Status S applies to the majority of individuals who have fled the war in Ukraine. The permit grants access to the Swiss labor market, subject to notification of the competent authorities. Employment is therefore permitted without a prior authorization procedure. For companies, this is an opportunity to hire employees who are often highly qualified and highly motivated.
Around 40,000 Ukrainian adult refugees are currently residing in Switzerland as "persons in need of protection," admitted under Status S. As of the end of November 2025, approximately 46% of Status S permit holders of working age were employed after three years of residence, according to the State Secretariat for Migration (SEM). Of the roughly 16,000 individuals currently employed nationwide, 19% work in planning, consulting, or information technology, 17% in hospitality and food services, 7% in personal services, 5% in education, and 5% in social housing and social services.
"Recruitment primarily takes place in sectors experiencing labor shortages," explains Hugo Houbart, coordinator of refugees[at]work, a Geneva-based cantonal initiative that brings together institutions involved in the labor-market integration of refugees and private-sector stakeholders. In October 2025, the Federal Council announced that holders of a Status S permit may be employed without prior approval from cantonal authorities. Employment now requires only a notification via the EasyGov portal. According to Hugo Houbart, this procedural change has facilitated recruitment and enables employers to access a workforce that is available at short notice.
Recognizing skills
Many refugees have highly qualified profiles. "The issue of diploma recognition is particularly important," says Élisabeth Alfs-Lapraz, Head of Public Relations at the Swiss Integration Association. However, Ukrainian university degrees in regulated professions (law, medicine, teaching) are not recognized in Switzerland. "There is therefore a real risk of skills being underutilized if employers do not have clear information to assess and value these profiles." Research tools such as the website reconnaissance.swiss can, for example, direct employers or jobseekers to the competent authority for an individual assessment.
Taking certain constraints into account
Language barriers remain one of the main challenges to the labor-market integration of persons in need of protection and other refugees. "Many positions still require a language level close to that of a native speaker. Yet in many cases, a B1 level is sufficient to ensure good comprehension and expression. In situations of uncertainty, automatic translation tools or third languages, such as English, can be used," Élisabeth Alfs-Lapraz explains.
Individuals who may qualify for highly skilled positions, such as management roles in large companies, often take up intermediate employment while learning one of the national languages, before moving into positions of responsibility once they have reached an advanced level. "Three years after the arrival of the first refugees, we are already seeing some recruitment into positions of responsibility, for example, in commodities trading," notes Hugo Houbart, coordinator of refugees[at]work.
In addition, around two thirds of persons in need of protection are women, some of whom are responsible for childcare. While shortages in daytime childcare capacity represent a significant obstacle, companies can facilitate recruitment by offering part-time contracts. "Providing flexible working hours or arrangements that support the reconciliation of work and family responsibilities can make a tangible difference," advises Élisabeth Alfs-Lapraz.
Motivated employees
Beyond economic considerations, hiring staff from Ukraine may also offer broader benefits for companies. Adrian Gerber, Delegate for Labor-Market Integration at the Federal Department of Justice and Police, notes that many Ukrainian refugees lost their professional activity and status when fleeing the war. "Many are therefore particularly motivated to pursue training and professional integration in order to acquire and maintain skills for their careers in Switzerland or in Ukraine." This assessment is also reflected in feedback from employers. "In general, companies are very satisfied with having hired a person holding a Status S permit," emphasizes Sepala Megert, Director of the Swiss Integration Association.
Three years after the war began, the legal framework has been simplified, and the potential is there. It is now up to businesses to seize this opportunity.
On the theme
Support from the Confederation and the Cantons
Each canton provides accompanying measures to support the labor-market integration of persons admitted on a provisional basis. In parallel, the Confederation has introduced a pilot financial-assistance program to support cantonal integration policies, amounting to CHF 5 million per year through 2027. In Geneva, for example, the Employment Support Program (PAVE) covers up to 40% of a refugee’s salary during the first six months of employment, provided that the employer offers an open-ended contract (with a minimum workload of 80% for at least 18 months). "For individuals aged 50 and over, this support can even be extended to up to 12 months," notes Hugo Houbart, coordinator of refugees[at]work. Companies considering hiring a holder of a Status S permit must contact the competent cantonal authority to determine the conditions under which such support may be granted. A list of the relevant cantonal authorities is available via the link indicated below (We have a vacancy).
Last modification 07.01.2026
