Swiss work permits: L, B, G and C explained

Which Swiss work permit do you need?

Start with three questions: what nationality do you hold, will your main home be in Switzerland or abroad, and how long will the employment or assignment last? Then establish whether you will be employed by a Swiss company, posted by an overseas employer or genuinely self-employed.

In this guide, EU/EFTA refers to EU citizens and citizens of Iceland, Liechtenstein and Norway. “Third-country national” means a person outside this group. New UK admissions generally follow the third-country regime, subject to protected rights in relevant pre-Brexit situations.

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These are the main routes for work-related admissions. Existing residence rights, family reunification and special statuses can lead to different rules. The competent cantonal authority confirms the procedure for an individual case. A regulated profession may also require recognition of qualifications or a separate licence to practise.

A visa concerns entry into Switzerland where one is required. A residence or work authorisation concerns the right to live or work here. They serve different purposes and may both be needed.

What has changed for 2026?

The main L, B and G framework remains in place. The points most relevant to planning an application in 2026 are:

• Croatian citizens: no quotas were reintroduced for 2026. Croatia continues to benefit from full free movement under the applicable EU rules.
• Third-country recruitment: the 2026 ceilings remain 4,500 B permits and 4,000 L permits for qualified workers and specialists.
• UK nationals: a separate 2026 allocation provides 2,100 B permits and 1,400 L permits.
• Online notifications: the short-term procedure is now handled through EasyGov. Use the current SEM instructions and portal.

A quota is a maximum allocation, not an entitlement to a permit. Available quota capacity does not remove the need to meet the admission criteria. Similarly, a proposal to change immigration rules should not be treated as an effective right to start work before it enters into force.

Moving to Switzerland: L and B permits

For EU/EFTA employees, an L permit generally covers a contract lasting more than three months and up to 364 days. Its validity normally follows the contract. A six-month employment contract therefore generally leads to a six-month authorisation.

A B EU/EFTA permit normally applies to a contract lasting at least one year or for an indefinite period. Its usual validity is five years. Renewal remains subject to the applicable requirements: the expiry date on the card is not a guarantee that a person’s circumstances can never affect the right of residence.

EU/EFTA workers generally benefit from professional and geographical mobility. Their L or B authorisation is not normally tied to one employer or one canton, although changes must still be reported as required. Do not apply this principle automatically to permits issued under third-country rules.

Practical steps: obtain the employment contract or employer confirmation, identify the residence canton, submit the required application before starting and provide the requested identity and accommodation documents. Check any regulated-profession requirements separately.

In Geneva, the OCPM accepts online applications and postal applications using the relevant forms. For the EU/EFTA procedure covering contracts of more than four months, Geneva states that work can begin once a complete application has been sent, except where a separate professional authorisation is required. Geneva also publishes a specific procedure for contracts of up to four months or 120 days. Follow the correct category rather than assuming that every short contract uses the same form.

Processing the physical permit and establishing the right to begin work are separate questions. For a non-EU/EFTA applicant, merely submitting a file does not provide the same permission to start.

Non-EU/EFTA applicants and UK nationals

New admissions for people outside the EU/EFTA generally follow a more restrictive system. The authorities principally admit managers, specialists and other qualified workers. A qualification or a Swiss job offer alone does not guarantee approval.

The employer normally submits the application and supports it with the proposed role, qualifications, employment terms and recruitment evidence. The assessment generally covers:

• The overall economic interest of the recruitment.
• Whether a suitable person with priority on the Swiss or EU/EFTA labour market could be recruited.
• Salary and working conditions customary for the location and occupation.
• The applicant’s qualifications, experience and relevant personal requirements.
• The applicable quota and any further admission conditions.

Legally defined exceptions exist, including for some international transfers. An employer should identify the correct category and document its conditions, rather than assume an exception applies because recruitment is difficult.

The cantonal authorities examine the file; federal approval may also be necessary. Where required, entry-visa formalities follow the relevant authorisation process. Do not start work until the required approvals are in place. A proposed start date should allow for assessment and requests for further documents.

British applicants: new direct employment in Switzerland generally follows this regime after Brexit. Even a Swiss employment contract of up to three months does not normally qualify a newly arriving UK citizen for the EU/EFTA notification route. Protected pre-Brexit rights and the separate UK service-provider arrangements must be assessed on their own terms.

Living in France, Germany or another EU country does not turn a US, Indian or other third-country national into an EU/EFTA applicant. Nationality and residence status must both be considered.

Living abroad: the G cross-border permit

A G permit allows qualifying cross-border workers to keep their main residence abroad while working in Switzerland. They must return to that main home at least once a week; daily commuting is not the only possible arrangement.

For EU/EFTA citizens, the main residence can be anywhere within the EU/EFTA and work can take place throughout Switzerland. The former border-zone restrictions no longer apply to this category. For employment lasting more than three months but less than a year, validity generally follows the contract; a contract of at least one year or indefinite duration normally leads to a five-year permit.

Apply through the canton of work before starting. The employer or worker submits the file according to the cantonal process. Prepare identification, the employment contract or confirmation, and any further documents requested. Check how to report changes of employer or the end of employment.

For third-country nationals, stricter G-permit conditions apply. These generally include a permanent residence right in a neighbouring country and at least six months’ residence in its relevant border zone, together with labour-market requirements. Territorial limits and authorisation for changes of employment also need attention. Residence in a neighbouring country alone is insufficient.

An EU/EFTA citizen can also qualify as a self-employed cross-border worker with a genuine business established in Switzerland. Evidence of the activity and a suitable business address will be needed. A registered address on its own does not prove that the activity is real.

Immigration status does not settle every cross-border issue. Payroll, social insurance, taxation and any work performed from the home country require their own assessment.

Short-term work: notification is not one single rule

Two different situations are often described as the “90-day rule”. Keep them separate: a short employment contract with a Swiss employer and a cross-border service assignment by a business established abroad.

Direct employment in Switzerland: an EU/EFTA citizen employed by a Swiss company for up to three months in a calendar year generally uses the notification procedure. The Swiss employer must notify no later than the day before the first day of work. This is not an automatic exemption for every nationality.

Services supplied from abroad: the free-movement arrangements cover eligible posted workers and EU/EFTA self-employed service providers established in an EU/EFTA state for up to 90 effective working days per calendar year. A posted worker remains employed by the overseas business. A third-country employee posted by such a business must meet the prior labour-market integration requirements, generally at least twelve months.

For eligible service assignments, notification is generally required when work exceeds eight days in the calendar year. If that threshold will be exceeded, notify from the first day and normally at least eight days before the assignment starts. Some sectors require notification from day one regardless of duration, including construction, landscaping, hospitality, cleaning and security. Consult the full SEM list and any applicable exceptions.

The limits are not reset by changing the individual sent to Switzerland: counting rules can apply to both the posting company and the worker. Required professional declarations and Swiss working-condition rules also remain relevant.

UK service providers: the temporary Services Mobility Agreement provides a separate route for qualifying services from the UK and currently runs until 31 December 2029. It must not be confused with a UK citizen being hired directly by a Swiss employer.

Submit notifications through the current EasyGov procedure linked by SEM. Confirm eligibility, counting and notice periods before committing to an assignment; short duration by itself does not establish permission to work.

How is a C permit different from a B permit?

A B permit is a residence permit granted for a particular basis, such as employment. A C permit is a settlement permit of indefinite duration, subject to the applicable rules and periodic document checks. Holders generally have unrestricted access to employment.

A C permit is not granted simply because an employment contract is permanent. It generally follows five or ten years of qualifying residence, depending on nationality, applicable agreements and settlement conditions. Integration and other requirements must also be met.

For a first work-related move to Switzerland, L or B is therefore usually the relevant residence route. C status is a later stage of the residence history, rather than an alternative that a new applicant can freely select.

Your application checklist

• Confirm nationality, current residence status and any existing rights.
• Decide where your main home will be and which canton is responsible.
• Check the contract length and distinguish Swiss employment from posting or self-employment.
• Collect identification, the contract or employer confirmation and the canton’s requested supporting documents.
• For third-country recruitment, prepare the employer’s supporting case and recruitment evidence.
• Check qualification recognition and any licence required for the profession.
• Confirm when you may legally start, separately from the expected delivery of the permit card.
• Arrange payroll, social-insurance and tax administration once the employment setup is established.

Fees and processing times vary by canton and application type. Use the authority’s current checklist and published timelines. A complete file reduces avoidable follow-up but cannot guarantee a decision by a particular date.

If your project involves entrepreneurship, see our guide to starting a Swiss business and guide to becoming self-employed. Incorporating a company or buying shares does not itself create a right to live or work in Switzerland.

Frequently asked questions