How can you work in Switzerland for fewer than 90 days?
As an EU/EFTA national, you may work in Switzerland for up to 90 actual working days per calendar year without a permit, subject to prior notification.
Who is eligible for the simplified 90-day notification procedure?
The 90-day notification procedure is intended for short-term work in Switzerland by EU/EFTA nationals. As a Hungarian national, you are considered an EU citizen, so the procedure may be available if the relevant conditions are met.
According to guidance valid in 2026, the limit is no more than 90 actual working days per calendar year. This does not refer to days of residence, the full duration of the contract, or automatically to three consecutive months. It is therefore advisable to track the number of working days in advance and on an ongoing basis.
The short-term notification procedure can be used in three typical situations.
Type of work arrangement | Under whose employment relationship is the work performed? | Basic time limit according to the dossier |
|---|---|---|
Starting employment with a Swiss employer (Stellenantritt bei einem Schweizer Arbeitgeber) | The employee is hired directly by a Swiss company. | Applicable to contracts of up to three months. |
Posted worker (entsandte Arbeitnehmende) | An employer operating in an EU/EFTA country sends the worker to carry out an assignment in Switzerland. | No more than 90 actual working days per calendar year. |
Self-employed service provider (selbstständige Dienstleistungserbringende) | The EU/EFTA national provides services in Switzerland in their own name as a self-employed person. | A maximum of 90 actual working days per calendar year. |
The three situations must not be conflated. Work performed at a Swiss client as an employee of a Hungarian company may qualify as posting, while work performed under a Swiss employment contract constitutes direct employment in Switzerland. Different notification deadlines apply to the two cases.
The 90-day allowance is tied to the calendar year. Work performed in December and January therefore counts towards the working days of two different calendar years. Nevertheless, each working day must involve actual work carried out in Switzerland, and the notification rules must be complied with in every case.
Short-term notification is not the same as verification of professional qualifications. In the case of a regulated profession, in addition to the 90-day notification, prior verification of qualifications may also be required under the Declaration procedure. The competent authority is SBFI/SERI, namely the Swiss State Secretariat for Education, Research and Innovation.
What deadlines must be observed during the notification process?
The deadlines are determined by the legal basis for the work. The key distinction is whether the arrangement involves direct employment by a Swiss employer, posting, or self-employed provision of services.
For direct employment with a Swiss employer the employer must submit the notification no later than the day before work begins. This rule applies to employment contract cases of up to three months.
For posted employees and self-employed service providers the notification must be submitted at least eight days before work in Switzerland begins. Under this rule, work may commence no earlier than the ninth day can be commenced.
When are there notification-free days for postings?
As a general rule, the first eight working days per calendar year for posted workers and self-employed service providers are considered notification-free days (meldefreie Tage). However, this is not a general exemption for every profession and every situation.
If the planned posting exceeds eight working days, notification must not be submitted only from the ninth day onwards. In such cases, the work must be notified for the first working day in Switzerland, and the eight-day advance deadline must also be observed.
Example: if an employee of a Hungarian company travels to Switzerland for 12 working days to carry out installation work, the rule on the first eight notification-free days cannot be invoked to submit notification only from the ninth working day. The entire planned 12-day period of work must be notified from the first working day.
What happens in an emergency?
Resolving a critical machinery failure or infrastructure damage may constitute an emergency in which the eight-day advance deadline can be waived. In such cases, notification must be submitted no later than on the day work begins, together with evidence supporting the exception.
The emergency exception is not a convenience solution for a short-notice business order. The exceptional circumstances must be substantiated, so documentation must be retained in such cases.
In which sectors is notification mandatory from the first day?
In certain closely monitored sectors, posted workers and self-employed service providers cannot rely on the notification exemption for the first eight working days. In these sectors, notification is mandatory from the first working day.
According to the 2026 guidance, the sectors requiring notification from the first day are as follows:
Construction and skilled trades: any short-term work in Switzerland that falls within construction and skilled-trade activities must be notified from the first day.
Gardening and landscaping: horticultural, park construction and landscaping work cannot use the general exemption for the first eight days.
Hospitality and hotel industry: hospitality and accommodation services are subject to notification from the first working day.
Cleaning industry: for cleaning services, the required notification must be submitted before the first working day in Switzerland.
Security and guarding services: guarding, protection and security services are subject to stricter rules from the first day.
Itinerant trade: for itinerant traders, notification from the first day is the basic rule.
Erotic services: notification is also mandatory in this sector from the first day.
An important exception in itinerant trade is that, for circuses and fairs the notification obligation applies only from the ninth day onwards. This exception applies exclusively to this category; it cannot be automatically assumed for other itinerant trade activities.
For sectors subject to notification from the first day, the eight-day advance deadline must also be observed. Therefore, “from the first day” does not mean that notification on the day work begins would be sufficient; rather, the activity must be duly notified for the first day of work.
How should the notification be submitted in the EasyGov system?
The online notification platform for short-term work is EasyGov.swiss. Since March 2025, the online system has been the digital platform for the notification procedure for short-term work.
Before submitting the notification, the form of work must first be clarified: direct employment in Switzerland, posting, or the provision of services on a self-employed basis. Selecting the wrong category can lead to an incorrect notification and deadline-related issues.
The practical process follows this logic:
Identify the appropriate legal basis: must be distinguished between taking up employment with a Swiss employer, posting, and self-employed service provision.
Count the Swiss working days in the relevant calendar year: the 90-day limit applies to actual working days.
Check whether the sector requires notification from the first day: for construction, hospitality or cleaning work, for example, the general eight-day exemption does not apply.
Comply with the relevant advance deadline: for postings and self-employed services, the notification must be submitted at least eight days before the start date.
Submit the notification via the EasyGov.swiss system: using the system is the online route for the short-term notification procedure.
Keep the documentation of the notification and any supporting certificates: this may be particularly important in the case of an emergency exception or an official inspection.
The notification procedure itself is free of charge. This does not mean that every cantonal administrative document or paper certificate is free everywhere. Cantonal practice and any certificate fees may vary, so information from the canton where the work is performed should also be checked.
SEM, the State Secretariat for Migration (Staatssekretariat für Migration) provides the national framework for the procedure, but there may be differences in cantonal implementation practice. It is not advisable to assume that an administrative step applied in Basel-Stadt will appear in exactly the same form in Zürich, Bern or Graubünden.
Which Swiss wage and employment rules must be complied with?
Notification is not merely immigration administration. When employing workers posted to Switzerland, Swiss posting rules, including the principles of the Entsendegesetz must also be observed.
The posting employer must ensure the local, sector-specific and cantonal employment conditions applicable to work performed in Switzerland. These include:
Local and sector-specific minimum wages: remuneration must comply with the Swiss requirements applicable at the relevant place of work and in the relevant sector.
Cantonal minimum wages: where a cantonal minimum wage exists, it must also be taken into account.
Working time rules: the duration of work must be organised in accordance with Swiss labour regulations.
Rest period rules: local requirements relating to the employee’s rest periods must also be met.
The Hungarian employment contract or Hungarian wage level alone does not override these Swiss requirements. The actual place of work, the sector and, where applicable, the canton also determine which minimum conditions apply.
This poses a particular risk in construction, hospitality, cleaning and other regulated sectors. The authorities may examine both the correctness of the notification and compliance with employment conditions.
When does the Swiss job notification requirement apply to employers?
The Swiss job notification requirement (Stellenmeldepflicht) is not the same as the personal notification required for work of up to 90 days. This rule applies to a vacancy to be filled by a Swiss employer, not to the short-term notification of a posted worker.
If a Swiss employer intends to hire an employee in an occupation affected by high unemployment, the vacancy must first be notified to the RAV (Regionales Arbeitsvermittlungszentrum, regional employment centre). Before the vacancy is publicly advertised, a five-working-day waiting period must be observed.
From 2026, the occupations subject to the notification requirement affect 10.8% of employees, whereas previously this proportion was 6.5% was. The 2026 threshold applies to occupations affected by an unemployment rate of at least 5% .
Occupations newly subject to the reporting requirement in 2026 include cooks, as well as office and hotel cleaners and support staff. In these occupational groups, the unemployment rate is 5.3%, meaning that it exceeds the statutory threshold of 5%.
The Swiss employer must therefore carry out two separate checks:
It must determine whether the 90-day notification procedure is required for the short-term employment of the foreign worker.
It must determine whether the Stellenmeldepflicht, i.e. the obligation to notify the RAV in advance, applies to the position in question.
What penalties can be expected for failing to submit a notification?
Failure to comply with the notification obligation, missing the deadline or providing incorrect information may result in an administrative fine. According to the 2026 guidance issued in Zürich, the fine may be as high as 5 000 CHF, and procedural fees may also be incurred in addition.
The risk does not arise solely where no notification is submitted at all. Problems may also arise if the notification is submitted late, the type of work is stated incorrectly, or the information provided does not reflect the actual situation.
The following three situations are particularly risky:
The posting lasts longer than eight working days, but the notification is only planned for the ninth day: in such cases, the first working day must already be notified.
The eight-day exemption is invoked in a sector subject to notification from the first day: this does not apply in construction, hospitality or cleaning.
The emergency exception is used without supporting evidence: the exceptional circumstances must be documented in order to depart from the eight-day deadline.
Proper administration requires accurate records of working days, selecting the appropriate notification category and meeting deadlines. Even a short assignment of just a few days in Switzerland may require advance planning.
Sources
Basel-Stadt: Notification procedure for short-term employment
EasyGov.swiss: Online notification procedure for short-term employment
EasyGov.swiss: Online notification procedure for short-term employment – media release
Canton Solothurn: Accompanying measures – notification procedure
Related Articles
In Brief
EU/EFTA nationals may work in Switzerland for up to 90 actual working days per calendar year under the simplified notification procedure, with deadlines depending on their employment status and sector. For posted workers and self-employed service providers, the work generally must be notified at least eight days in advance, although notification is required from the first working day in several regulated sectors. Failure to submit a notification, or submitting it incorrectly, may result in a fine of up to CHF 5000 in Zürich.
Key Takeaways
- Identify in advance whether the arrangement involves direct employment by a Swiss employer, a posting, or self-employed service provision, as this determines the deadline.
- Keep records of the days actually worked in Switzerland during the calendar year, rather than counting contractual days or days of residence.
- For postings and self-employed service provision, submit the notification through EasyGov.swiss at least eight days before work begins.
- Check whether the activity falls within a sector requiring notification from the first day; in such cases, the general exemption for the first eight working days does not apply.
- For regulated professions, also check whether prior assessment of qualifications is required by SBFI/SERI under the Declaration procedure.
- In addition to the notification, ensure compliance with Swiss rules on wages, working hours and rest periods, and retain documents related to the notification.
Frequently Asked Questions
As a Hungarian national, can I work in Switzerland for fewer than 90 days with a notification?
Yes. As a Hungarian national, you are considered an EU national, so the simplified notification procedure may apply if the conditions are met. The limit is up to 90 actual working days in Switzerland per calendar year; it does not refer to days of residence or the full duration of the contract.
When must work in Switzerland be notified?
For direct employment with a Swiss employer, the employer must submit the notification no later than the day before work begins. For posted workers and self-employed service providers, notification is generally required at least eight days before work begins.
Are the first eight working days exempt from notification for every posting?
No. The general eight-working-day exemption does not apply, among others, to construction, skilled trades, gardening and landscaping, hospitality, hotels, cleaning, security services, itinerant trade and erotic services. If the planned posting lasts longer than eight working days, the entire assignment must be notified from the first day.
How should the notification for short-term work be submitted?
The notification must be submitted through the EasyGov.swiss online system. First, select the appropriate legal basis, then check the number of working days, the sector-specific rules and the advance deadline. It is advisable to retain documentation of the notification and any supporting evidence.
What happens in the case of an emergency posting?
An exception to the eight-day advance deadline may be permitted where a critical machinery failure or infrastructure damage must be remedied. In such cases, the notification must be submitted no later than the day work begins, and documents proving the emergency must be attached and retained. A business order received at short notice does not in itself constitute an emergency exception.
Which rules must be followed in addition to the Swiss notification?
The notification does not replace compliance with Swiss employment rules. For postings, local, sector-specific and cantonal minimum wages, as well as Swiss requirements on working and rest periods, must also be observed. A Hungarian employment contract or Hungarian wage level does not in itself override these requirements.
What fine may apply for failing to submit a notification?
Failure to submit a notification, late submission or providing incorrect information may result in an administrative fine. According to the 2026 guidance issued in Zürich, the fine may be up to CHF 5000, in addition to procedural fees. Relying on the eight-day exemption is particularly risky in sectors requiring notification from the first day.
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