A new OECD report released on 2 December 2025 offers rare international praise for Switzerland’s approach to integrating foreign-born residents. According to the study, 77 % of immigrants of working age are employed—well above the OECD average—and newcomers show high levels of education and language acquisition. Three-quarters of the immigrant population entered under the EU’s Free Movement of Persons Agreement, giving employers relatively smooth access to European talent pools.
The OECD highlights Switzerland’s vocational-training system, decentralised canton-level programmes and generous language-learning subsidies as best-practice examples that other countries might emulate. For global mobility teams the findings are a useful talking point when assignees raise questions about schooling, language support or overall quality of life.
![OECD praises Swiss immigrant integration but urges action on gender gap]()
However, the 120-page report also identifies a persistent gender gap. Immigrant women are significantly less likely than men to hold jobs commensurate with their qualifications. Barriers include limited childcare availability, part-time work norms and slower language acquisition among trailing spouses. The OECD recommends expanded childcare provision, targeted language courses and mentoring schemes to tap this under-utilised talent pool.
Swiss policy-makers have welcomed the positive assessment but acknowledge the criticism. The State Secretariat for Migration (SEM) said it will analyse the recommendations ahead of a planned 2026 overhaul of the Integration Agenda Suisse, which could channel additional funds to cantons that trial gender-focused programmes.
For employers the practical implication is clear: companies that offer family-support benefits, dual-career assistance and flexible working arrangements will have a competitive edge in attracting and retaining international talent—especially highly qualified couples in STEM and life-sciences sectors.
The OECD highlights Switzerland’s vocational-training system, decentralised canton-level programmes and generous language-learning subsidies as best-practice examples that other countries might emulate. For global mobility teams the findings are a useful talking point when assignees raise questions about schooling, language support or overall quality of life.
However, the 120-page report also identifies a persistent gender gap. Immigrant women are significantly less likely than men to hold jobs commensurate with their qualifications. Barriers include limited childcare availability, part-time work norms and slower language acquisition among trailing spouses. The OECD recommends expanded childcare provision, targeted language courses and mentoring schemes to tap this under-utilised talent pool.
Swiss policy-makers have welcomed the positive assessment but acknowledge the criticism. The State Secretariat for Migration (SEM) said it will analyse the recommendations ahead of a planned 2026 overhaul of the Integration Agenda Suisse, which could channel additional funds to cantons that trial gender-focused programmes.
For employers the practical implication is clear: companies that offer family-support benefits, dual-career assistance and flexible working arrangements will have a competitive edge in attracting and retaining international talent—especially highly qualified couples in STEM and life-sciences sectors.
