Registration requirements, cantonal approval, AFMP versus third countries.
Last reviewed
03.06.2026
Statute as of
01.01.2024
Statute citations
15 linked
Reading time
20 min read
As of: 01.06.2026 · Snapshot
Change of employment and residence permit — overview by type of permit
Effective date: 01.01.2024.
Status
Frequently asked
3 answers on this topic.
Concrete questions people ask about Change of job..
B/L permit for third-country nationals: yes, before starting the new job – the new job requires cantonal approval. EU/EFTA nationals with a B permit: notification to the migration office, but no approval required. C permit: no notification required. G permit: notification by the new employer.
: AI draft, pending review by the supervising lawyer of record.
What this is about
A change of job — termination of the existing employment relationship and commencement of a new job — does not have the same immigration-law significance for all persons in Switzerland. Three axes determine the situation:
Nationality: EU/EFTA nationals are subject to the Agreement on the Free Movement of Persons (FZA, SR 0.142.112.681), while third-country nationals are subject to the Federal Act on Foreign Nationals and Integration (AIG, SR 142.20).
Type of permit: B (residence), C (settlement), L (short-term), G (cross-border), Ci (residence permit for family members of international staff or in special circumstances).
Type of new activity: employed activity, self-employed activity, change of sector/field of occupation.
The combination of these three axes results in very different obligations – ranging from the simple requirement to report within 8 days, to the standard permit requirement with a check for priority for domestic applicants, and up to the practical inadmissibility of a change without a new application.
1 — Change of employer for AFMP permit holders (B, C, L, G EU/EFTA)
Persons with EU/EFTA citizenship and an AFMP permit (B EU/EFTA, C EU/EFTA, L EU/EFTA, G EU/EFTA) have free choice of employment in Switzerland under the Agreement on the Free Movement of Persons and its Annex I. This means:
A change within the same field of occupation is possible without a separate permit being issued.
A change between different occupational fields is also possible without a separate permit being issued.
A change from the status of ‘employee’ to ‘self-employed’ (or vice versa) does change the legal basis of the AFMP permit (from Art. 6 Annex I to Art. 12 Annex I AFMP), but remains within the legal framework of the Agreement on the Free Movement of Persons.
Obligations when changing employer at the AFMP:
Obligation to register within 8 days with the cantonal migration office or the residents’ registration office (OASA Art. 9 — registration obligations). Specifically, the person reports the new employer.
Notify change of address separately: If the address changes at the same time (to another canton or municipality), additional registration/deregistration must be carried out in the previous and new municipality within the statutory period (typically 14 days; in some cantons, this period is shorter).
Adjustment of permit in the event of a change in employment status: A change between employed and self-employed work requires a formal adjustment of the basis of the permit. The cantonal migration office issues a new or amended permit card.
When changing jobs at the AFMP, there is no review of the employer or the job (comparable to the principle of priority for domestic workers). The registration is not a licensing procedure, but rather a declarative notification.
FZA special case: unemployment following job loss
If an AFMP B permit holder involuntarily loses their job before starting a new job, Article 61a LEI/LStrI/FNIA applies. In the event of involuntary unemployment within the first 12 months of residence, the right of residence expires after 6 months of unemployment benefit payments; if the job is lost after the first 12 months, a longer protection period applies. This scenario is discussed in detail in life-events/le_job_loss.md – this is just a reference.
2 — Third-country nationals holding a B permit — Requirement for a permit when changing employer
For third-country nationals holding a B residence permit for gainful employment under Fedlex·AIG Art. 18 et seq., a change of employer is subject to authorisation. In practice, the B residence permit is linked to the original employer, the field of work and the job description as approved in the original authorisation procedure. A new employer must therefore undergo its own authorisation procedure with the cantonal migration office before the new job can be taken up.
Legal basis — Art. 21, Art. 22 and Art. 33 FNIA
Art. 21 FNIA — Priority for Swiss and EU/EFTA nationals (wording translated for meaning): Nationals of third countries may only be authorised to take up employment if it is demonstrated that no suitable workers from Switzerland or an EU/EFTA state could be found for the position. The employer must document reasonable efforts for recruitment within Switzerland or the EU/EFTA — typically:
Advertising the position with the relevant employment agency (ALV, RAV) for an appropriate period,
Advertisements in relevant job boards (typically for several weeks),
Documentation of the applications received and the reasons for their rejection.
The cantonal labour market authorities or the Department of Economic Affairs examine the priority given to national workers in terms of content. The assessment depends on practice and may vary in strictness depending on the sector, field of work and region.
Art. 22 FNIA — Terms and conditions of employment and remuneration: The offered remuneration must be in line with local, occupational and sectoral standards. The minimum standards of the collective bargaining agreements (CBA), the standard employment contracts (SEC) and cantonal practice (e.g. wage structure surveys, the BFS’s Salarium calculator) are taken into account. If the remuneration is too low, the permit will not be granted — even if the requirement of priority for national workers is met.
Art. 33 FNIA — Residence permit: governs the B permit as a residence permit that is generally issued for a limited period (typically 1 year, with the possibility of extension) and grants the right to work. The permit is based on the originally approved purpose (position, employer, field of work); any substantial change triggers the requirement for a new permit.
Procedure for changing employers
New employer submits application to the cantonal migration office or the cantonal labour market service. The form varies depending on the canton (online portal, paper application). In many cantons, the application is submitted via the electronic platform of the cantonal labour market authority.
Application documents: typically include a job description, employment contract (draft), proof of salary, documentation relating to the priority given to domestic workers (confirmation from the regional employment office, job advertisements, overview of applications), proof of the applicant’s qualifications, and a certificate of good conduct from the previous employer (practices vary).
Assessment of priority for resident workers + compliance with wage regulations by the cantonal labour market service.
Quota check: For permits subject to quotas (initial permits for third-country nationals), it must be checked whether there is availability within the annual maximum numbers, as specified in VZAE Annex 1 and 2. VERIFY: In the case of an internal change within the same B permit (same employer, new position in the same company) and in the case of a regular change of job without a change in residence status, a new quota check is not necessary according to cantonal practice; in the case of a fundamental change of employer, the quota issue depends on the specific cantonal practice.
Decision: If the assessment is positive, the cantonal migration office will grant approval for the change of employer and amend the permit accordingly. If the decision is negative, the existing permit – relating to the original employer – will remain in force; the change will not be permitted under immigration law.
Change of professional field
If a third-country national holding a B residence permit not only changes employer but also their field of work (e.g. from IT specialist to marketing manager), the principle of priority for domestic workers is examined again in full. The permit may be refused if the authority believes that suitable domestic or EU/EFTA workers are available in the new field of work. The assessment of qualifications will also be related to the new field of work – missing or unrecognised qualifications may lead to refusal.
Maximum numbers / quotas
The annual maximum numbers for permits for nationals of third countries are laid down in OASA Annex 1 (B permits for nationals of third countries) and OASA Annex 2 (short-term permits for the provision of services). They are re-established annually by the Federal Council and distributed among the cantons. In quarters with limited quotas, a change of employer may be delayed, even if the priority for nationals and compliance with wage regulations are met. VERIFY: current quota situation per canton with the cantonal migration office or the SEM quarterly statistics.
Duration of the procedure
The processing time for a change of employer with a priority check for Swiss nationals is, in practice, around 4–12 weeks at cantonal level – depending on the complexity, canton, sector and quota situation. VERIFY: current processing times per canton. In some cantons, there are accelerated procedures for urgent job starts (e.g. via the cantonal economic development agencies such as Zurich Economic Development, Greater Geneva Bern area, Basel Area Business & Innovation). These procedures speed up the formal processing, but not the substantive review – the principle of priority for Swiss nationals and compliance with wage regulations remain applicable. VERIFY: current accelerated programmes per canton.
3 — C permit holders — Change of employer without a permit
The C settlement permit (Fedlex·AIG Art. 34) is unlimited in time and is not tied to a specific employer, field of work or activity. The following applies to C permit holders:
No permit is required when changing employers during a period of employed work.
No priority assessment for nationals — the provision in Fedlex·Art. 21 AIG does not apply to holders of C permits.
No wage check under Art. 22 LEI/LStrI/FNIA as a condition for granting the permit – however, the wage remains subject to the collective bargaining agreement and statutory minimum wage standards.
Obligations remain:
Report a change of address if the change of job also involves a change of residence (cantonal registration requirement).
When switching to self-employment: Registration with the cantonal migration office and commercial registrations (commercial register, recognition of self-employment for AHV contributions). Self-employment as such does not require a permit for C permit holders as long as the settlement permit is valid – in the case of AFMP self-employed status (C EU/EFTA), the AFMP rules on self-employment also apply.
When changing canton of residence: The individual must register in the new canton, and the cantonal place of residence will be updated on the permit card. The C permit remains valid; the change of canton is merely a formality.
4 — L permit holders — restricted change of employer
The L short-term permit (Fedlex·AIG Art. 32) is tied to a specific purpose and is generally issued for a specific position with a specific employer, for a limited period of up to 12 months (with limited possibility of extension). A change of employer during an existing L permit is often not possible without a new permit:
For third-country nationals with an L permit: A change of employer or field of activity generally requires a new assessment of the application (priority for nationals + compliance with wage levels + availability of quotas). In practice, this corresponds to a new issue of the L permit.
For FZA-L (EU/EFTA nationals): A change of employer is permissible under the terms of the Agreement on the Free Movement of Persons, and is often associated with a change of status to a B EU/EFTA permit if the new employment is for an indefinite period or for ≥12 months.
Short-term workers starting employment for up to 4 months / 120 days: For short stays below the reporting thresholds (90 or 120 days, depending on the circumstances), the simplified EasyGov reporting procedure applies (posted workers from the EU/EFTA). A change of assignment or employer within a reporting year is possible via EasyGov; VERIFY: current thresholds and sector-specific exemptions (e.g. main and auxiliary construction trades, security services with stricter requirements).
5 — Transition to self-employment
The change from dependent to self-employed work is governed by its own immigration regulations:
Third-country national (AIG Art. 19): Self-employment is only permitted if (a) there is a national economic interest in the activity, (b) the financial and operational requirements are met (business plan, equity capital, viable liquidity), and (c) the personnel requirements are met. The cantonal migration office examines the business plan, obtains any necessary opinions from the cantonal economic development agency, and issues an appropriate permit. The threshold for "national economic interest" is high – mere employment is generally not sufficient.
AFMP status (B, C, L EU/EFTA): Change to self-employed status in accordance with Art. 12, Annex I AFMP. The requirement is the actual commencement of self-employed activity and proof of economic viability (typically initial business documents, commercial register entry, AHV recognition as a self-employed person). The permit will be converted to the AFMP self-employed status.
C permit holders (third-country nationals): Self-employment is permitted without a further review of the substantive requirements for authorisation, provided that the settlement permit is valid. Registrations with the commercial register, the old-age and survivors’ insurance scheme (AHV) and the cantonal migration office must still be carried out.
6 — Loss of employment without immediate change of job — Unemployment
If a period of unemployment occurs between the termination of the previous job and the start of a new job, the situation is no longer a simple change of job, but affects the legal provisions relating to unemployment, entitlement to unemployment benefits and loss of right of residence. Cross-link: life-events/le_job_loss.md deals with this matter independently – in particular, the impact of Fedlex·Art. 61a AIG (expiry of the AFMP right of residence in the event of prolonged unemployment) and Fedlex·Art. 62 AIG (revocation of the residence permit in the event of permanent receipt of social assistance).
7 — Brexit scenario: C residence permit for citizens of the United Kingdom
Citizens of the United Kingdom who established their residence in Switzerland before the cut-off date of the withdrawal agreement (Brexit) are covered by the Agreement on the Rights of Citizens (UK Citizens' Rights Agreement, in force since 01.01.2021). They have a special Ci permit, which, in relation to their employment, guarantees freedom of movement similar to that under the FZA:
Change of employer without prior assessment of whether a Swiss or Liechtenstein national has priority.
Obligation to register within 8 days, as stipulated in OASA Art. 9.
Change to self-employment permitted under a scheme similar to the FZA.
British nationals who take up residence or commence employment in Switzerland after the cut-off date are, however, treated as third-country nationals and are subject to the third-country national provisions of the LEI/LStrI/FNIA (Art. 21, 22, 33 LEI/LStrI/FNIA; quotas as per OASA Annex 1).
Cross-link: bilaterals/bi_uk_post_brexit_citizens_rights.md deals with the special regime in detail.
8 — Cross-border commuters (G permit)
People with a G permit (cross-border workers) live in the neighbouring country and work in Switzerland. A change of employer:
G EU/EFTA: under FZA, free choice of employment throughout Switzerland; obligation to register with the cantonal migration office of the new place of work within 8 days.
G third-country nationals (rare, mainly in border regions with special agreements): Change of employer requires authorisation under the AIG third-country nationals rules (priority for nationals, wage compliance).
Cross-link: permits/permit_g_frontalier.md.
9 — Relationship to revocation and lapse (Art. 61a, 62, 63 LEI/LStrI/FNIA)
Frequent changes of employer are not in themselves grounds for revocation. However, the following do increase the risk of a permit being terminated:
continuous receipt of social welfare (Fedlex·Art. 62 lit. e AIG) — a ground for revocation in the case of B permits, provided that the amount is substantial.
Breach of the duty to cooperate (Art. 90 LEI/LStrI/FNIA) — for example, if a change of employer is not reported to the authorities, even though there was a duty to report it.
False information in the permit application procedure (Art. 62 lit. a LEI/LStrI/FNIA) — for example, if incorrect information is provided regarding the job, employer or salary in an application for a change of employer.
Cross-link: life-events/le_expulsion_art62_63.md for the revocation provisions and framework/fw_aig_vzae_glossary.md for the definitions.
10 — Tax implications (briefly, without advice)
A change of employer regularly has tax implications, in particular:
Withholding tax settlement: Third-country nationals holding a B residence permit and AFMP permit holders below certain thresholds are subject to withholding tax. When changing employers, the new employer is obliged to correctly calculate the withholding tax from the start of employment. There is a requirement to register, depending on the canton; VERIFY with the canton of residence.
Change of canton: If a person moves their residence to another canton at the same time, the cantonal tax authority changes pro rata temporis; the cantonal tax administration of the new place of residence takes over.
Anti-Scope: SIP-v3 is not tax advice. Specific source tax optimisation, supplementary application requests and cantonal tax rate selection are the responsibility of the cantonal tax administration or a tax advisor. For general cantonal information, see cantonal/ca_*.md.
11 — Social Security Implications (briefly)
AHV/IV/EO: The obligation to contribute continues without interruption when changing jobs – the new employer registers the person with its compensation fund from the date of commencement of employment. If there is a gap between jobs (unemployment), the unemployment insurance registration becomes relevant.
Occupational pension scheme (BVG / Pillar 2): With each change of employer, the vested benefits from the previous pension fund must be transferred to the new pension fund. If there is a gap without a subsequent employment, the benefits will be placed in a vested benefits account or a vested benefits policy.
Health insurance (KVG): The obligation to have health insurance under the KVG remains in place regardless of the employer – it is based on the individual, not the employer.
Accident Insurance (UVG): The new employer registers the person with its accident insurance scheme upon commencement of employment; in the event of a gap in employment, insurance cover from the previous scheme continues for a maximum of 31 days, after which optional bridging insurance applies.
12 — Practical Scenarios
Commencement of employment before the grant of a permit — generally inadmissible
Third-country nationals holding a B permit are not allowed to start their new job before the cantonal migration office has approved the change of employer. Article 11 of the Federal Act on Foreign Nationals and Integration (AIG) generally requires prior authorisation for the commencement of gainful employment. Starting a new job without authorisation is problematic from both a labour law and immigration law perspective and may have consequences for both the employer (fines, and possibly criminal consequences) and the individual (consequences for the permit, revocation).
Holders of an FZA permit may take up the new position, provided that the 8-day notification has been made.
First terminate the employment, then submit the application — or vice versa?
The question of whether the current employment should be terminated before or only after the application for the new job has been submitted is highly dependent on the individual case and simultaneously involves labour law, immigration law and personal financial risks.
Anti-Scope: SIP-v3 provides no guidance on the timing between termination of employment and the submission of an application. This decision is specific to the canton (processing time), the employer (notice periods) and the individual (risk tolerance). If in doubt, contact the relevant cantonal migration office or consult a lawyer.
Transfer within a group / internal transfer
In the event of an internal transfer within the same employer (same employer, new function), a full re-examination of the permit is generally not necessary. However, if there is a substantial change (different field of work, different canton, different salary level), an adjustment of the permit may be necessary. In the case of a change within the same group between different Swiss legal entities (e.g. subsidiaries), the full permit requirement generally applies. VERIFY in the specific case.
13 — Overview of cantonal practice (see cantonal/ca_*.md)
Canton
Note
Zurich
Strict assessment of priority for domestic applicants in regulated sectors; accelerated procedure via the Zurich location promotion scheme
Bern
Comparatively swift processing; clear list of requirements
Vaud
Moderate practice; in the case of tech/pharmaceuticals, the Greater Geneva Bern area is often involved
Geneva
Strict assessment of wage compliance; regular comparisons of collective bargaining agreements
Basel-Stadt
Pharmaceutical cluster benefits; Basel Area supports economic applications
Ticino
Independent practice; specific to the Italian-speaking region
What SIP does not cover (Anti-Scope)
No strategic advice will be given on how to circumvent or optimise the priority given to domestic workers. The provision in Article 21 AIG is part of the legal system and its content is examined by the cantonal labour market authority.
No recommendation is given regarding the timing between termination of employment and submission of the application (see above).
No tax advice on the withholding tax settlement, cantonal tax rate selection or supplementary application requests.
No assessment of individual employment prospects in the new field of work or in situations where quotas are limited.
No representation before the migration authorities, labour market authorities or tax administration.
No employment law advice on notice periods, interim references or non-compete clauses.
Last updated: 18.05.2026 — Initial AI draft, signed by SENIOR COUNSEL in accordance with ADR-020. Awaiting review and approval by the supervising lawyer of record in accordance with ADR-016. Practical information marked with «VERIFY» must be validated against current SEM and cantonal sources before publication.
As of: 01.06.2026 · Snapshot
Reflects the cited law as of the snapshot — not a check of current force.
