Posted workers in Switzerland: permits, A1 and employer obligations
A practical guide to posted workers in Switzerland, including permits, A1 certificates, salary rules, and employer obligations.
Fenja Brockmann
A practical employer guide to posted workers in Switzerland, including permits, notification, A1 certificates, salary rules, expenses, inspections, and Swiss host duties.
Short answer
Posted workers in Switzerland may need an online notification or a Swiss work permit before they start work. They may also need an A1 certificate or another social security certificate, but an A1 is not a work permit. It only helps show which country's social security system applies.
Employers must check immigration, Swiss wage and working-condition rules, travel and accommodation expenses, social security coverage, payroll and tax risk, and inspection readiness. The foreign employer usually carries the main posting obligations, but the Swiss client or host should also check that the worker is authorised before work starts.
💡 Check the Swiss hire feasibility. Permitree gives employers the likely Swiss route, timeline, document checklist, costs, risks, and process overview before they move into the full hiring or mobility case.
What is a posted worker?
A posted worker is usually an employee sent by an employer based outside Switzerland to work in Switzerland for a limited time.
The employee may be sent to:
deliver a service for a Swiss client
install, repair, maintain, or test equipment
work on a project at a Swiss site
support a Swiss branch or group company
provide consulting, technical, engineering, or specialist services
work temporarily in Switzerland while staying employed abroad
In many cases, the employee remains employed and paid by the foreign employer. But Swiss rules can still apply because the work is physically performed in Switzerland.
Permitree practice point: foreign payroll does not make the case “outside Switzerland.” If the employee works on Swiss soil, Swiss permit, notification, wage, and inspection rules may apply.
The three checks employers must not mix up
Employers often confuse three separate questions:
Question | What it means | Typical document |
|---|---|---|
Can the person work in Switzerland? | This is the immigration or labour-market permission question. | Swiss notification confirmation or work permit approval. |
Which social security system applies? | This checks whether the person stays insured abroad or must join Swiss social security. | A1 certificate or equivalent certificate of coverage. |
Are Swiss working conditions respected? | This checks wage, working time, expenses, accommodation, and sector rules. | Salary documents, assignment letter, expense records, time records, collective agreement checks. |
These checks are connected, but they are not the same. A company can have an A1 certificate and still need a Swiss notification or permit. A company can have a notification and still fail a wage or working-time inspection.
Notification or work permit
Some posted workers can use the Swiss online notification procedure. Others need a work permit before work starts.
The notification procedure is commonly used when an employer based in an EU/EFTA state posts workers to Switzerland for up to 90 working days per calendar year. UK service-provider cases may also use a notification route under the Switzerland-UK Services Mobility Agreement.
The notification procedure is not open to every case. It depends on:
where the employer is based
the worker's nationality
the worker's residence and labour-market status abroad
the number of Swiss working days
the sector
the activity in Switzerland
whether the case is a real service posting or something else
For EU/EFTA postings, a non-EU/EFTA employee may use the notification route only if they were already admitted to the regular labour market in an EU/EFTA state for long enough. SEM generally treats this as met if the person has held a standard or permanent residence permit in that country for at least 12 months.
A formal Swiss work permit is usually needed if:
the assignment exceeds 90 working days per calendar year
the employer is outside the EU/EFTA and not covered by a UK service route
the worker is not eligible for notification
the arrangement looks like staff leasing from abroad
the person will effectively work for a Swiss employer
the work is not covered by the short-term service rules
The 8-day notification rule
For posted workers and self-employed service providers, the Swiss notification is usually filed at least 8 days before work starts.
There is an 8-day notification-free period in some cases. But this does not mean all work under 8 days is safe without action. Some sectors require notification from the first day.
Day-one notification sectors include:
construction and secondary contract work
gardening and landscaping
hotel, restaurant, and catering
cleaning in companies and households
monitoring and security services
itinerant trade, with exceptions
sex industry
The 90 working days and the 8-day notification-free period are counted for both the company posting workers and the individual worker. This is easy to miss if different employees travel to Switzerland during the same year.
Permitree practice point: always count Swiss working days before booking travel. Do not only count overnight stays. A short day of productive work can still count.
What an A1 certificate proves
An A1 certificate is a social security document. It confirms that the worker remains subject to the social security rules of the sending country during a temporary posting.
For example, in many EU/EFTA cases, a posted worker may stay in the home social security system for up to 24 months if the posting conditions are met. If more time is needed, an extension may be possible in some cases through a special agreement. Current Swiss social security guidance notes that longer posting periods may sometimes be extended to around five or six years, depending on the agreement and facts.
An A1 can be important because it helps avoid double social security contributions. It can also be requested during inspections.
But an A1 does not prove that:
the person has permission to work in Switzerland
the notification was filed correctly
the Swiss wage is compliant
Swiss working-time rules are met
payroll and tax obligations are solved
the Swiss host has checked the file properly
Simple rule: A1 answers “where is this person socially insured?” It does not answer “can this person work in Switzerland?”
Salary, working conditions, and expenses
Posted-worker rules are designed to prevent undercutting Swiss working conditions. A foreign employer posting workers to Switzerland may need to respect Swiss rules on:
minimum wage or customary wage
working time
rest breaks
overtime and night or Sunday work
holiday entitlement
occupational health and safety
suitable accommodation
sector-specific collective labour agreements
travel, board, and lodging expenses
Travel, meals, and accommodation connected to the posting may need to be reimbursed separately. These payments should not simply be counted as salary if Swiss posting rules require them as separate expenses.
SECO provides official tools to check sector rules, minimum wages, customary wages, and whether a permit or notification is needed.
Foreign employer obligations
The foreign employer should usually:
classify the case before travel
confirm whether notification or permit is required
file the notification or support the work permit application
check whether the employee is eligible for the chosen route
prepare an assignment letter
keep proof of salary, allowances, and expense reimbursement
check Swiss working-time and sector rules
request the A1 or equivalent social security certificate, where applicable
arrange accident and health insurance coverage where needed
keep documents ready for inspection
update the authority if notified dates, location, or duration change
The foreign employer remains responsible even if a Swiss client benefits from the work.
Swiss host or client obligations
The Swiss host should not treat posted-worker compliance as only the foreign employer's problem.
The Swiss host should check:
whether the worker is authorised before work starts
whether there is a notification confirmation or permit approval
whether the dates, location, and activity match the actual work
whether the structure is a real service or group posting
whether the arrangement could be seen as staff leasing from abroad
whether the worker is entering a regulated or high-inspection sector
whether site managers know what documents may be requested during inspection
Staff leasing from abroad is a major risk. SEM guidance states that a foreign company that leases staff to work in Switzerland is not authorised to carry out that activity in Switzerland. If the Swiss host directs the worker like its own employee, the structure should be checked carefully.
Documents to keep ready
For posted-worker cases, employers should usually keep a clean file with:
passport or ID copy
Swiss notification confirmation or work permit approval
assignment letter
foreign employment contract
project or service contract
Swiss work location and dates
job description and work activity description
salary and allowance details
working-time records
expense reimbursement records
accommodation information, if relevant
A1 certificate or equivalent certificate of coverage
proof of health and accident insurance, where relevant
residence permit from an EU/EFTA state, if the worker is non-EU/EFTA and posted by an EU/EFTA employer
CV, diploma, and specialist evidence for permit cases
Permitree practice point: if an inspector visits the Swiss worksite, the practical question becomes simple: can the company show why this person is allowed to work here today?
Inspections, penalties, and service bans
Swiss authorities may inspect posted-worker cases at the workplace. Inspections can look at whether the employer respected notification, permit, wage, working-time, expense, and documentation rules.
Possible consequences of non-compliance can include:
fines
back payment of salary or expenses
administrative costs
exclusion from providing services in Switzerland for a period of time
problems with future notifications or permits
reputational risk for the foreign employer and Swiss host
Employers should be especially careful in sectors with higher inspection risk, such as construction, cleaning, security, hospitality, and site-based technical work.
Questions asked by employees
Does my A1 certificate let me work in Switzerland?
No. An A1 certificate is not a work permit. It only helps show which country's social security system applies. You may still need a Swiss notification or permit.
Can I work in Switzerland for a few days without paperwork?
Maybe, but do not assume this. Some short activities may fall under notification-free rules, while some sectors require notification from the first day. The route should be checked before travel.
Will I stay on home social security?
Possibly. It depends on the countries involved, the posting duration, your employment relationship, and whether the social security rules allow an A1 or equivalent certificate.
Will I be paid Swiss salary?
Posted-worker rules may require Swiss-level wage and working conditions. Your employer may also need to reimburse travel, meals, and lodging separately.
What happens if the assignment becomes longer?
If the assignment exceeds the notification route or the social security posting period, the employer may need a permit, new notification, extension, or social security review before work continues.
Questions employers should be ready to answer
Is this a posted-worker case or a business trip?
If the person is doing productive work in Switzerland for a client, project, installation, repair, service, or Swiss group company, posted-worker rules may apply.
Do we need notification or a permit?
It depends on employer location, worker nationality, residence status, activity, sector, and Swiss working days. The notification route is not universal.
Do we need an A1?
Usually, for EU/EFTA and similar agreement cases, an A1 or equivalent certificate should be checked. For other countries, the answer depends on the applicable social security agreement.
Can the Swiss host rely on the foreign employer?
The Swiss host should still check proof of authorisation before work starts. This is part of good compliance control.
What should we keep for inspection?
Keep notification or permit proof, A1 or equivalent certificate, employment and assignment documents, salary and expense evidence, working-time records, and site details.
How Permitree helps
Permitree helps employers check posted-worker cases before travel, including notification or permit needs, A1 questions, Swiss wage rules, expense obligations, and inspection-ready documents.
💡 Check the Swiss hire feasibility. Permitree gives employers the likely Swiss route, timeline, document checklist, costs, risks, and process overview before they move into the full hiring or mobility case.
FAQ
Legal references
Foreign Nationals and Integration Act, FNIA/AIG
Ordinance on Admission, Period of Stay and Employment, VZAE/ASEO
Agreement on the Free Movement of Persons, AFMP/FZA
Posted Workers Act, EntsG
Posted Workers Ordinance, EntsV
Recruitment Act rules on staff leasing
Switzerland-UK Services Mobility Agreement
EU social security coordination rules, where applicable
SEM notification procedure guidance
SECO guidance on posting workers to Switzerland
