The federal SME portal operated by the State Secretariat for Economic Affairs (SECO) published new guidance on 7 January outlining how companies can recruit displaced Ukrainians who hold Switzerland’s temporary protection permit, Status S.
Unlike standard work-permit categories, Status S beneficiaries can take up employment without prior labour-market testing; employers need only file an online notification with cantonal authorities before the first day of work. The portal highlights the opportunity for smaller firms facing skilled-labour shortages to tap into a pool of “often highly qualified and motivated” candidates, while cautioning that language integration and trauma support remain critical success factors.
For global-mobility teams, the update simplifies assignment planning: intra-company transfers from subsidiaries in Poland or Germany no longer require quota-restricted L or B permits if the assignee already holds Status S. Payroll managers must, however, verify social-security coordination rules and ensure occupational-accident insurance is in place from day one, as Status S workers are fully subject to Swiss labour law.
![Swiss SME portal explains fast-track hiring rules for Ukrainian refugees holding Status S]()
Should HR departments or assignees need additional help navigating Switzerland’s broader immigration landscape—whether securing Schengen visas for accompanying family members or arranging travel-document renewals—VisaHQ offers online application tools, step-by-step guidance, and live support for a wide range of Swiss entry permits. Their Switzerland portal (https://www.visahq.com/switzerland/) can streamline document collection and submission, letting SMEs focus on onboarding talent rather than paperwork.
The guidance also clarifies that Status S holders may travel outside Switzerland for up to 90 days in any 180-day period within the Schengen Area, but longer absences can jeopardise their protection. Employers should therefore document any cross-border business trips and keep copies of SEM travel approvals where relevant.
SECO promises a multilingual hotline and template employment contracts by the end of January, responding to feedback from chambers of commerce that many SMEs lacked legal resources to navigate the regime.
Unlike standard work-permit categories, Status S beneficiaries can take up employment without prior labour-market testing; employers need only file an online notification with cantonal authorities before the first day of work. The portal highlights the opportunity for smaller firms facing skilled-labour shortages to tap into a pool of “often highly qualified and motivated” candidates, while cautioning that language integration and trauma support remain critical success factors.
For global-mobility teams, the update simplifies assignment planning: intra-company transfers from subsidiaries in Poland or Germany no longer require quota-restricted L or B permits if the assignee already holds Status S. Payroll managers must, however, verify social-security coordination rules and ensure occupational-accident insurance is in place from day one, as Status S workers are fully subject to Swiss labour law.
Should HR departments or assignees need additional help navigating Switzerland’s broader immigration landscape—whether securing Schengen visas for accompanying family members or arranging travel-document renewals—VisaHQ offers online application tools, step-by-step guidance, and live support for a wide range of Swiss entry permits. Their Switzerland portal (https://www.visahq.com/switzerland/) can streamline document collection and submission, letting SMEs focus on onboarding talent rather than paperwork.
The guidance also clarifies that Status S holders may travel outside Switzerland for up to 90 days in any 180-day period within the Schengen Area, but longer absences can jeopardise their protection. Employers should therefore document any cross-border business trips and keep copies of SEM travel approvals where relevant.
SECO promises a multilingual hotline and template employment contracts by the end of January, responding to feedback from chambers of commerce that many SMEs lacked legal resources to navigate the regime.
