Consultation results released on 5 December show that nearly three-quarters of cantons, political parties and industry associations support the Federal Council’s draft “package of negotiations” with Brussels. The agreement, hammered out in 2024, bundles sectoral accords on electricity, state aid, transport and—critically for mobile talent—freedom of movement, while setting up a joint dispute-settlement system and a Swiss financial contribution to cohesion funds.
Foreign Minister Ignazio Cassis framed the package as the best alternative to full EU membership, preserving Switzerland’s tailor-made access to the single market and giving businesses long-term legal certainty. A key innovation is a proposed federal law requiring the government to notify Parliament whenever EU legal updates would trigger “dynamic alignment”, addressing democratic-oversight concerns that sank the earlier institutional agreement.
![Broad Swiss backing for new EU framework covering freedom of movement]()
If Parliament signs off in March 2026, the deal could still face a referendum as early as 2027. For global-mobility managers, the stakes are high: the freedom-of-movement chapter underpins reciprocal labour-market access for EU and Swiss nationals, cross-border service provision up to 90 days, and mutual recognition of professional qualifications.
A collapse of talks could expose Swiss firms to regulatory fragmentation, loss of EU social-security coordination and possible quotas on short-term postings. Conversely, successful ratification would stabilise entry rules and reduce red-tape risks such as duplicate work-permit checks at cantonal level.
Businesses are therefore lobbying both Bern and cantonal governments to communicate the mobility benefits ahead of a likely popular vote. HR teams should prepare briefing notes for executives and assignees, emphasising that the package largely preserves current mobility rights but adds an institutional safety net against sudden market-access erosion.
Foreign Minister Ignazio Cassis framed the package as the best alternative to full EU membership, preserving Switzerland’s tailor-made access to the single market and giving businesses long-term legal certainty. A key innovation is a proposed federal law requiring the government to notify Parliament whenever EU legal updates would trigger “dynamic alignment”, addressing democratic-oversight concerns that sank the earlier institutional agreement.
If Parliament signs off in March 2026, the deal could still face a referendum as early as 2027. For global-mobility managers, the stakes are high: the freedom-of-movement chapter underpins reciprocal labour-market access for EU and Swiss nationals, cross-border service provision up to 90 days, and mutual recognition of professional qualifications.
A collapse of talks could expose Swiss firms to regulatory fragmentation, loss of EU social-security coordination and possible quotas on short-term postings. Conversely, successful ratification would stabilise entry rules and reduce red-tape risks such as duplicate work-permit checks at cantonal level.
Businesses are therefore lobbying both Bern and cantonal governments to communicate the mobility benefits ahead of a likely popular vote. HR teams should prepare briefing notes for executives and assignees, emphasising that the package largely preserves current mobility rights but adds an institutional safety net against sudden market-access erosion.
