Establishing a Business Presence in Switzerland: Key Considerations for Employers

Switzerland remains an attractive destination for international companies seeking to expand their global footprint. Its stable economy, highly skilled workforce and strategic location make it a natural choice for businesses looking to establish a European presence. However, companies planning to set up or expand a Swiss entity acting as an employer should be aware that immigration authorities expect more than just registration documents when assessing work permit applications. To establish an entity in Switzerland, employers should consult appropriate labour, immigration and tax professionals to ensure all requirements are met.

For newly established employers, cantonal authorities assessing work permit applications usually request to see a business plan. This blog outlines the role of a business plan in the Swiss work permit process, the information employers should include and the importance of demonstrating a genuine business presence in Switzerland.

Why Swiss Authorities Request a Business Plan

A business plan serves as evidence of a company's purpose, objectives and future growth in Switzerland. The business plan helps authorities to assess whether the Swiss operation is genuine, sustainable and capable of supporting the proposed workforce.

A strong business plan also demonstrates how the Swiss entity fits within the organisation’s broader global strategy and the value it is expected to bring to the region.

What Should a Swiss Business Plan Include?

Company Overview and Key Business Information

A business plan should begin with a concise introduction to the organisation. This section should provide:

• • • Details of key contacts in Switzerland
    • A brief overview of the company and its business activities
    • Information about the organisation’s business units and corporate values
    • Key figures, such as global operations, employee population or revenue data

This background helps authorities understand the scale and credibility of the business behind the Swiss entity. Where applicable, companies may also reference tax agreements or previous discussions with authorities that support the establishment of the Swiss entity.

Growth Projections and Future Plans

Swiss authorities expect employers to clearly explain why they are establishing or expanding operations in Switzerland and how the Swiss entity supports the company's overall business strategy.

As part of the business plan, companies should also provide a five-year outlook covering anticipated growth, workforce development, revenue expectations and the planned evolution of the Swiss operation. This helps authorities assess the long-term viability of the entity and its contribution to the Swiss economy.

Importantly, employers should view the business plan as a living document. Swiss authorities may request it again at a later stage to assess whether projected developments have materialised. A company's ability to meet the commitments outlined in its plan can influence future permit approvals and renewals.

Demonstrating a Genuine Business Presence in Switzerland

Authorities look beyond registration documents when assessing whether a company qualifies as a genuine employer in Switzerland. A key element of this assessment is whether the business has a real operational presence in the country.

Red Flag: A Registered Address Without a Real Business Presence

One crucial element the Swiss authorities often review when assessing a newly established company is the address listed in the Commercial Register. Entities registered under a c/o address can attract additional scrutiny, as authorities may question whether the company has a genuine operational presence in Switzerland.

When filing immigration applications, it is important to demonstrate that the Swiss entity is more than a registered legal structure. Authorities typically expect evidence of:

• • • A dedicated office or business premises
    • Appropriate infrastructure and company equipment
    • Active business operations in Switzerland
    • Local management with authority to make decisions and supervise employees

Companies should be prepared to show that business activities are genuinely carried out in Switzerland and that key management decisions are made locally. Demonstrating a real operational footprint from the outset can help build credibility with both immigration and economic authorities and avoid unnecessary questions during permit assessments.

Key Takeaways for Employers Expanding to Switzerland

In short establishing a company in Switzerland involves more than simply registering a legal entity. A well-structured business plan is much more than an immigration requirement. It provides an opportunity for employers to clearly communicate their vision, demonstrate their commitment to Switzerland and build credibility with cantonal authorities.

By presenting realistic growth projections, highlighting economic value and establishing a genuine operational presence, companies can strengthen both their immigration applications and their long-term business prospects in Switzerland.

It is important to note that also for well established employers in Switzerland these requirements apply. Swiss authorities apply a practical approach when determining whether a company qualifies as a genuine employer. As a result, businesses must demonstrate real operational activity within Switzerland and be prepared to engage with the authorities in explaining their operations even if they already have a long-standing presence in Switzerland

How Fragomen Can Help

Fragomen's experienced immigration professionals partner with businesses of all sizes to develop immigration strategies that help achieve business goals in Switzerland and globally. Fragomen's Swiss team can help employers navigate immigration requirements and prepare supporting documentation that meets the expectations of local authorities.

Need to Know More?

For more information on immigration requirements for establishing or expanding a Swiss entity, please contact Director Ana Bessa Santos at [email protected].  

This blog was published on 24 July 2026 and reflects information available at that time. Updates may occur as policies evolve. To stay informed on the latest immigration news and analysis, please subscribe to our alerts and follow Fragomen on  LinkedIn, Facebook and Instagram.