A move to Switzerland is a sequence of decisions, not a single event. Some belong to your company, some to the transferee, some to the Swiss authorities. This moving to Switzerland guide shows who owns what and in which order, so that your policy and your timeline match the rules.
It is written for HR and mobility managers who send people from abroad. It does not replace advice on a specific case. Where a rule depends on the person, the canton or the contract, the guide says so and points to the request at the bottom of the page.
Start with the permit route
Switzerland applies two regimes to people who come to work. The first covers nationals of the EU and EFTA states, under the free movement agreement (ALCP). The second covers nationals of other countries, called third states, under the Foreign Nationals and Integration Act (LEI). The State Secretariat for Migration (SEM) confirms that these two regimes exist and publishes the admission rules for workers.
The detailed conditions differ between the two regimes. For third-state nationals, they include qualification criteria and the priority given to the domestic labour market. Check the current conditions on the SEM page before you promise a start date to your employee.
In practice, the nationality of your transferee decides the route, and the route decides how early you must start. Many of your departures come from the UK, the US, India, Germany, France, Canada, China, Japan, the UAE and Australia. A British or American employee follows the third-state route. A German or French employee follows the EU route. Do not treat the whole group as one case.
For a first read on a specific profile, see the permit finder. For the employer side of the process, see how to relocate staff to Switzerland and immigration support.
The order of steps
The diagram below shows the sequence that most assignments follow. Dates and durations vary by canton and by file, so none are shown.
Use the relocation calendar to turn this sequence into a working plan for one transferee.
What the employer owns
Your company is not a bystander. In most assignments the employer is responsible for the following:
- Choosing the legal route and filing the work authorisation request with the right canton.
- Setting what the policy covers: home search, moving costs, temporary housing, schooling, tax support.
- Deciding between a lump sum and a managed service, and stating it in writing before the employee commits to a lease.
- Keeping the employee informed about registration and insurance duties, which fall on the individual.
A lump sum gives the employee freedom and shifts risk to them. A managed service reduces risk and needs a coordinator. Either choice works if it is explicit. The common failure is a policy that says "relocation support" without defining what it includes. See common mistakes when moving to Switzerland for the errors that cost most time.
Registration on arrival
Your transferee must announce their arrival to the commune of residence. The usual period is 14 days. This period comes from cantonal and communal rules, not from one federal law, so it can vary by commune. Confirm it with the commune before the move.
On site, the person will normally need to show:
- an identity document;
- the residence or work permit;
- proof of health insurance.
Because proof of insurance is requested at registration, plan the insurance step before the arrival date, not after it.
Health insurance is mandatory
Anyone who is resident in Switzerland must take out basic health insurance. The deadline is three months after taking up residence (FOPH). If the person insures within that period, cover is retroactive to the date of residence, and premiums are due for that period. If the deadline is missed, cover starts at the date of affiliation. A premium supplement can apply for an unexcused delay, and the cantonal authority may assign an insurer.
For your policy, the practical rule is simple: do not wait for the end of the period. Ask the employee to choose an insurer in the first weeks. Family members are insured individually, so include them in the plan. See moving with children for the family angle.
Housing and the rental file
Most transferees search from abroad, without a Swiss payslip and without local references. This slows the file. Prepare the documents your employee will need before they start viewing. The rental file checker lists what a landlord or agent normally expects, and renting in Switzerland explains how the market works for newcomers.
Temporary housing can bridge the gap between arrival and a signed lease. Decide in advance whether your policy covers it and for how long.
Different profiles, different files
Not every assignment looks the same. A single professional needs a shorter plan than a family. An executive transferee often needs more support on tax and on schooling. A founder follows a different permit logic. Use the pages below to match the profile to the right guide:
Checklist for the HR team
- Confirm the nationality and so the permit regime of each transferee
- Define the policy: lump sum or managed service, in writing
- Brief the employee on the registration duty at the commune
- Plan basic health insurance before arrival
- Prepare the rental file and the housing budget
- Choose the destination city with the employee (city comparator)
- Plan school or childcare early for families (school choice guide)
Frequently asked questions
Does every employee need the same permit?
No. The regime depends on nationality. EU and EFTA nationals fall under the free movement agreement. Nationals of other countries fall under the third-state rules. The SEM publishes the admission conditions for each regime, and a specialist can review a specific file.
Who registers the employee with the commune?
The employee registers in person, usually with documents supplied by the employer. The period is generally 14 days after arrival, but it can vary by commune. Check the local rule before departure.
What is the deadline for health insurance?
Three months after taking up residence, according to the FOPH. Insuring within that period gives retroactive cover from the date of residence. Missing it can lead to a premium supplement and an insurer assigned by the canton.
Can the employee search for a home from abroad?
Yes, and most do. The difficulty is the rental file, since a newcomer has no local history. Prepare documents early and consider a managed home search. See the home search service.
Is a lump sum better than a managed service?
Neither is better in general. A lump sum suits experienced, mobile employees. A managed service suits first-time expatriates, families and tight timelines. The best choice is the one your policy states clearly.
Does the company or the employee carry the responsibility for insurance and registration?
The legal duty rests on the individual. The employer carries the practical duty to inform and to plan. A clear briefing before departure avoids most problems.
How do I get help with a specific assignment?
Send a relocation request at the bottom of this page. The request is passed to a specialist company that fits the need, and a specialist reviews your case. See also relocation services in Switzerland.