |
| Banking / Trust Specialist (Mid) | CHF 7,000 – CHF 11,000 | Private banking, trust administration, AML/KYC; LGT, LLB, VP Bank dominate |
| Software Engineer (Mid) | CHF 7,500 – CHF 11,000 | Limited tech ecosystem; often remote roles for Swiss/Austrian employers |
| Precision Engineering / R&D | CHF 7,000 – CHF 11,500 | Hilti, Hilcona, ThyssenKrupp Presta, Ivoclar Vivadent; world-class engineering |
| Senior Compliance / AML Officer | CHF 11,000 – CHF 16,000 | Strong demand post-FATF and EU-AMLD reforms in financial services |
| Wealth Manager / Senior Banker | CHF 14,000 – CHF 25,000+ | Private banking and family-office leadership; substantial bonuses |
| Director / Country Manager | CHF 18,000 – CHF 35,000+ | Multinational subsidiary leadership; foundation/trust company management |
Monthly via SEPA/SIC bank transfer in Swiss Francs (CHF) — by the end of each month or first days of the following. Payslip required by law showing gross, AHV-IV-FAK, ALV, BVG, accident insurance deductions, withholding tax (Quellensteuer), and net. Monthly contribution declarations to AHV-IV-FAK Anstalten via the SECU online portal. There is no statutory 13th-month salary in Liechtenstein, but a 13th-month bonus is widely customary and is mandatory under most sectoral GAVs (especially financial services, industry, and construction). Performance bonuses, profit-sharing, and stock options are common in private banking and trust companies. Family allowances (Kindergeld) are paid via the FAK fund — CHF 280/month per child. Voluntary employer health insurance subsidies are common (CHF 100–300/month). The 2nd-pillar BVG occupational pension and the 3rd-pillar tax-favoured private pension (Säule 3a) are central to Liechtenstein retirement planning.
How Do Taxes and Social Contributions Work in Liechtenstein?
Liechtenstein requires both employers and employees to contribute to social security, and personal income tax is withheld at source by the employer.
Employee Income Tax
| Monthly / Annual Income | Tax Rate |
|---|---|
| 0 – CHF 15,000 | 0% (national) |
| CHF 15,000 – CHF 20,000 | 1% |
| CHF 20,000 – CHF 40,000 | 3% |
| CHF 40,000 – CHF 70,000 | 4% |
| CHF 70,000 – CHF 100,000 | 5% |
| CHF 100,000 – CHF 200,000 | 6% – 7% |
| Over CHF 200,000 | 8% (national maximum) |
| Municipal surtax (Gemeindezuschlag) | 150% – 180% of the national tax (varies by municipality, e.g., Vaduz, Schaan, Eschen, Triesen) |
Social Security and Health Contributions
| Contribution Type | Employer | Employee | Total |
|---|---|---|---|
| AHV (Old-Age & Survivors') | 4.20% | 4.20% | Alters- und Hinterlassenenversicherung — state pension; combined 8.4% on full gross salary, no ceiling |
| IV (Disability Insurance) | 0.75% | 0.75% | Invalidenversicherung — disability pensions |
| FAK (Family Allowances Fund) | 1.90% | — | Familienausgleichskasse — funds family allowances and 20-week maternity at 80% |
| ALV (Unemployment Insurance) | 0.50% | 0.50% | Arbeitslosenversicherung — capped at CHF 126,000/year insured salary |
| BU/NBU Accident Insurance | Varies (0.10–4.00%) | Varies (1–2% NBU) | Berufs-/Nichtberufsunfall — workplace and non-workplace accident insurance, mandatory |
| BVG / 2nd-Pillar Pension (occupational) | Approx. 7–9% on insured salary | Approx. 7–9% on insured salary | Mandatory above CHF 22,050/year; rates increase with employee age (under 25 = nil; 25-34 = 7%; 35-44 = 10%; 45-54 = 15%; 55-65 = 18%) |
| Health Insurance (Krankenkasse) | Optional employer subsidy | Mandatory individual premium (CHF 300–600/month) | Mandatory health insurance is paid individually by the employee; employers may subsidise voluntarily |
| Total Combined (excluding BVG & Health) | ~7% | ~5% | AHV+IV+FAK+ALV+Accident — without BVG occupational pension |
Note: Contributions are calculated on gross salary up to a statutory ceiling where applicable. Rates are reviewed periodically.
What Are the Mandatory Employee Benefits in Liechtenstein?
All employees in Liechtenstein are entitled to statutory benefits under the labour code, and many employers add supplementary benefits to attract top talent.
| Mandatory Benefits | Common Supplementary Benefits |
|---|---|
| Paid annual leave | Private health insurance |
| Paid public holidays | Meal vouchers or allowance |
| Paid sick leave | Transportation allowance |
| Maternity and paternity leave | Performance bonuses |
| Social security coverage | Professional development budget |
| Health insurance | Flexible or remote work options |
| Pension contributions | 13th-month salary (some sectors) |
| Workplace safety protection | Stock options or equity |
How Do Termination and Severance Work in Liechtenstein?
Termination rules in Liechtenstein depend on the employee's tenure. The labour code strictly defines notice periods and severance pay.
Notice Periods by Tenure
| Length of Service | Notice Period |
|---|---|
| Probation (1–3 months) | 7 days to the end of the working week |
| First year of service (post-probation) | 1 month to end of month |
| Years 2–9 | 2 months to end of month |
| Year 10 onwards | 3 months to end of month |
| Long-service variations by GAV | Some sector GAVs extend notice for 50+ employees or for protected categories |
Severance Pay
| Years of Service | Severance Entitlement |
|---|---|
| Statutory severance (Abgangsentschädigung) | Generally none under Liechtenstein law for ordinary termination — pension benefits accumulate via AHV and BVG |
| Long-service severance (per case law / GAV) | For employees aged 50+ with 20+ years of service, an Abgangsentschädigung of 2–8 months' salary may apply by analogy with Swiss Code of Obligations Article 339b/c |
| Wrongful dismissal | Up to 6 months' salary for unjustified termination, plus continuation of wage during contractual notice period |
Legal Grounds for Termination
Employment in Liechtenstein can be terminated by mutual agreement, voluntary resignation, the natural expiration of a fixed-term contract, just cause due to serious misconduct, or economic and organisational reasons, with proper notice.
Protected Categories
Liechtenstein labour law offers special protection against termination for pregnant employees, employees on maternity or paternity leave, employees on sick leave, and trade union representatives.
What Are the Work Permit and Visa Requirements in Liechtenstein?
Liechtenstein operates one of Europe's most restrictive immigration regimes due to its tiny population (40,000) and highly developed economy. Even EEA, EU, and Swiss citizens are subject to an annual quota for permanent work permits (Aufenthaltsbewilligung) administered by the Office of Economic Affairs (Amt für Volkswirtschaft) — typically just 56 EEA quotas per year (28 by lottery, 28 by employer-sponsored need). However, cross-border workers (Grenzgänger) commuting daily from Switzerland, Austria, or Germany make up approximately 65% of the workforce and are NOT subject to the quota — they hold a Grenzgänger permit and remain tax-resident in their home country. The atozserwisplus.com EOR in Liechtenstein structures cross-border arrangements correctly, manages the A1 certificate process for social-security coordination (the new 25%/50% home-office thresholds applicable since July 2023), and coordinates with the Migration Authority (APA) for non-EEA hires.
| Permit Type | Purpose | Issuing Authority |
|---|---|---|
| EEA / Swiss / EU Employment Authorisation | EEA, Swiss and EU/EFTA citizens — must register within 10 days of starting work; subject to annual quota system administered by Office of Economic Affairs (Amt für Volkswirtschaft) | Office of Economic Affairs / Migration Authority (Ausländer- und Passamt — APA) |
| Non-EEA Work and Residence Permit | Non-EEA nationals require a work and residence permit issued through the strict APA quota system; very limited annual numbers | Migration Authority (APA) |
| Cross-Border Worker Permit (Grenzgänger) | For workers commuting daily from Switzerland, Austria, or Germany — approximately 65% of the Liechtenstein workforce holds this status | APA |
| Short-Term Assignment Permit | Short-term postings up to 90 days for project work, training, or specialised assignments | APA |
| Self-Employed Permit | Permit for self-employed activity; subject to local economic interest test and viability requirement | Office of Economic Affairs (Amt für Volkswirtschaft) |
Processing typically takes Cross-border worker permits typically issue within 2–4 weeks; permanent EEA permits depend on quota availability and may take 6–12+ months due to the lottery system; non-EEA permits are extremely difficult and take 4–9 months, depending on documentation and administrative workload. Liechtenstein is an EEA (European Economic Area) member since 1995 and a Schengen Area member since 2011, but is NOT an EU member. It maintains a customs and currency union with Switzerland (since 1924), uses the Swiss Franc, and applies many Swiss social-security and labour-law principles by analogy. EEA Regulation 883/2004 on social security coordination applies between Liechtenstein and EU/EEA countries. The 2023 Multilateral Framework Agreement on cross-border telework introduced the 25% (notification) and 50% (approval required) home-office thresholds — critical for the heavy cross-border workforce.
How Do You Hire in Liechtenstein Through an EOR?
The hiring process through an Employer of Record typically follows five clear stages, from candidate selection to ongoing compliance management.
| Step | Action | Responsibility |
|---|---|---|
| 1 | Identify and select the Liechtenstein candidate | Client company |
| 2 | Engage an EOR and sign a service agreement | Client + EOR |
| 3 | Issue a written German (English versions are common in financial services but the German text governs in disputes)-language contract | EOR (legal employer) |
| 4 | Register the employee with tax and social security | EOR |
| 5 | Process monthly payroll and maintain compliance | EOR |
Should You Set Up a Local Entity in Liechtenstein Instead?
For companies with significant long-term investment plans in Liechtenstein, establishing a local entity may be a viable alternative to using an EOR.
| Entity Type | Description | Best For |
|---|---|---|
| Aktiengesellschaft (AG — Public Limited Company) | Joint-stock company; minimum capital CHF 50,000; common for private banking, asset management, holding companies | Banks, insurance, asset management, holdings |
| Gesellschaft mit beschränkter Haftung (GmbH — Limited Liability Company) | Limited liability company; minimum capital CHF 30,000; flexible governance | SMEs, family businesses, operating subsidiaries |
| Anstalt (Establishment) | Unique Liechtenstein vehicle — a flexible legal entity with separate legal personality; can be used for commercial, holding, or asset-protection purposes; minimum capital CHF 30,000 | Holding structures, asset protection, family wealth structuring |
| Stiftung (Foundation) | Private foundation — central to Liechtenstein's wealth-management offering; minimum capital CHF 30,000; charitable or family/private foundations | Family wealth, succession planning, charitable purposes |
| Trust Reg. (Treuunternehmen) | Trust enterprise — common-law-influenced trust structure unique to Liechtenstein | Estate planning, asset protection, family office structures |
| Branch (Zweigniederlassung) | Branch of a foreign company; not a separate legal entity; registered with the Liechtenstein Office of Justice (Amt für Justiz) | Initial market entry, regulated activities |
| Employer of Record (EOR) | Hire employees through atozserwisplus.com without forming any Liechtenstein entity | Fast EEA market entry, single-employee operations, cross-border test |
Setting up an AG, GmbH, Anstalt, or Stiftung in Liechtenstein typically takes 4–8 weeks and requires a Liechtenstein-licensed Treuhänder (trustee/fiduciary) for many foundation and asset-protection structures. You need a registered office in Liechtenstein, at least one Liechtenstein-resident director or representative, notarised constitution, capital deposit at a Liechtenstein bank, and registration with the Office of Justice (Amt für Justiz / Handelsregister). Subsequent obligations include monthly AHV-IV-FAK SECU declarations, accident insurance via SUVA-equivalent insurer, BVG occupational pension setup, annual tax filing with the Tax Administration (Steuerverwaltung), and the unique Liechtenstein 12.5% corporate income tax — among the lowest in Europe. The atozserwisplus.com EOR allows fast, compliant hiring while you evaluate whether a permanent entity is justified by financial-services licensing, wealth-management strategy, or board composition needs.
EOR vs Local Entity vs Contractor — Which Is Right for You?
Comparing the three main hiring models helps you choose the right approach for your Liechtenstein workforce.
| Factor | Employer of Record | Own Legal Entity | Freelancer / Contractor |
|---|---|---|---|
| Setup Time | 14–28 business days for cross-border workers (Grenzgänger) commuting from Switzerland/Austria/Germany; 30–60+ days for EEA quota permits; 4–9 months for non-EEA permits subject to strict quotas | Several weeks to months | Immediate |
| Setup Cost | Low | High | Very low |
| Compliance | Handled by EOR | Your responsibility | Misclassification risk |
| Statutory Benefits | Fully provided | Must manage yourself | Typically none |
| Control Over Staff | High | Full | Limited |
| IP Protection | Strong | Strong | Often weak |
| Best For | Small to medium teams | Long-term major presence | Short-term specialists |
What Common Hiring Mistakes Should You Avoid in Liechtenstein?
Companies new to hiring in Liechtenstein often encounter several common pitfalls. Misclassifying employees as independent contractors is a significant risk, as Liechtenstein has clear legal distinctions between the two, and reclassification can lead to penalties and back payments.
Failing to issue written employment contracts in German (English versions are common in financial services but the German text governs in disputes) is another frequent error, as verbal or foreign-language agreements may not be legally enforceable. Ignoring collective bargaining agreements in regulated sectors can lead to compliance issues, as can miscalculating social security contributions since rates and ceilings are periodically updated.
Skipping proper documentation of probation periods can inadvertently extend employee protections beyond what the employer intended. Finally, providing inadequate notice of termination or failing to follow proper dismissal procedures can expose companies to compensation claims and legal disputes.
Which Industries Are Hiring Most in Liechtenstein?
Several key industries drive Liechtenstein's labour market, each offering a distinct talent pool for international employers.
| Industry | Key Roles | Talent Highlights |
|---|---|---|
| Financial Services & Private Banking | Wealth Manager, Trust Officer, Compliance Officer, AML/KYC Specialist, Family Office Director | LGT Group (royal family-owned), LLB, VP Bank, Verwaltungs- und Privat-Bank; 16+ banks; major trust and foundation centre |
| Precision Engineering & Tooling | Mechanical Engineer, Tool Designer, Production Manager, Quality Engineer | Hilti (global construction tools, HQ Schaan), ThyssenKrupp Presta (steering systems), Hoval (heating systems) |
| Dental & Medical Devices | Dental Technician, R&D Engineer, Regulatory Affairs | Ivoclar Vivadent (global dental products), Curaden — Liechtenstein punches well above its weight in dental |
| Food & Beverage | Food Technologist, Brand Manager, Production Manager | Hilcona (Nestlé subsidiary), Liechtensteinische Brauhaus (brewery), Herbert Ospelt Anstalt |
| Blockchain & Fintech | Blockchain Developer, Token Engineer, Compliance Officer (TT/VT) | Token and Trusted Technology Service Provider Act 2019 (Blockchain Act); regulated DLT environment; AlpVision, Bittrex Global, Crypto Finance |
| Foundations & Trust Industry | Trust Officer, Foundation Director, Legal Counsel, Family Office Manager | Hundreds of trust enterprises; wealth-structuring centre for international families |
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Disclaimer
This guide is provided for educational and informational purposes only. Liechtenstein's labour laws, tax rates, and social contribution percentages are subject to change. Always consult a qualified Employer of Record provider, local legal counsel, or certified tax advisor before making hiring or employment decisions in Liechtenstein.
Liechtenstein
Hiring in Liechtenstein requires a clear understanding of local labour laws, payroll obligations, and statutory benefits. Our country-specific guide for Liechtenstein helps employers navigate salary expectations, tax structures, AHV/IV/FAK social security contributions, working hours, leave entitlements, and termination rules under Liechtenstein labour legislation.
Whether you're recruiting healthcare professionals in Vaduz, financial services and hospitality staff in Schaan and Balzers, or manufacturing and construction workers across Triesen, Eschen, Mauren, and Triesenberg, AtoZ Serwis Plus ensures every hire is fully compliant with Liechtenstein regulations.
From employment contracts and work permits to onboarding and ongoing HR support, we help you make data-driven hiring decisions and avoid costly compliance mistakes — so you can build a reliable, locally compliant workforce across all 11 municipalities of Liechtenstein.
