In a closely watched decision for global mobility managers, the Swiss Federal Council confirmed on 19 November that the 2026 quotas for hiring non-EU/EFTA talent, posting EU/EFTA service providers and admitting UK nationals will remain at this year’s level. Employers will again have access to 4 000 short-term L-permits and 4 500 long-term B-permits for highly-skilled professionals from so-called third countries. Quotas for EU/EFTA-based service providers (3 000 L and 500 B) and for British assignees (1 400 L and 2 100 B) are also rolled over.
The government’s rationale is simple: available head-room is not being fully used. By late September, cantons had drawn down only 52 % of the third-country ceiling and just 38 % of the service-provider quota. Even the special UK quota—maintained since Brexit to bridge a still-unfinished bilateral mobility accord—was only 17 % utilised. Officials therefore judged stability and predictability to be more valuable than a numerical increase that might never be tapped.
![Switzerland Keeps 2026 Work-Permit Quotas Unchanged, Says Federal Council]()
From an HR perspective, the announcement means 2026 workforce-planning assumptions can remain unchanged. Swiss authorities release quotas to the cantons on a quarterly basis, and experience shows that service-provider allowances are the first to run out—often in the autumn project rush. Mobility teams are therefore advised to front-load applications, shorten assignments below the 120-day threshold when feasible, and promptly return any unused permits so they can be re-allocated.
The decision also signals Switzerland’s calibrated openness. While neighbouring EU states such as Germany are liberalising admission channels for skilled workers, Bern prefers a controlled system that can be politically defended. Keeping the quota unchanged avoids sparking anti-immigration backlash yet gives business enough room to manoeuvre, especially in shortage occupations like life sciences, precision engineering and fintech.
Looking ahead, the Federal Council hinted it may fold the separate UK quota into the regular third-country pool once a new Swiss-UK mobility framework is in place. For now, however, the dedicated allowance remains a useful buffer for companies with significant British talent pipelines.
The government’s rationale is simple: available head-room is not being fully used. By late September, cantons had drawn down only 52 % of the third-country ceiling and just 38 % of the service-provider quota. Even the special UK quota—maintained since Brexit to bridge a still-unfinished bilateral mobility accord—was only 17 % utilised. Officials therefore judged stability and predictability to be more valuable than a numerical increase that might never be tapped.
From an HR perspective, the announcement means 2026 workforce-planning assumptions can remain unchanged. Swiss authorities release quotas to the cantons on a quarterly basis, and experience shows that service-provider allowances are the first to run out—often in the autumn project rush. Mobility teams are therefore advised to front-load applications, shorten assignments below the 120-day threshold when feasible, and promptly return any unused permits so they can be re-allocated.
The decision also signals Switzerland’s calibrated openness. While neighbouring EU states such as Germany are liberalising admission channels for skilled workers, Bern prefers a controlled system that can be politically defended. Keeping the quota unchanged avoids sparking anti-immigration backlash yet gives business enough room to manoeuvre, especially in shortage occupations like life sciences, precision engineering and fintech.
Looking ahead, the Federal Council hinted it may fold the separate UK quota into the regular third-country pool once a new Swiss-UK mobility framework is in place. For now, however, the dedicated allowance remains a useful buffer for companies with significant British talent pipelines.
