On 23 October 2025 the Swiss Federal Council approved a sweeping change that abolishes the separate work-authorisation process for people holding protection status S—most of them Ukrainian war refugees. From 1 December 2025, employers will no longer have to obtain a cantonal work permit. Instead, they will simply file an online notification each time an S-permit holder is hired, changes jobs or leaves a role. Notifications can be submitted through the federal EasyGov business portal or directly to cantonal authorities.
The reform answers long-standing criticism from companies that the two-step procedure (work permit plus residence permit) was slow and unpredictable. By collapsing the system into a single “declaration” step, Bern hopes to speed recruitment, reduce paperwork for HR teams and encourage the 65 000 holders of status S to move off welfare and into the labour market. The Federal Council paired the measure with incentives and obligations: beneficiaries of social assistance may be compelled to attend integration or re-integration programmes or risk reductions in benefits.
For multinationals the change removes an administrative hurdle at a time when Swiss talent shortages remain acute—especially in IT, engineering and healthcare. Internal mobility managers should update onboarding checklists, train local HR partners on the EasyGov workflow and review employment contracts to ensure they reference the new notification duty. Because cantons will still police wage levels and working conditions retrospectively, companies must retain evidence that salaries match local collective agreements.
The amendment requires changes to the Ordinance on Admission, Stay and Employment (OASA) and the Ordinance on the Integration of Foreigners (OIE). Both texts will formally enter into force on 1 December, but the EasyGov portal opened for test notifications on 23 October. Early adopters report that the interface resembles the existing 90-day notification tool used for posted workers, suggesting a gentle learning curve for HR users. No quota applies to S-permit employment and federal authorities do not expect processing delays during the transition.
Companies that previously outsourced S-permit applications to immigration advisers should confirm that their provider can submit notifications on their behalf, or whether internal user accounts will be required. Employers must also remember to file an end-of-employment notification within 14 days of termination. Failure to notify remains an offence punishable by fines of up to CHF 40 000.
The reform answers long-standing criticism from companies that the two-step procedure (work permit plus residence permit) was slow and unpredictable. By collapsing the system into a single “declaration” step, Bern hopes to speed recruitment, reduce paperwork for HR teams and encourage the 65 000 holders of status S to move off welfare and into the labour market. The Federal Council paired the measure with incentives and obligations: beneficiaries of social assistance may be compelled to attend integration or re-integration programmes or risk reductions in benefits.
For multinationals the change removes an administrative hurdle at a time when Swiss talent shortages remain acute—especially in IT, engineering and healthcare. Internal mobility managers should update onboarding checklists, train local HR partners on the EasyGov workflow and review employment contracts to ensure they reference the new notification duty. Because cantons will still police wage levels and working conditions retrospectively, companies must retain evidence that salaries match local collective agreements.
The amendment requires changes to the Ordinance on Admission, Stay and Employment (OASA) and the Ordinance on the Integration of Foreigners (OIE). Both texts will formally enter into force on 1 December, but the EasyGov portal opened for test notifications on 23 October. Early adopters report that the interface resembles the existing 90-day notification tool used for posted workers, suggesting a gentle learning curve for HR users. No quota applies to S-permit employment and federal authorities do not expect processing delays during the transition.
Companies that previously outsourced S-permit applications to immigration advisers should confirm that their provider can submit notifications on their behalf, or whether internal user accounts will be required. Employers must also remember to file an end-of-employment notification within 14 days of termination. Failure to notify remains an offence punishable by fines of up to CHF 40 000.
