Choosing a relocation company in Switzerland: selection criteria for HR

If you are looking for a relocation company in Switzerland, start with your own requirements, not with the provider's brochure. A provider is only useful if its scope matches your policy, your transferee's origin and your destination canton.

This page gives a method. It lists the criteria, shows how to compare providers side by side, and flags the mistakes that cost employers time. It does not rank or name any company.

Start with your policy, not the market

Write down what your policy actually promises. A provider cannot fix a policy that is vague.

Decide three things before any conversation:

• Scope. Immigration only, home search only, or the full journey from departure to settling in.
• Funding model. A managed service, where the provider delivers and you are invoiced, or a lump sum, where the employee organises their own move. See lump sum or managed relocation for the decision frame.
• Who decides. Which steps need HR approval, and which the transferee can take alone.

If you have no written policy yet, read designing a relocation policy first. A provider quoted against an unclear brief will quote for the wrong thing.

The selection criteria that matter

1. Immigration capability

Switzerland has two admission regimes: one for EU/EFTA nationals under the free movement agreement, and one for third-country nationals. The conditions differ, and the detail sits with the State Secretariat for Migration (SEM). The two regimes are described on the SEM page on admission from outside the EU/EFTA.

Ask the provider how it handles each. Does it prepare the employer's application, or does it only brief the employee? Does it work with the cantonal migration office directly? Your own legal counsel stays responsible for the permit strategy. The provider supports it.

For background on your side of the process, see Swiss work permits and how to get a Swiss work permit.

2. Local network by canton

Switzerland is not one market. Rules and practice vary by canton and by commune. A provider strong in one city may be thin in another.

Ask where its own staff or vetted subcontractors operate. Ask who answers on the ground when something fails on arrival day.

3. Arrival registration and insurance knowledge

Two obligations follow arrival, and a good provider knows both.

• The employee must register with the commune. The usual period is 14 days, and what to bring typically includes an identity document, the residence or work permit and proof of health insurance (ORIGIN: R7). The period and the exact list can vary by commune or canton, so the provider should confirm them for the specific location.
• Basic health insurance is compulsory for anyone resident in Switzerland. It must be taken out no later than three months after taking up residence. If the deadline is met, cover is retroactive to the date of residence. If it is missed, cover starts at affiliation, a surcharge may apply for an unexcused delay, and the canton can assign an insurer (Federal Office of Public Health, FOPH).

The provider should not advise your employee personally on insurance. It should explain the general rule and refer the case to a specialist.

4. Housing access

Ask how the provider searches. Switzerland's rental market runs through property managers (régies, Verwaltungen) and detailed application files. Read property managers in Switzerland so you understand what your transferee will face.

A provider should be able to describe its file preparation, its viewing process and its handover support. It should say honestly what it cannot influence.

5. Transparency of supply chain

Many providers subcontract. That is normal. What matters is that you know who does what.

Ask for a list of the services delivered in-house and those delivered by partners. Ask who is accountable if a partner fails.

6. Reporting and data handling

You need to see where each case stands. Ask what status reporting looks like, how often it arrives and who receives it. Ask where employee data is stored and who can access it.

7. Duty of care and escalation

Define what happens when an arrival goes wrong: a rejected file, a missed deadline, a family member who cannot join. A provider should show a named escalation route, not a general mailbox.

Comparing providers side by side

Use the same grid for every candidate. Score each line against your policy, not against the provider's own pitch.

A single-service provider can be the right choice if you only need one step. A full-service provider can be easier to manage but needs closer review of its subcontractors. Neither type is better in general.

A practical selection process

1. Define your scope and funding model in writing.
2. Draft a short brief with the origin countries, the destination cantons and the service list.
3. Send the same brief to each candidate.
4. Score the answers on the criteria above.
5. Test with one real or realistic case before you sign a framework contract.
6. Review the first cases with HR, the transferee and the provider together.

For the individual services, see relocation services in Switzerland, immigration support, home search and settling-in.

Mistakes to avoid

• Choosing on presentation. A polished pitch does not show delivery quality in a canton you care about.
• Leaving out the employee. Ask transferees what they actually need before you finalise scope.
• Ignoring the start date. Permits and housing both take time, and the sequence matters. A provider should show a timeline, not a promise.
• Treating the provider as the decision-maker. Authorities grant permits. The provider prepares and supports.
• Skipping the contract detail. Check liability, subcontracting, data handling and exit terms.

Matching, not a single recommendation

Swiss Relocation Agency does not deliver the relocation itself. It works with relocation companies in Switzerland and, depending on the request, puts you in touch with the one that fits the need. If you want a match, use the request page: request relocation support. A specialist then reviews your case.

Frequently asked questions

What does a relocation company in Switzerland do?

It supports an employee's move from departure to settling in. Typical services are immigration support, home search, registration with the commune, school and daycare orientation, and arrival support. Scope varies by provider and contract.

Do I need a relocation company at all?

No. Some employers handle everything in-house or use a lump sum. A provider is useful when your team lacks local knowledge, volume or time. Compare the cost of the service against the cost of errors.

What is the difference between a relocation company and a moving company?

A moving company transports goods. A relocation company coordinates the wider process. Some relocation companies include moving; others partner with a mover. See international moving to Switzerland.

How do I compare relocation companies fairly?

Send the same written brief to each. Score answers on scope, immigration capability, canton coverage, reporting and accountability. Do not compare headline prices without comparing scope.

Should I choose a full-service or a single-service provider?

It depends on your policy. Single-service suits a narrow need. Full-service suits a managed policy with many steps. Check subcontracting for either.

Can a relocation company guarantee a work permit?

No. The cantonal and federal authorities decide. A provider prepares and supports the application. Be cautious of any provider that implies a certain outcome.

Which permit regimes should the provider understand?

Two: one for EU/EFTA nationals and one for third-country nationals. Detailed conditions are set by the SEM. Ask the provider to explain how it handles each. Read hiring or transferring EU/EFTA nationals and third-country nationals.

Does the provider handle quotas?

For third-country nationals, quotas can matter. Check the current position on Swiss permit quotas for 2026 and ask the provider how it plans around them.

Is local presence in the canton important?

Yes. Practice differs by canton and commune. Ask where the provider's staff or vetted partners operate.

How should I assess immigration expertise?

Ask for a description of the steps it takes for each regime, who it deals with at the cantonal office and how it handles a delay. Your own counsel remains responsible for permit strategy.

What should the provider know about arrival registration?

The employee must register with the commune. The usual period is 14 days, with an identity document, a permit and proof of health insurance. It can vary by commune, so the provider should confirm it for the location (SEM and cantonal sources).

What should the provider know about health insurance?

Basic cover is compulsory for residents and must be taken out no later than three months after taking up residence (FOPH). The provider should explain the general rule and refer individual advice to a specialist.

What happens if the insurance deadline is missed?

Cover starts at affiliation rather than at the date of residence. A surcharge may apply for an unexcused delay, and the canton can assign an insurer (FOPH).

Can the provider advise my employee on tax?

It can explain general principles. Personal tax advice belongs to a qualified specialist. Be wary of a provider that gives individual tax conclusions.

How do I check a provider's subcontractors?

Ask for a list of services delivered in-house and by partners. Ask who is accountable if a partner fails and how partners are vetted.

What reporting should I expect?

Status per case, at an agreed frequency, sent to a named HR contact. Ask for a sample report before you decide.

How should I handle data protection?

Ask where employee data is stored, who can access it and how long it is kept. Put the answers in the contract.

Is a lump sum compatible with using a provider?

Yes. Employees on a lump sum can still buy individual services. See lump-sum relocation and writing a lump-sum policy.

How does the provider fit with my relocation package?

The package defines what you fund. The provider delivers part of it. See what a relocation package should include and how much a relocation package is worth.

What if my transferee is an entrepreneur or founder?

The route and the support needed can differ from a standard assignment. Read moving to Switzerland as an entrepreneur and brief the provider accordingly.

How can I get matched with a provider?

Use the request page. Swiss Relocation Agency connects you with a relocation company that fits the need, and a specialist reviews your case. There is no obligation to proceed.

Sources

• State Secretariat for Migration (SEM)
• Federal Office of Public Health (FOPH)