Spreadsheet: 2291641e-9895-4c54-a1b1-0995f833e43e
Sheet: Employment

Common Business and Employment Categories - Switzerland
 |  | 90 days registration (assignment); precise dates of work registered | 120 days (assignment); sporadic entry and exit of the country within 12 months' duration | Short term assignment permit (up to  4 months' continuous stay in Switzerland) | L permit (4 - 24 months; assignment) | B permit (24  months and more; assignment) | Local (Swiss) employment contract
Work / Employment | Applicability? | Assignment: Short term work in Switzerland on behalf of a foreign employer  EU - nationals as well as non-EU nationals (the latter have to have worked for the assigning employer and lived in the EU for 12 months prior to registration) | Assignment: Short term work in Switzerland on behalf of a foreign employer  EU - nationals as well as non-EU nationals (the latter have to have worked for the assigning employer for 12 months prior to the assignment) | Assignment: Short term work in Switzerland on behalf of a foreign employer  EU - nationals as well as non-EU nationals (the latter have to have worked for the assigning employer for 12 months prior to the assignment) | Assignment: Short term work in Switzerland on behalf of a foreign employer  EU - nationals as well as non-EU nationals (the latter have to have worked for the assigning employer for 12 months prior to the assignment) | Assignment:  Work in Switzerland on behalf of a foreign employer  EU - nationals as well as non-EU nationals (the latter have to have worked for the assigning employer for 12 months prior to the assignment) | Employees locally employed in Switzerland
 | Quota or [NAME]? | 90 days per calendar year per assigning company,   90 days also per individual  No quota is applicable. | No | No | Yes | Yes | Yes for non-EU nationals  No for EU nationals
 | Is Secondment to the Destination Country Allowed with No Local Employer  (i.e. for work on client sites on behalf of the foreign employer)? | Yes | Yes | Yes | Yes | Yes | N/A
 | Must the Employer have a Legal Presence in the Destination Country to obtain this permit/visa? | No | No | No | No | No | Yes for a local contract
 | Is a Local Contract Required? | No | No | No | No | No; after about 5 or 6 years of assignment the authorities insist on departure or change to local contract | Yes
 | Must the Employee be Paid Locally? | No | No | No | No | No | Yes
 | Is There a Minimum Wage Requirement? | yes | Yes | Yes | Yes | Yes | Yes
 | Is there an Age Restriction/Requirement? | No | No | No | No | No | No
 | Where is the Application Submitted? | Online; is directed to local labour authority in the canton (member state) the work is to take place | At the local labour authority of the canton (member state) in which the work is to be carried out | At the local labour authority of the canton (member state) in which the work is to be carried out | At the local labour authority of the canton (member state) in which the work is to be carried out | At the local labour authority of the canton (member state) in which the work is to be carried out | At the local labour authority of the canton (member state) in which the work is to be carried out
 | Government Processing Time? | 2 - 4 working days | Depends on the treating canton as well as the nationality of the employee (EU nationals' files are treated faster as no visa requirements exist); between 2 - 8 weeks | Depends on the treating canton as well as the nationality of the employee (EU nationals' files are treated faster as no visa requirements exist); between 2 - 8 weeks | Depends on the treating canton as well as the nationality of the employee (EU nationals' files are treated faster as no visa requirements exist); between 4 - 9 weeks | Depends on the treating canton as well as the nationality of the employee (EU nationals' files are treated faster as no visa requirements exist); between 4 - 9 weeks | Depends on the treating canton as well as the nationality of the employee (EU nationals' files are treated faster as no visa requirements exist); between 4 - 9 weeks
 | Maximum Initial Period of Stay? | 90 days in total per calendar year;  the precise dates need to be recorded in the online registration | None; non-EU nationals must respect the [NAME]. of 90 days in one stay which the Schengen visa allows for | 4 months | duration as applied for and granted in the permit approval (anywhere between 4 and 24 months) | duration as applied for and granted in the permit approval | None; usually EU nationals receive a B permit for 5 years, non-EU nationals for 12 months
 | Maximum Number of Extensions (Total Time) Allowed? | Once the 90 days are used up the employer must secure a different permit type for the work in Switzerland to continue; a new 90 days is granted in the next calendar year | No extension, instead a new 120 day permti the following year or change of permit type if necessary for more than 120 days within the same year | None (instead a requirement of a 12 month cooling off period for non-EU nationals between two 4-month permits); instead change to a different permit type if a longer stay is necessary | Extensions to [NAME]. 24 months, then a change to a B permit can be applied for | Usually after 5 to 6 years the authorities expect departure or change to local contract | unlimited
 | Geographical  Limitation on Activities Undertaken in the Destination Country? | Limited to the precise client and address as indicated in the registration. | Limited to the precise client and address as indicated in the registration. | Limited to the precise client and address as indicated in the registration. | Limited to the precise client and address as indicated in the registration. | Limited to the precise client and address as indicated in the registration. | For non-EU nationals: first Limited to the precise client and address as indicated in the registration;   EU nationals are free to change employer and canton any time
 | Registration Requirements on Arrival Before Working? | None | None | None | Yes | Yes | Yes
 | [NAME]? | None to be proved in advance. Adequate accomodation must be provided / paid for by the employer as part of covering the assignment costs. | None to be proved in advance. Adequate accomodation must be provided / paid for by the employer as part of covering the assignment costs. | None to be proved in advance. Adequate accomodation must be provided / paid for by the employer as part of covering the assignment costs. | None to be proved in advance. Adequate accomodation must be provided / paid for by the employer as part of covering the assignment costs. | None to be proved in advance. Adequate accomodation must be provided / paid for by the employer as part of covering the assignment costs. | No
 | Academic Qualifications Required? | None | Qualification for the specific job is checked as part of the permit granting process | Qualification for the specific job is checked as part of the permit granting process | Qualification for the specific job is checked as part of the permit granting process | Qualification for the specific job is checked as part of the permit granting process | for non-EU nationals: Qualification for the specific job is checked as part of the permit granting process  EU nationals: no
 | [NAME]? | None | None | None | None | None | None
 | Previous Employment or Work Experience Requirements? | for EU nationals no, for non-EU nationals there is a requirment of having worked with the employer for at least 12 months prior to the assignment. | for EU nationals no, for non-EU nationals there is a requirment of having worked with the employer for at least 12 months prior to the assignment. | for EU nationals no, for non-EU nationals there is a requirment of having worked with the employer for at least 12 months prior to the assignment. | for EU nationals no, for non-EU nationals there is a requirment of having worked with the employer for at least 12 months prior to the assignment. | for EU nationals no, for non-EU nationals there is a requirment of having worked with the employer for at least 12 months prior to the assignment. | No (although for a inner-company tranfer case no labour market testing needs to be done for non-EU nationals; for EU nationals there is none anyway)
 | Are there any Age Restrictions? | No | No | No | No | No | No
 | Must there be a Test of the Resident Labor Market? | No | No | No | No | No | Yes for non-EU nationals  No for EU nationals
 | Does it lead to Settlement/Permanent Residence/Citizenship? | No | No | No | Yes, registration leads to (temporary) residence according to the duration of the granted permit | Yes, registration leads to (temporary) residence according to the duration of the granted permit | Yes
 | Can Dependents Accompany Applicant? | No | No | No | Yes; EU nationals may bring along their dependants; for non-EU nationals the dependants are usually granted residence approval if the main permit holder is to stay in Switzerland for at least 12 months | Yes | Yes
 | Who Qualifies as a Dependent? | N/A | N/A | N/A | Legally married spouse (as well as same-sex couples if registered) and children up to the age of 21 (Eu nationals) or 18 (non-EU nationals) | Legally married spouse (as well as same-sex couples if registered) and children up to the age of 21 (Eu nationals) or 18 (non-EU nationals) | Legally married spouse (as well as same-sex couples if registered) and children up to the age of 21 (Eu nationals) or 18 (non-EU nationals)
 | Can Dependents Work/Attend School? | N/A | N/A | N/A | Work is allowed for the dependants after additional permit approval from the cantonal labour authority; school can be attended | Yes | Yes
Business Visitor | How do Business Travelers enter the country? | Either with a specific business visa (nationalities which require a visa for any purpose) or under the tourist waiver duration for shor term business meetings.
 | What are considered legitimate business activities and what are the requirements for business travel? | Attending meetings, meeting new clients and / or colleagues. Work (setting up laptop, writing mails, telephoning, etc.) is not permitted under a business travel. A person may work in Switzerland for up to 8 days per calendar year without permit approval nor registration. This also makes the risk of the distinction between business meetings and work less urgent.
Other Considerations | Are There Grounds That Render Applicants Ineligible for a Permit or to Enter the Country? | If the migration authorities have reason to believe the person is a threat to Switzerland or ist citizens, an entry may be denied. Also the maximum durations of a stay must be respected (for example non-EU nationals not being allowed to stay for more than 90 days within a 180 day period in the [NAME] area, unless a proper permit / residence is established). In some cases there are cool off periods which must be respected when one permit type is changed into another.
 | Are Waivers for Ineligibility Possible? | This depends on the individual case. Usually such a thing is possible for persons coming back into the country to work on the same project as previously. The cooling off period can be shortened, however if the person is abroad and a non-EU national a new visa will need to be obtained.
 | Timing for [NAME]? | Depends on the case and the canton.
 | Administrative Body for Removal/Deportation and Immigration Issues? | Cantonal and federal migration offices (in connection witht he police if necessary).