The Federal Council on 14 January adopted its final negotiating mandate for a legally binding trade agreement with the United States, upgrading a non-binding framework sealed in November. While headlines focus on tariff cuts—Washington has already lowered additional duties on Swiss goods from 39 % to 15 %—the mandate also instructs negotiators to explore a side-letter on business-visitor facilitation, according to officials briefed by parliament’s foreign-affairs committees. (reuters.com)
Swiss companies have long complained that the absence of an investment or mobility chapter in the 2006 Swiss–U.S. Trade and Investment Cooperation Forum leaves executives reliant on standard B-1 visas, which can be restrictive for after-sales technicians and project managers. The new mandate explicitly allows talks on mutual recognition of professional qualifications and a 90-day short-term work authorisation similar to the Swiss-UK Services Mobility Agreement.
For businesses trying to keep pace with changing visa categories and documentary requirements, VisaHQ can be a useful ally. Through its Switzerland-specific portal (https://www.visahq.com/switzerland/), the company provides real-time visa updates, document checklists and application support for both U.S. and Swiss entries—helping mobility managers avoid compliance pitfalls while negotiations evolve.
![Bern Finalises Mandate for U.S.–Switzerland Trade Talks, Eyes Mobility Annex]()
For global-mobility teams the development signals potential medium-term relief: easier visa issuance, reduced apostille requirements and faster U.S. Social Security totalisation for detached workers are all on the table. However, officials warn that the U.S. may seek concessions on agricultural market access and data-privacy adequacy in return, which could lengthen negotiations beyond the 2027 electoral cycle.
Cantons have insisted on being consulted—not merely informed—if talks expand into sensitive labour-market areas. That political safeguard reduces the risk of a 2021-style referendum upset (as happened with the EU-Swiss framework accord) but may limit the scope of any labour-mobility provisions.
Practical next steps: multinational employers should monitor stakeholder consultations and prepare position papers on priority mobility irritants (e.g., inter-company transferee caps, recognition of Swiss Federal VET diplomas). Companies with heavy transatlantic staff flows may wish to join chambers of commerce working groups to influence the final annex.
Swiss companies have long complained that the absence of an investment or mobility chapter in the 2006 Swiss–U.S. Trade and Investment Cooperation Forum leaves executives reliant on standard B-1 visas, which can be restrictive for after-sales technicians and project managers. The new mandate explicitly allows talks on mutual recognition of professional qualifications and a 90-day short-term work authorisation similar to the Swiss-UK Services Mobility Agreement.
For businesses trying to keep pace with changing visa categories and documentary requirements, VisaHQ can be a useful ally. Through its Switzerland-specific portal (https://www.visahq.com/switzerland/), the company provides real-time visa updates, document checklists and application support for both U.S. and Swiss entries—helping mobility managers avoid compliance pitfalls while negotiations evolve.
For global-mobility teams the development signals potential medium-term relief: easier visa issuance, reduced apostille requirements and faster U.S. Social Security totalisation for detached workers are all on the table. However, officials warn that the U.S. may seek concessions on agricultural market access and data-privacy adequacy in return, which could lengthen negotiations beyond the 2027 electoral cycle.
Cantons have insisted on being consulted—not merely informed—if talks expand into sensitive labour-market areas. That political safeguard reduces the risk of a 2021-style referendum upset (as happened with the EU-Swiss framework accord) but may limit the scope of any labour-mobility provisions.
Practical next steps: multinational employers should monitor stakeholder consultations and prepare position papers on priority mobility irritants (e.g., inter-company transferee caps, recognition of Swiss Federal VET diplomas). Companies with heavy transatlantic staff flows may wish to join chambers of commerce working groups to influence the final annex.
