The Swiss Federal Council confirmed on 19 November 2025 that it will maintain the current annual quotas for work permits in 2026. Companies will have access to 4,000 short-term (L-permit) and 4,500 long-term (B-permit) slots for highly-skilled professionals from outside the EU/EFTA, mirroring this year’s ceiling.
The government will also preserve quarterly quotas for EU/EFTA-based service providers (3,000 L and 500 B permits) and for British nationals (1,400 L and 2,100 B permits). Although Brexit removed the UK from the Free-Movement framework, Swiss authorities decided that a dedicated UK quota still helps businesses bridge talent gaps while political negotiations on a new bilateral mobility accord continue.
![Switzerland Keeps 2026 Immigration Quotas Unchanged, Offering Predictability for Employers]()
Explaining the decision, the Federal Council noted that only 52 % of third-country quotas and 38 % of service-provider quotas had been used by late-September 2025. With unemployment at 2.1 % and labour shortages persisting in life sciences, IT and precision engineering, Bern concluded that the existing headroom is sufficient—and that predictability is more valuable to employers than a numerical increase that might spark political push-back.
For global mobility and HR teams the message is clear: apply early. Historically, service-provider quotas are the first to run out, especially in Q4 project peaks. Newland Chase recommends avoiding “just-in-time” applications, shortening assignments below the 120-day quota threshold where possible, and returning unused permits so cantonal authorities can recycle them.
From a strategic perspective, the decision aligns Switzerland with neighbouring EU states that are moving toward stable, multi-year quota frameworks to give companies greater planning certainty. It also signals that Switzerland sees controlled openness—not wholesale liberalisation—as the path to sustaining economic growth without triggering domestic backlash over migration levels.
The government will also preserve quarterly quotas for EU/EFTA-based service providers (3,000 L and 500 B permits) and for British nationals (1,400 L and 2,100 B permits). Although Brexit removed the UK from the Free-Movement framework, Swiss authorities decided that a dedicated UK quota still helps businesses bridge talent gaps while political negotiations on a new bilateral mobility accord continue.
Explaining the decision, the Federal Council noted that only 52 % of third-country quotas and 38 % of service-provider quotas had been used by late-September 2025. With unemployment at 2.1 % and labour shortages persisting in life sciences, IT and precision engineering, Bern concluded that the existing headroom is sufficient—and that predictability is more valuable to employers than a numerical increase that might spark political push-back.
For global mobility and HR teams the message is clear: apply early. Historically, service-provider quotas are the first to run out, especially in Q4 project peaks. Newland Chase recommends avoiding “just-in-time” applications, shortening assignments below the 120-day quota threshold where possible, and returning unused permits so cantonal authorities can recycle them.
From a strategic perspective, the decision aligns Switzerland with neighbouring EU states that are moving toward stable, multi-year quota frameworks to give companies greater planning certainty. It also signals that Switzerland sees controlled openness—not wholesale liberalisation—as the path to sustaining economic growth without triggering domestic backlash over migration levels.
