A new OECD report released on 2 December 2025 offers rare international praise for Switzerland’s approach to integrating foreign-born residents. The study, commissioned by the State Secretariat for Migration (SEM), finds that 77 % of immigrants of working age are employed—well above the OECD average—and notes high levels of education and language acquisition among newcomers. Three-quarters of Switzerland’s immigrant population entered under the EU’s Free Movement of Persons Agreement, giving employers relatively smooth access to European talent pools.
The findings matter for global mobility teams because they confirm that expatriates arriving in Switzerland benefit from an environment conducive to labour-market participation and social inclusion. Companies can point to the report when assignees raise questions about schooling, language support or overall quality of life. The OECD highlights Switzerland’s vocational-training system and decentralised integration programmes as best-practice examples.
![OECD study applauds Switzerland’s immigrant integration – but flags gender gap]()
Still, the study urges action to close a persisting gender gap: immigrant women are significantly less likely than men to hold a job commensurate with their qualifications. The OECD recommends expanded childcare provision, targeted language courses and mentoring schemes to tap this under-utilised talent pool.
For policy-makers, the positive assessment bolsters arguments against restrictive immigration caps, while the nuanced criticism on female participation provides a roadmap for future reforms. Businesses stand to gain if the proposed measures translate into a broader, more diverse talent pipeline. In the meantime, employers are advised to review family-support benefits and dual-career assistance packages to help accompanying spouses—often highly qualified—enter the Swiss labour market quicker.
The findings matter for global mobility teams because they confirm that expatriates arriving in Switzerland benefit from an environment conducive to labour-market participation and social inclusion. Companies can point to the report when assignees raise questions about schooling, language support or overall quality of life. The OECD highlights Switzerland’s vocational-training system and decentralised integration programmes as best-practice examples.
Still, the study urges action to close a persisting gender gap: immigrant women are significantly less likely than men to hold a job commensurate with their qualifications. The OECD recommends expanded childcare provision, targeted language courses and mentoring schemes to tap this under-utilised talent pool.
For policy-makers, the positive assessment bolsters arguments against restrictive immigration caps, while the nuanced criticism on female participation provides a roadmap for future reforms. Businesses stand to gain if the proposed measures translate into a broader, more diverse talent pipeline. In the meantime, employers are advised to review family-support benefits and dual-career assistance packages to help accompanying spouses—often highly qualified—enter the Swiss labour market quicker.
