Swiss operating setup for staffing businesses

The setup must support the staffing activity in practice: suitable premises, responsible management, administration and compliant employment and client arrangements. Permit conditions need to be addressed alongside corporate formation. A company in the commercial register is only one part of readiness.

Yes, subject to review of its purpose, ownership, organization and current activities. We identify changes needed for the proposed business and any permit applications. Existing incorporation or unrelated permissions should not be assumed to cover placement or staff leasing.

A registered address alone does not demonstrate suitable operating premises or administration. We assess the actual arrangements against the authority’s requirements and the business model. The proposed location should support the work described in the permit application.

The proposed person must meet the applicable suitability requirements and genuinely direct the regulated activity. Experience, qualifications, reputation, availability and residence or work status can be relevant. The evidence should show how that person will exercise the role day to day.

This service assesses and documents the person proposed by your business. It does not automatically include an appointment or an operational management mandate. Any separate role would require an express agreement and a review of the applicable conditions.

Foreign ownership and permission to perform the activity are separate questions. We can review a Swiss establishment within an international group, including management and operational responsibilities. The structure must satisfy Swiss requirements and cannot be used to bypass restrictions on inward staff leasing.

No. Each assignment must fit the permitted model and comply with staffing, employment and immigration rules. We examine the actual employer, direction of the work and contractual chain. Incorporating a subsidiary does not by itself correct a prohibited arrangement.

The business should review each branch and establishment before it starts operating. A branch in another canton can require its own permission. The answer depends on the location, legal structure and activity rather than the group’s general intention to operate nationwide.

The employer needs workable payroll, social-insurance, employment-documentation and worker-administration processes. Applicable wage and collective-agreement requirements must also be assessed. We identify the legal work and coordinate with the payroll or other providers responsible for implementation.

No. A staffing permit and an individual’s right to work address different requirements. Nationality, residence, assignment and the employing entity can affect immigration obligations. The launch plan should identify those questions separately from the business authorization.

We begin with the activity and people, then align corporate decisions, premises, contracts and financial readiness with the permit process. Some preparation can run alongside formation. Dependencies are recorded so the business knows what must be completed before submission and before launch.