Switzerland needs global talent

Swiss innovation permits would improve the framework for young, highly talented master graduates, from Swiss universities or from top foreign universities.

Non-EU/EFTA master graduates from Swiss universities

A work permit could be obtained for up to three years after graduation with exemption from labour market testing (Inländervorrang) for non-EU/EFTA master graduates from Swiss universities.

To include a ‘Boomerang-option’ – the right to return to Switzerland from abroad for up to three years after graduation, with the same rights as above.

Additional quotas for 500-600 extra work permits should be issued at the federal level, with decision making remaining with the cantons.

All permits would be subject to a requirement to prove adequate financial resources and restricted access to Switzerland’s social security system.

Case study: Non-EU/EFTA graduates from Swiss universities

An Argentinian PhD graduate in Applied Mathematics from the ETH Zurich and with working experience in Argentina received multiple work offers in Switzerland after her graduation. However, these were subsequently withdrawn due to the complexities, expenses and uncertainties of the work permit procedure. The graduate secured both a job offer and work permit in London and left Switzerland.

Non-EU/EFTA master STEM graduates from top foreign universities

Non-EU/EFTA STEM master graduates from top global universities, who have a signed employment offer, should be able to obtain a work permit in Switzerland for up to three years after graduation, exempt from labour market testing (Inländervorrang).

Additional quotas for 100-200 extra work permits should be issued at the federal level, with decision making remaining with the cantons.

All permits would be subject to a requirement to prove adequate financial resources and restricted access to Switzerland’s social security system.

Case study: Non-EU/EFTA graduates in MINT subjects from foreign universities

An Indian graduate in computer science from a top UK university came to Switzerland to work on a temporary basis. While in Switzerland, he was offered a permanent contract from a different employer. The employer, however, was not sure whether to go through the complex permit application procedure, much less without knowing whether it would work. While the employer was still considering if they were ready to invest resources into the procedure, the graduate got a job offer to work in the UK and left Switzerland.

Reducing the bureaucratic obstacles to business travel and international trainee programmes and guaranteed standards of service for approved companies (‘trusted company’ status).

Business travel

No authorisation should be required for business travel for up to 30 days per person per year, creating greater transparency and cutting costs for both companies and authorities. The key requirements would be post-travel notification of the individuals involved, payment by the company for all expenses, exclusion of sensitive sectors, and no revenue-generating activities.

Case study: business travel

Employees of an international company headquartered in Switzerland travel on business for an average of 10 to 20 days per year. The company currently applies for a 120-day permit for these employees, with the associated effort and cost, to avoid being in a regulatory grey area.

Top talent traineeship

Regulations should be relaxed for short-term mobility programmes, along with the requirement to align salaries with Swiss levels. Revenue generating activities would be excluded.

Additional short-term permits should be issued for longer-term programmes. Revenue generating activities are possible, although only if revenue generation forms part of a defined training programme.

Case study: Top talent traineeship

A company is looking to set-up a training centre for international young talent for an internal rotation programme. Immigration rules in Switzerland are too cumbersome; the training centre is set-up in Ireland instead.

Guaranteed service standards

Guaranteed standards of service should be introduced for ‘trusted companies’ across Switzerland. To include named contacts within authorities and limits on the timescales for processing standard permit applications.

Processes across Switzerland should be gradually harmonised, application processes digitised and key performance indicators introduced, while preserving cantons’ autonomy and freedom to make decisions. One crucial aspect of the solution could be a nationwide online portal (a ‘one-stop shop’). For example, key performance indicators should measure the time it takes to process standard permits or monitor greater transparency in the application process.

Harmonisation

• Federal standards, cantonal decision making
• Harmonising all application forms and required documents across cantons
• Client-side harmonisation, interface inter-interoperability
• Could be based on existing federal initiative that would need to be reviewed
• Partial implementation if not all cantons agree to apply harmonised standards

Digitalisation

• End-to-end digitalisation for obtaining work permits
• Taking the platform for notification for EU nationals offering services as inspiration
• Potential integration in Easygov portal
• Based on existing federal initiative

KPIs for migration authorities

• Measuring processing times, across cantons
• Transparency of process