Switzerland remains an attractive destination for global talent, but gaining access to the Swiss labour market involves navigating one of Europe’s most structured immigration systems. Central to this process is the annual quota system, which limits the number of work permits issued to non-EU/EFTA nationals and certain EU/EFTA assignees. With the 2026 quota levels now confirmed, employers and foreign professionals can plan ahead with greater clarity.
This article breaks down the key updates, explains how quotas are allocated, and highlights what the latest figures mean for businesses and individuals seeking to work in Switzerland.
Foreign nationals planning to live in Switzerland for more than four months generally require a residence permit. While EU/EFTA citizens benefit from easier access through bilateral mobility agreements, non-EU/EFTA nationals must often compete for a limited number of permits governed by the annual quota system.
Each year, the Swiss Federal Council sets the maximum number of available L and B permits for non-EU workers and certain EU/EFTA service providers. These quotas are distributed between the cantons and the federal authorities.
Before looking ahead to 2026, it is helpful to understand current trends. By late September 2025:
This moderate usage suggests stable demand and efficient distribution without risk of mid-year exhaustion.
The Swiss Federal Council has chosen stability over expansion, keeping the 2026 quota levels identical to 2025:
These quotas are shared between cantonal authorities and the federal level.
This means roughly half of all non-EU quotas remain open, offering employers continued flexibility when recruiting international specialists.
EU/EFTA nationals taking on temporary assignments in Switzerland are also subject to an annual quota system. For 2026, these quotas remain unchanged:
As in previous years, these quotas are expected to remain comfortably sufficient, with no major concerns about depletion.
Since Brexit, the UK has been treated similarly to non-EU/EFTA countries, but with its own transitional quota system. For 2025, the quotas were:
These are released quarterly to ensure even distribution throughout the year.
This means only about 17% of the annual UK quota has been utilized.
Looking ahead, the Swiss authorities expect these UK-specific quotas to be integrated into the broader non-EU quota system, likely simplifying the overall framework.
The quota stability for 2026 signals continuity and predictability. For employers, this provides reassurance that Switzerland remains committed to supporting access to global talent where needed. For prospective foreign workers, the remaining availability indicates ongoing opportunities without the immediate risk of quota exhaustion.
However, the usual challenges remain: securing a permit still requires meeting Swiss labour market standards, including proof of labour shortages, competitive salaries, and compliance with skills-based criteria.
This article breaks down the key updates, explains how quotas are allocated, and highlights what the latest figures mean for businesses and individuals seeking to work in Switzerland.
Understanding Switzerland’s Permit and Quota Framework
Foreign nationals planning to live in Switzerland for more than four months generally require a residence permit. While EU/EFTA citizens benefit from easier access through bilateral mobility agreements, non-EU/EFTA nationals must often compete for a limited number of permits governed by the annual quota system.
The Main Permit Types
- L Permit – Short-term residence permit, typically issued for employment lasting up to one year (occasionally renewable).
- B Permit – Long-term residence permit, usually granted for multi-year employment relationships.
Each year, the Swiss Federal Council sets the maximum number of available L and B permits for non-EU workers and certain EU/EFTA service providers. These quotas are distributed between the cantons and the federal authorities.
Quota Usage as of September 2025
Before looking ahead to 2026, it is helpful to understand current trends. By late September 2025:
- About 52% of quotas for non-EU/EFTA workers had been used.
- Around 38% of quotas for EU/EFTA service providers on assignment were allocated.
This moderate usage suggests stable demand and efficient distribution without risk of mid-year exhaustion.
1. Quotas for Non-EU/EFTA Nationals in 2026
The Swiss Federal Council has chosen stability over expansion, keeping the 2026 quota levels identical to 2025:
- 4,000 L permits
- 4,500 B permits
These quotas are shared between cantonal authorities and the federal level.
Availability Snapshot (as of September 2025)
- 2,032 L permits still available
- 1,990 B permits still available
- Additionally, 1,221 L and 957 B permits from previous years remain unused—and since unclaimed quotas do not expire, they continue to be accessible.
This means roughly half of all non-EU quotas remain open, offering employers continued flexibility when recruiting international specialists.
2. Quotas for EU/EFTA Nationals on Assignment
EU/EFTA nationals taking on temporary assignments in Switzerland are also subject to an annual quota system. For 2026, these quotas remain unchanged:
- 3,000 L permits
- 500 B permits
Remaining Quotas (as of September 2025)
- 1,787 L permits
- 353 B permits
- Plus 1,424 L and 309 B carry-over permits from previous years.
As in previous years, these quotas are expected to remain comfortably sufficient, with no major concerns about depletion.
3. Quotas for UK Nationals
Since Brexit, the UK has been treated similarly to non-EU/EFTA countries, but with its own transitional quota system. For 2025, the quotas were:
- 1,400 L permits
- 2,100 B permits
These are released quarterly to ensure even distribution throughout the year.
Usage Trends (as of September 2025)
- 1,222 L permits still available
- 1,673 B permits still available
This means only about 17% of the annual UK quota has been utilized.
Looking ahead, the Swiss authorities expect these UK-specific quotas to be integrated into the broader non-EU quota system, likely simplifying the overall framework.
What These Figures Mean for Employers and Workers
The quota stability for 2026 signals continuity and predictability. For employers, this provides reassurance that Switzerland remains committed to supporting access to global talent where needed. For prospective foreign workers, the remaining availability indicates ongoing opportunities without the immediate risk of quota exhaustion.
However, the usual challenges remain: securing a permit still requires meeting Swiss labour market standards, including proof of labour shortages, competitive salaries, and compliance with skills-based criteria.
Pros and Cons Summary
Pros
- Stable 2026 quotas allow employers to plan recruitment with confidence.
- High remaining availability of 2025 quotas suggests manageable demand.
- Carry-over quotas from previous years increase overall flexibility.
- Predictable framework makes Switzerland a reliable destination for skilled migration.
- Low usage among UK quotas means fewer competitive pressures for British workers.
Cons
- Strict eligibility criteria still apply, especially for non-EU/EFTA nationals.
- Cantonal variation can affect processing times and availability.
- Potential future integration of UK quotas into general non-EU quotas could reduce reserved access for UK nationals.
- Quota-dependent system means access is not guaranteed despite high availability.