Placement or staff leasing?

In placement, the agency helps bring a worker and employer together for a direct employment relationship. In staff leasing, the provider remains the employer while the worker performs an assignment for a client. Who directs the work and how the arrangement operates are central to the distinction.

These terms often describe related arrangements, but commercial terminology is not decisive. The legal assessment examines the employer, assignment structure and transfer of instruction powers. A temporary assignment and a permanent employment contract with a staffing provider can both raise staff-leasing questions.

Regular, remunerated private placement can require authorization. The analysis includes the actual introductions, payment model and any cross-border activity. We assess the service before choosing the application route, including where an online platform or specialist search business is involved.

Commercial staff leasing is subject to the applicable permit rules. We examine who employs the workers, directs their day-to-day activity and bears the business risk. The client contract, employment terms and real working arrangements all contribute to the analysis.

No. A genuine outsourced project and the supply of personnel can be treated differently, but the label does not decide which it is. We review deliverables, supervision, integration into the client’s organization and responsibility for performance.

Yes, provided the business addresses the permissions and requirements for each activity. Employment, placement and client documents should preserve the different relationships. We can assess both workstreams together while identifying the security and operational requirements specific to staff leasing.

Cross-border placement or staff leasing can require a federal SECO permit in addition to the cantonal authorization. The direction and nature of the activity matter. A federal permit does not replace the cantonal process or make every international arrangement permissible.

Staff leasing into Switzerland from abroad is prohibited. A foreign group must assess a compliant operating structure rather than rely on its foreign license. Genuine posting or a services contract is a distinct analysis and cannot simply be used as a new label for staff leasing.

Hiring employees for the same employer is generally different from commercially placing workers with other employers. Group recruitment, paid introductions and supplying staff across entities require closer review. We examine who receives the service and how the arrangement is remunerated.

No blanket assumption should be made. Occasional internal assistance and an organized staff-supply business can produce different outcomes. Frequency, purpose, employment relationships and instruction powers need to be considered, particularly when an assignment crosses a border.

Yes. We review the employment, payroll, assignment and client arrangements, including the countries involved. Employer of record is a business description rather than a separate Swiss permit category. The model must be tested against staffing, employment and immigration requirements.

Unauthorised activity can lead to penalties and other consequences for the provider and, in relevant cases, the client. We first assess the existing operation and any urgent restrictions, then identify the appropriate authority dialogue and corrective work. An application does not retrospectively authorize past activity.