🇨🇭Switzerland
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      🇨🇭Helping your candidate settle in Switzerland

      Getting your candidate to settle permanently in Switzerland may prove more complicated than expected. In this article, you'll find the main points to bear in mind when coaching your candidates.

      1. Work and residence permits

      • Type of permit: In Switzerland, there are different types of work and residence permits (L, B, C), which vary according to the length of stay, professional status and nationality of the applicant (EU/EFTA or non-EU). The recruiter must ensure that the candidate is eligible to obtain the appropriate permit.
      • Administrative procedures: It's crucial to know what's involved, including deadlines, required documents, and restrictions linked to certain sectors or professions.

      As Switzerland is governed by cantons, it is necessary to contact the administration of the canton concerned to obtain all the necessary information.

      2.Taxation

      • Switzerland has a decentralized tax system, with taxes levied at federal, cantonal and communal levels. It is important that applicants are aware of the tax implications of their personal situation and the canton in which they are moving, as tax rates can vary considerably.

      You can find out more about how taxes work and simulate tax rates by canton.

      3. Cost of living

      • Switzerland is known for its high cost of living, particularly in cities like Zurich, Geneva and Basel. Recruiters need to ensure that the salary offered covers housing, transportation and healthcare costs, which are among the highest in Europe.

      Here's a site that illustrates and compares the main costs of living in Switzerland with those in other EU countries:

      4 Social Security and health insurance

      • Switzerland has a solid social security system, but health insurance is compulsory and private. Candidates must take out health insurance within three months of their arrival, and the cost can vary considerably depending on the insurer. The recruiter can help guide the candidate through the process.

      Find below the rights and obligations concerning affiliation to the health insurance fund according to canton:

      5 Language and cultural integration

      • In Switzerland, four official languages are spoken, depending on the region (German, French, Italian, Romansh). Depending on the region where the candidate is settling, it may be useful to check his or her command of the local language, or to offer language courses to facilitate integration. It is also important to inform them about the cultural and professional particularities of Switzerland (punctuality, formalism, etc.).

      Inform your candidate about the linguistic and cultural differences encountered in Switzerland.

        6. Housing

        • The Swiss real estate market is highly competitive, and finding accommodation can be a challenge, especially in large cities. As a recruiter, it may be a good idea to offer support or recommendations on finding accommodation, or even to offer a relocation service.

        Some cantons in Switzerland may offer housing allowances and other assistance.

        7. Education system (if the applicant has a family)

        • If you have children, it's vital to inform them about the Swiss school system, which also varies from canton to canton. He needs to know whether he will choose a local public school or an international school, depending on language and preferences.

        Consult the links below to find out more about the Swiss education system:

        8. Transport and mobility

        • Switzerland has an excellent public transport network. However, candidates may also wish to learn about private transport options, such as the car, especially in more rural areas or for cross-border travel.

        More information on mobility below: