The canton of St Gallen has introduced a streamlined notification system that allows people holding Switzerland’s temporary Protection Status S—currently granted mainly to Ukrainian refugees—to start a job without first securing a formal cantonal work permit. From 24 October onward, employers only need to submit an online declaration confirming Swiss wage and labour-law compliance. Random spot-checks will replace case-by-case authorisations, cutting processing times from several weeks to a matter of days.
Cantonal authorities said the reform aims to raise the employment rate of the 2 689 working-age S-status residents in St Gallen, of whom just 42.6 % were employed as of end-September. By lowering administrative hurdles, officials hope to integrate skilled talent faster, reduce social-welfare costs and ease labour shortages in manufacturing, healthcare and IT.
For companies, the change offers a practical alternative to the tightly-capped non-EU quota system and should accelerate onboarding of Ukrainian engineers, teachers and digital specialists whose qualifications are often recognised in Switzerland. HR departments must still verify that contractual terms meet local collective agreements, but no longer have to await written approvals.
Observers expect other cantons to copy the model if it proves effective. Mobility managers should update internal hiring checklists, liaise with payroll providers on S-status reporting codes and prepare for potential audits of salary records. Ukrainian assignees already in roles elsewhere may consider relocating to St Gallen for easier job changes.
Cantonal authorities said the reform aims to raise the employment rate of the 2 689 working-age S-status residents in St Gallen, of whom just 42.6 % were employed as of end-September. By lowering administrative hurdles, officials hope to integrate skilled talent faster, reduce social-welfare costs and ease labour shortages in manufacturing, healthcare and IT.
For companies, the change offers a practical alternative to the tightly-capped non-EU quota system and should accelerate onboarding of Ukrainian engineers, teachers and digital specialists whose qualifications are often recognised in Switzerland. HR departments must still verify that contractual terms meet local collective agreements, but no longer have to await written approvals.
Observers expect other cantons to copy the model if it proves effective. Mobility managers should update internal hiring checklists, liaise with payroll providers on S-status reporting codes and prepare for potential audits of salary records. Ukrainian assignees already in roles elsewhere may consider relocating to St Gallen for easier job changes.
