Answers to the questions HR teams ask.

Yes, under conditions. The role must be qualified, the salary in line with local norms, and the employer must show that no suitable Swiss or EU/EFTA candidate was found. A quota must also be available. We always start with a feasibility assessment.

Allow about 3 months from launch to start date: job advertisement, cantonal review, SEM approval (6 to 8 weeks), then the visa (about one week). The file should be started as soon as the contract is signed.

In Geneva, yes. They can start as soon as the complete application has been filed, no later than the day before their first day. The card follows after the biometrics appointment.

L for a contract of 3 months to under one year, B for a contract of one year or more or open-ended, G for a cross-border commuter. There is no quota and no labour market test, but cantonal minimum wages and collective agreements apply.

In Geneva, the employer or its representative holding a power of attorney: that is our role. In most other cantons, the EU employee registers with the municipality themselves, within 14 days of arrival and before starting work.

The recommended route (permit type, canton, procedure), a tailored document list, a realistic timeline and the risks identified, with ways to mitigate them. We take into account nationality, role, salary, family, quotas and current processing times.

EU/EFTA employees hired by a Swiss employer for 3 months or less per calendar year, and workers posted by an EU/EFTA company for up to 90 actual working days per calendar year, do not need a permit. An online notification is enough: no later than the day before for employment, at least 8 days before the start for a posting.

An executive or specialist transferred from a group company abroad to the Swiss entity. For non-EU/EFTA nationals, the procedure is simplified: the priority for Swiss and EU workers does not apply.

A G permit (cross-border commuter). For an EU/EFTA national, residence in an EU/EFTA state and a weekly return home are enough. For a non-EU/EFTA national, a long-term right of residence in France, at least 6 months' residence in the border zone and compliance with national priority are required.

Yes, through family reunification (spouse and children). The application can be filed together with the employee's or later. The spouse is generally allowed to work.

Depending on the permit, a simple notification or a new permit is required. For a non-EU/EFTA national, the permit must be obtained before starting the new job. We identify the procedure and handle it.

Yes. We prepare legitimation card applications (handled by the FDFA), Ci permits for spouses or children who wish to work, and end-of-assignment transitions with the OCPM.

Yes, on subscription: central tracking, expiry alerts, early filing, changes of address or status and regular reporting to your HR team.

We pay the authorities' fees upfront and recharge them at cost, with no mark-up. Our fees are fixed per file, or on subscription for recurring volumes.

Yes, in every canton, in French, English and German. For the United Kingdom and other countries, we work with specialist partners.

To reduce the errors and delays that derail a hire, ease the load on your teams and gain visibility on timelines and the rules in each canton.