Work permits and visas in Switzerland

Work Permits and Visas in Switzerland: A Guide for Employers and International Employees

Switzerland’s strong economy, high standard of living, and global business environment attract top talent from around the world. For employers looking to hire or relocate international professionals to Switzerland—and for employees who already have a job offer in hand—understanding the country’s work permit and visa system is a critical first step. Navigating Swiss immigration requirements properly ensures a smooth onboarding, compliance with local laws, and a successful start for foreign employees in the Swiss workforce. This comprehensive guide breaks down everything employers and sponsored employees need to know about Swiss work visas, from permit types and quotas to labor market tests and employer obligations, with tips on leveraging Employer of Record services and Rivermate’s visa support for a seamless experience.

Understanding Switzerland’s Work Visa System for Employers

Switzerland operates a dual system for employing foreign workers based on nationality. Citizens of European Union (EU) and European Free Trade Association (EFTA) member countries benefit from streamlined processes under Switzerland’s freedom of movement agreements. In contrast, non-EU/EFTA nationals (often referred to as “third-country” nationals) face more stringent criteria and controls when seeking Swiss work authorization.

One fundamental aspect of Switzerland’s system is that authorization to work typically comes in the form of a combined residence and work permit. In other words, a foreign national’s work visa is usually tied to a residency permit that allows them to live in Switzerland and work for a specific employer. Employers must secure approval from both the cantonal labor authorities (at the regional/canton level) and the federal State Secretariat for Migration (SEM) before a work visa can be granted. Importantly, the Swiss labor market gives priority to local and EU/EFTA job seekers first, meaning companies must justify why a given position cannot be filled by a Swiss or EU/EFTA candidate before hiring a third-country national. This safeguard ensures that domestic and EU labor supply is considered before international hires, aligning with Switzerland’s policy to protect its labor market.

For the employee, this means that having a job offer alone is not enough—the prospective employer in Switzerland must go through the proper channels to obtain the work permit on the employee’s behalf. Working in Switzerland without a valid permit is illegal and can lead to serious consequences, including fines, deportation, or even bans on re-entry. Likewise, employers who fail to obtain the necessary authorization for foreign staff risk penalties and reputational damage. Ensuring legal work authorization is therefore in everyone’s interest, facilitating compliance with Swiss labor laws, proper payroll and tax setup, and protection of both employer and employee rights.

Common Types of Swiss Work Permits (L, B, C, G)

Switzerland’s main work permit categories are summarized below:

L Permit (Short-Term Residence) in Switzerland

The L permit is a short-term residence permit typically issued for employment engagements of up to 12 months. It is often used for fixed-term assignments or contracts that last less than a year. The L permit’s validity usually matches the employment contract (minimum 3 months up to 12 months), and it can sometimes be extended up to a maximum of 24 months. It remains a temporary permit tied to the specific job and employer.

B Permit (Initial Long-Term Residence) in Switzerland

The B permit is the standard work and residence permit for longer-term employment in Switzerland. It is usually issued to foreign employees who have an employment contract of at least 12 months or an indefinite (permanent) contract. A B permit is often valid for one year upon first issuance and can be renewed annually as long as the employment and eligibility conditions continue to be met. Note that B permits for non-EU nationals are subject to annual quota limits. This permit allows the individual to live in Switzerland and work for the sponsoring employer under the approved conditions.

C Permit (Settlement Permit) in Switzerland

The C permit is a settlement or permanent residence permit. It is typically available to foreign nationals after a prolonged period of continuous residence in Switzerland (usually 5 years for EU/EFTA citizens and certain other nationalities, and 10 years for most other third-country nationals). A C permit grants the holder more rights and stability. C permit holders have long-term residence rights and are not tied to a specific employer. Employers don’t sponsor C permits directly—the employee applies for it once they meet the residence duration and integration requirements (years of residency, language skills, etc.).

G Permit (Cross-Border Commuter) in Switzerland

The G permit is designed for cross-border commuters. This permit is for employees who work in Switzerland but live in a neighboring country (e.g., France, Germany, Italy, or another bordering nation) and commute to Switzerland for work regularly. A key condition of the G permit is that the individual must maintain their primary residence in a designated border zone outside Switzerland and return to that residence at least once a week. G permits are common in regions like Geneva, Basel, or Ticino, allowing companies to tap talent in neighboring countries without the employee moving to Switzerland. EU/EFTA citizens can obtain G permits relatively easily under free movement rules, whereas third-country nationals face more restrictions for cross-border status.

Each of these permits is typically tied to a specific job role and employer. For L and B permits, if the foreign employee switches employers or job positions, a new authorization is usually required. Employers should be aware of the conditions attached to the permit they sponsor—for instance, geographic or sector mobility may be limited. Understanding the differences between L, B, C, and G permits allows employers to plan the appropriate visa strategy for each hire, whether it’s a short-term project assignment, a long-term strategic hire, a permanent relocation, or a cross-border arrangement.

Swiss Work Permit Quota System

A crucial aspect of Switzerland’s immigration policy is its quota system for work permits. Switzerland imposes annual quotas on the number of new work permits available to certain categories of foreign nationals. These quotas primarily affect third-country nationals (non-EU/EFTA citizens) and are intended to regulate the influx of foreign workers in line with economic needs. In practice, this means there is a limited number of L and B permits that can be granted each year to non-EU/EFTA workers across all of Switzerland, with allocations divided among the cantons and a portion reserved at the federal level.

If the quota for the year has been reached, even a qualified foreign candidate may have to wait until the next year’s allotment to have their permit approved. For example, if a canton’s quota of work permits for non-European skilled workers is used up in a given year, new applications will typically not be approved until quotas reset, usually at the beginning of the next calendar year. The Swiss government, through the SEM, updates and publishes these quota limits on a yearly basis, so employers can consult official releases to know how many permits are available in a given year.

EU/EFTA nationals are not subject to these work permit quotas thanks to the freedom of movement agreements, with a notable exception for Croatian citizens. As a newer EU member state, Croatia has been under transitional arrangements in Switzerland. In recent years, Swiss authorities maintained quota limits on Croatian nationals’ work permits, though these restrictions are expected to be phased out as full reciprocity is implemented. Employers hiring Croatian citizens should check the latest rules, as the quota and work authorization conditions for Croatians may differ slightly from those for other EU nationals until any transitional period concludes.

The existence of quotas makes advanced planning essential. Employers should initiate the work permit process well in advance of the intended start date and be mindful of the time of year. In high-demand years or regions, it may be strategic to submit applications early in the year before quotas are exhausted. Overall, the quota system underscores that hiring non-EU talent in Switzerland is not only about meeting individual eligibility criteria but also about timing and the broader immigration limits in place.

Labor Market Test and Priority for Local Hires in Switzerland

In Switzerland, employers have a responsibility to consider the local labor market before turning to foreign hires. This is often referred to as the labor market test or priority principle, and it forms a core part of the work permit approval process for third-country nationals. Practically, this means that when a Swiss company wants to hire a non-EU/EFTA foreign national, it must prove that no suitable Swiss or EU/EFTA candidate could fill the position. Cantonal authorities and the SEM will scrutinize whether the employer made sufficient efforts to recruit from within Switzerland and the EU first.

To satisfy this requirement, employers are generally expected to advertise the job opening domestically (and often across the EU) for a reasonable period and to engage with regional employment agencies. They may need to provide evidence of recruitment efforts, such as copies of job postings and details of any interviews conducted, and report on why local applicants (if any) were not suitable. In many cases, the employer must submit a written justification as part of the work permit application explaining the need to hire a foreign national and detailing the search for local candidates. Swiss authorities will check that the vacancy was publicized to Swiss job seekers, for example, through the regional unemployment office or popular job portals, and remained unfilled.

Only highly qualified professionals or specialists tend to obtain approval under these conditions, as Swiss immigration law prioritizes those who bring skills or expertise not readily found in the local labor market. This might include individuals with advanced degrees, technical skills, or significant experience in fields where there is a known shortage in Switzerland. Employers should be prepared to demonstrate the foreign candidate’s unique qualifications and why they are uniquely suited to the role.

In addition to proving a genuine labor shortage, employers must offer the foreign hire terms and conditions (salary, benefits, working conditions) equivalent to what a Swiss worker would receive for the same job. This ensures that hiring from abroad isn’t used to undercut local labor standards. Cantonal labor offices will review the employment contract to verify that salary levels meet Swiss prevailing wages for the occupation and region.

In summary, the labor market test is a safeguard to protect employment opportunities for residents of Switzerland and the EU. For employers, it means that sponsoring a work permit requires due diligence in local recruitment and thorough documentation. Starting the recruitment and permit application process early, and keeping detailed records of all hiring efforts, will increase the likelihood of a smooth approval when bringing in talent from outside Europe.

Work Permit Eligibility Requirements for Employees in Switzerland

Beyond the labor market test that the employer must satisfy, there are several eligibility requirements that the foreign employee must meet to qualify for a Swiss work permit. Swiss authorities will typically evaluate the qualifications and background of the candidate to ensure they align with Switzerland’s skill needs and integration capacity. Key eligibility criteria for non-EU/EFTA work permit applicants include:

Skilled Position and Qualifications for Swiss Work Permits

The foreign national should be filling a skilled or specialized role. Generally, Switzerland expects third-country applicants to hold a university degree or a similar higher education qualification and to have several years of relevant professional experience. Technical expertise or advanced professional skills will strengthen an application—the more the candidate’s profile matches a high-demand skill set, the easier it is to justify a work permit.

Relevant Work Experience for Swiss Visas

Proven professional experience in the field is important. Swiss immigration authorities consider whether the candidate has a strong track record that justifies their hiring over local talent. Letters of reference or detailed CVs outlining past positions and accomplishments may be required to document the individual’s work history.

Language Proficiency for Swiss Work Permits

Since Switzerland has multiple official languages (German, French, Italian, and Romansh) and each canton operates in one or more of these languages, foreign employees are often expected to have a degree of fluency or literacy in the local language of the canton where they will work. Especially for non-EU nationals, having some command of the relevant national language (German for much of Switzerland, French in western cantons, or Italian in Ticino) can be a formal or informal requirement. Language ability not only helps integration but may also be necessary to perform the job effectively, and it becomes important for long-term residency prospects.

Other Basic Requirements for Swiss Work Permits

The applicant should have a clean criminal record (verified by a police clearance certificate) and must obtain Swiss health insurance. In some cases, authorities may also ask for proof of sufficient financial means or suitable accommodation to ensure the person can support themselves and have a place to live during their stay.

Valid Passport and Documentation for Swiss Visas

The employee must hold a valid travel document (passport) with enough validity to cover the period of the permit (and typically a few months beyond) and with at least a couple of blank pages for visas. They will need to submit copies of their passport identity pages (and often previous visas or entry stamps to show lawful status elsewhere if applicable) and passport-size photos as part of the application. Importantly, an applicant must have a firm job offer or signed employment contract from a Swiss employer to begin the work permit process. Unlike some countries, Switzerland generally does not allow foreign nationals to move in and then seek work; the sponsorship by a Swiss company is the linchpin for non-EU/EFTA work authorization.

Both the employer and the employee will compile documentation for the application. The employer typically provides documents related to the company and the job (such as a company registration extract, job description, and the labor market test evidence), while the employee provides personal documents (passport, diplomas, CV, references, etc.). Meeting all these requirements does not guarantee approval—it simply positions the application for a positive decision. Swiss authorities will weigh all factors (job market need, candidate’s profile, quotas, etc.) in their final determination.

Application Process for Swiss Work Visas

The process of obtaining a work visa (residence permit with work authorization) in Switzerland involves multiple steps and coordination between the employer, the foreign employee, and various government offices. Here is an overview of the typical process:

1. Cantonal Application Submission in Switzerland

The process usually begins at the cantonal level. Switzerland is composed of 26 cantons, each with its own cantonal migration or labor office. The employer in Switzerland submits a work permit application to the relevant cantonal authority where the job is located. This application includes forms and supporting documents about the job position and the candidate. At this stage, the employer provides evidence for the labor market test (e.g., proof of job advertisements and the justification for hiring a foreigner) and the candidate’s qualifications. Some cantons have online application portals or specific forms for work permit requests; the exact procedure and document checklist can vary slightly by canton.

2. Cantonal Review for Swiss Work Permits

The cantonal authority reviews the application to ensure it meets local labor market needs and cantonal requirements. They will check that the quota for that canton is not yet exhausted and that the labor market test has been satisfied. If the canton is convinced, it will provisionally approve the application and forward its recommendation to the State Secretariat for Migration (SEM) at the federal level.

3. Federal Approval (SEM) for Swiss Work Visas

The SEM in Bern reviews the application after the canton’s favorable decision. The SEM looks at broader considerations—ensuring the quota limits are respected at the national level, and that the application aligns with federal immigration policy. Both cantonal and federal approvals are required for the work permit to be granted.

4. Entry Visa Issuance (if needed) for Switzerland

Once the work permit clearance is approved by the canton and SEM, if the foreign worker is outside Switzerland, they may need an entry visa stamped in their passport to travel to Switzerland. This is typically the case for third-country nationals who are not visa-exempt for short visits. The Swiss embassy or consulate in the applicant’s home country will be notified to issue a Type D national visa, allowing the individual to enter Switzerland for the purpose of taking up employment. EU/EFTA nationals do not require an entry visa to enter Switzerland, and some other nationalities are also visa-exempt for entry, but they still cannot start working until the work permit is approved.

5. Local Registration and Permit Issuance in Switzerland

After arriving in Switzerland (or if the candidate was already in Switzerland under a different status), the individual must register with the local municipal authorities, usually at the residents’ registration office of the town/commune, where they will live. This must be done shortly after entry, generally within 14 days. Upon registration, and presentation of the work authorization approval letter, the individual is issued their residence permit, an L or B permit in the form of a biometric residence card. This permit card serves as proof of the right to reside and work in Switzerland. It usually contains the person’s photo and biometric data and notes any specific work restrictions, like employer name or occupation, if applicable.

Throughout this process, timing and regional differences play a role. Each canton may have slightly different documentation requirements or processing times. Costs also vary by canton for application fees and issuance fees. It’s advisable for employers to consult the canton’s official migration office website for specific guidance and forms, and to ensure the application is prepared correctly.

Required Documents for Swiss Work Permit Applications

While specific paperwork can vary by canton and case, applicants typically need to prepare:

Valid Passport: A valid travel document for the duration of the stay, with sufficient validity and blank pages. Passport Photos: Recent passport-sized photographs as per requirements. Employment Contract or Offer Letter: A copy of the signed job contract or official offer from the Swiss employer, detailing the role, salary, and duration. Employer’s Justification Letter: A letter from the employer explaining the hire (proof that no local candidate was available and why the foreign candidate is needed). Qualifications and Experience Proof: Relevant diplomas, certificates, and a résumé/CV (with references) demonstrating the employee’s qualifications and work history. Police Clearance: A clean criminal background certificate from the applicant’s country of residence. Health Insurance Coverage: Proof of, or commitment to enroll in, Swiss health insurance, as required for all residents. Accommodation & Financial Means: Documents showing a place to live in Switzerland, for example, a rental agreement, and, if requested, proof of sufficient funds to support the stay.

Having all required documents organized and translated (if necessary) helps avoid delays in the application process. The employer and employee should double-check cantonal guidelines to ensure nothing is missing before submission.

Processing Times and Costs for Swiss Work Permits

Processing Time for Swiss Permits

The timeline for approval can range from a few weeks to several months. In general, EU/EFTA citizens’ registrations are processed quickly (often within weeks), whereas work permits for third-country nationals usually take longer due to labor market checks and the federal approval process. It’s not unusual for non-EU applications to take 8–12 weeks or more. If annual quotas have already been filled, even qualified applicants may need to wait until the following year for a permit slot to become available.

Costs for Swiss Work Permits

Switzerland charges administrative fees for work permit processing and issuance. These vary by canton, but total government fees typically range roughly from CHF 100 up to CHF 300 per application. Fees cover the application handling, the residence permit card, and, if applicable, an entry visa. Employers often cover these costs on behalf of the employee. There may also be ancillary expenses for document translations or notarizations, but the official fees are the main direct cost of securing the permit.

Aside from fees and official processing times, consider other time factors:

• Document preparation time: It can take a few weeks for the employee to gather all needed documents (especially if they need to request transcripts, police clearances, or get documents apostilled and translated).
• Embassy appointment wait times: If the employee needs to apply for a D visa at a Swiss consulate, getting an appointment might have a wait (anywhere from a few days to a few weeks, depending on the location).
• Shipping of permit card: In some cases, if the permit is approved while the person is abroad, they might need the approval document mailed to them for the visa application, or they might have to wait for the physical card production once in Switzerland.

Budgeting for costs and time: Employers often cover the visa application fee on behalf of the employee as part of relocation support. It’s a relatively small cost in the scope of an international move, but it’s good to budget for it and reimburse the employee if they pay any embassy visa fee. Also remember any family members (spouse, children) who will join the employee will have their own residence visa applications, each with associated fees and processing times. Plan the family’s applications together to streamline the timeline if applicable.

In summary, plan for about 1–3 months of processing time from submission to work permit approval in Switzerland, and expect to pay on the order of a couple hundred euros in government fees per application. Starting early and submitting a complete application are the best ways to ensure you hit your target start date for the new hire.

EU/EFTA Nationals: Simplified Process for Europeans in Switzerland

Thanks to freedom of movement agreements, hiring an EU or EFTA citizen is much easier than hiring a non-European. EU/EFTA nationals are exempt from the quota system and the labor market test requirements. In practice, this means that if you offer a job to an EU/EFTA citizen, Swiss authorities will generally grant the work/residence permit as a formality, without needing to prove no local worker was available.

The process for an EU/EFTA employee mostly involves registration. The employee can enter Switzerland without a visa and, once hired, must register with the local commune (town hall) and apply for a residence permit (typically a B permit for a contract lasting a year or more, or an L permit for shorter durations). This registration should be done within 14 days of arrival and before starting work. For very short work assignments (up to 90 days in a year), a simple online notification to authorities can suffice instead of a full work permit process.

One exception in recent years has been Croatian nationals, who during a transitional period were still subject to temporary quotas. Apart from that, EU/EFTA hires are not limited in number. From an employer’s perspective, the key point is that there is little red tape—you do not need to petition for permission as you would for non-EU hires. Just ensure the employee completes the local registration and obtains their residence permit card. Notably, EU/EFTA B permits are typically issued for five years at a time for permanent jobs, which makes ongoing compliance simpler than the annual renewals often required for third-country nationals.

Cross-Border Commuters: The G Permit Explained for Switzerland

Switzerland’s G permit accommodates cross-border commuters—individuals who work in Switzerland but live in a neighboring country. To qualify, the worker must reside in an official border zone outside Switzerland and return to their residence abroad at least once a week. The G permit allows them to be employed by a Swiss company without relocating full-time to Switzerland.

For EU/EFTA citizens, obtaining a G permit is straightforward under free movement rules. Many people living in France, Germany, Italy, or Austria commute daily or weekly into Switzerland for work using G permits. For non-EU nationals, G permits are generally not available unless the person already holds long-term residency in an EU country—these cases are rare and subject to strict quotas.

Cross-border hiring is especially common in regions like Geneva (France–Switzerland border), Basel (France/Germany), and Ticino (Italy). It gives employers access to a broader talent pool without requiring employees to move. The application process for a G permit is similar to other work permits, but the worker’s foreign address is registered and their permit status reflects cross-border employment. G permit holders pay Swiss taxes on their Swiss income and participate in Swiss social security for that employment, but their life (home, social circles, etc.) remains based outside Switzerland. For companies near the border, this is a valuable option to attract skilled workers who prefer to live in adjacent countries.

Family Reunification: Bringing Dependents to Switzerland

Switzerland allows many foreign workers to bring their immediate family members under a family reunification policy. Holders of B permits (and L permits in some cases) can typically sponsor their spouse and dependent children to join them in Switzerland. EU/EFTA nationals working in Switzerland enjoy similar family reunification rights. The family members receive dependent residence permits linked to the principal worker’s permit status.

Certain conditions apply: the worker must have adequate accommodation for the family and sufficient financial means to support them in Switzerland. When family members arrive, they must also register with local authorities. A spouse who comes on a dependent permit is generally allowed to work in Switzerland, often with a simple notification or permit endorsement, which helps dual-career families continue their professions. Children can enroll in local schools, and the whole family gains access to Swiss healthcare and other social services once registered.

Employers should be mindful that relocating an employee’s family may require additional time and assistance, but supporting this process can improve the employee’s overall satisfaction and stability. In practice, the paperwork for dependents is usually filed with the cantonal immigration office (with documents like marriage and birth certificates, proof of housing and income, etc.). Once approved, family members receive their own residence permits. Planning for family relocation as part of the hiring or transfer process is recommended for a smooth transition.

Transition to Permanent Residency (C Permit) in Switzerland

After several years in Switzerland, many foreign workers can qualify for a C permit, which is a permanent residence permit. In most cases, a person becomes eligible after 10 years of continuous residence on temporary permits (B or L). However, for certain nationals (for example, EU/EFTA citizens, Americans, Canadians, and others with specific treaties), eligibility can come after just 5 years of uninterrupted residency. Authorities also require evidence of integration, such as adequate proficiency in the local language and a clean record, when granting a C permit.

The C permit grants long-term stability. It is not tied to any employer or specific job. A person with a C permit can live and work anywhere in Switzerland without needing further work authorization. C permit holders no longer fall under quota restrictions or annual renewals; their status is permanent (though the permit card itself is typically renewed every 5 years, similar to an ID). For employers, having an employee transition to a C permit means fewer administrative hurdles, as the individual no longer requires sponsorship for their employment. While obtaining a C permit is the employee’s responsibility, and comes later in their tenure, employers can support it by providing documentation of stable employment and encouraging language and cultural integration for their staff.

Work Permits for Remote Employees in Switzerland

With the rise of remote work, some international employees may wish to reside in Switzerland while working for an employer abroad. It’s important to note that Switzerland currently has no special “remote work” or digital nomad visa—any foreign national working in Switzerland, even for a foreign company, needs a proper work/residence permit. Simply working on a tourist visa or without local authorization is not permitted.

For an employer with no Swiss entity, hiring or accommodating a remote employee in Switzerland still requires going through the Swiss work visa process. In practice, this means either establishing a local branch to act as the employer or using a third-party service to employ the person locally. One popular solution is to partner with an Employer of Record (EOR), which can serve as the Swiss employer on record and sponsor the work permit for the remote worker, while the individual continues to contribute to your company remotely. By using an EOR, companies ensure compliance with Swiss laws and avoid the risk of penalties associated with unauthorized employment.

If the remote employee is an EU/EFTA citizen, they have an easier path—they can move to Switzerland and register as described above, even if their work is for a foreign firm. But for non-EU nationals, an EOR or other local sponsor is essential. Always ensure that anyone physically working from Switzerland has the appropriate permit to stay on the right side of Swiss regulations.

Employer Compliance and Responsibilities in Switzerland

Employers hiring foreign talent in Switzerland must remain vigilant about ongoing compliance. Key responsibilities include:

Working Only with Permits in Switzerland

Never allow an employee to begin work until the proper Swiss work permit is in place. Employing someone without authorization is illegal and can result in heavy fines and sanctions for the company, as well as deportation or entry bans for the individual.

Permit Renewals in Switzerland

Monitor permit expiration dates and file renewal applications well in advance. B permits for third-country nationals often need annual renewal. Missing a renewal could jeopardize the employee’s legal status.

Notifying Authorities of Changes in Switzerland

If a foreign employee leaves the company or if there are significant changes (role, salary, work location), inform the cantonal immigration office. A new permit or an update may be required in such cases.

Maintaining Labor Law Compliance in Switzerland

Treat foreign employees the same as locals in terms of contracts, salaries, working conditions, social contributions, and taxes. This was a condition of the permit approval (competitive salary) and continues to be required. Ensure you register the employee for all applicable Swiss social security programs and withhold taxes as needed.

Record-Keeping for Swiss Work Permits

Keep copies of permits and any correspondence with authorities. In case of audits, you should be able to demonstrate that all foreign employees are employed legally and under the proper conditions.

Staying Informed on Swiss Policy Changes

Immigration laws and quotas can change. Stay updated on Swiss policy changes, through official channels like the SEM or legal advisors, to anticipate how they might affect current or future foreign employees.

By diligently managing these aspects, employers can avoid pitfalls and ensure their international hires remain in compliance throughout their tenure in Switzerland.

Leveraging an Employer of Record (EOR) in Switzerland

For companies that do not have a legal entity in Switzerland—or those looking to streamline the hiring of international talent—using an Employer of Record (EOR) service can be a strategic solution. An EOR is a third-party organization that becomes the official employer for your worker in Switzerland, handling all local employment obligations (including sponsoring work permits, running payroll, and ensuring compliance with Swiss regulations) while you maintain day-to-day management of the employee’s work.

How an EOR Works in Switzerland

By partnering with an EOR, a company can expand into Switzerland without the complex and time-consuming process of establishing a local subsidiary. The EOR already has a legal entity in Switzerland and is well-versed in local labor laws and immigration procedures. They can onboard your international hire quickly and take care of the administrative heavy lifting. This allows businesses to tap into Swiss talent "without establishing a legal entity" of their own. The EOR will sponsor the work visa for the employee under its local entity and ensure that all requirements are met for the permit.

This arrangement is fully compliant: the employee gets a Swiss-compliant employment contract with the EOR (meeting all Swiss mandatory standards), and the EOR’s entity in Switzerland handles payroll, taxes, and social contributions. Essentially, it’s like outsourcing the legal employment to a local partner while the employee works for you.

Using an EOR can be particularly helpful in scenarios such as:

• Hiring remote employees in Switzerland when your company has no local presence.
• Quickly starting a project or operation in Switzerland without setting up a long-term entity.
• Navigating tricky permit situations—EORs often have immigration experts who can advise on the best permit type and handle the process efficiently.
• Ensuring compliance with evolving Swiss labor laws, since the EOR’s core business is staying up-to-date with local regulations.

Rivermate, for example, is a global EOR provider that offers services in Switzerland. By working with an EOR like Rivermate, you can employ top talent in Switzerland quickly and safely, with the EOR taking on compliance risk and administrative tasks. The day-to-day work direction remains with your company, so the arrangement is seamless from a management and culture perspective—your team member in Switzerland will feel like part of your company, but all behind-the-scenes HR, payroll, and immigration matters are handled by the EOR.

Rivermate’s Visa Support and Global Mobility Services for Switzerland

Ready to expand your team into Switzerland? Consider partnering with Rivermate for a smooth visa process and a compliant hiring experience. Visit our Visa Support page to learn more about how we can help you navigate Swiss work permits and immigration, or reach out to our team for personalized guidance. With the right support, hiring internationally in Switzerland becomes a hassle-free endeavor, unlocking access to the skilled professionals your business needs to thrive in this global hub.