Jobbatical provides end-to-end case management for Swiss immigration, including eligibility checks, document collection, coordination with authorities, and post-arrival steps, all tracked in a central platform for HR and talent teams.

Only a registered Swiss legal entity can sponsor most work permits directly. Foreign companies usually need to establish a local entity or work with an Employer of Record or immigration partner.

Shorter assignments up to about 12 months usually fall under the L permit, while ongoing or multi-year employment typically requires a B permit. G permits cover cross-border commuters, and the C permit is a long-term residence status, not a first-entry option.

Typically required documents include a signed employment contract, detailed job description, candidate CV and qualifications, proof that recruitment in Switzerland or the EU was attempted, and evidence that the salary meets cantonal benchmarks.

Non-EU/EFTA L and B permits are subject to annual federal quotas. Once a canton’s allocation is used up, new approvals may be delayed or shifted to the next quota period, making early workforce planning essential for HR.

You must prove the role could not be filled by a Swiss or EU/EFTA candidate, offer salary and conditions that meet local standards, and submit a complete, well-documented application to cantonal authorities for approval.

HR should plan for roughly 4–12 weeks or more, covering cantonal and federal work authorization plus any required D-visa processing at the embassy. Timelines vary by canton, season, and case complexity.

You must sponsor a work visa when hiring a non-EU/EFTA national for a role in Switzerland, as they generally require both work authorization and a residence permit before starting employment.