Adrian Tüscher

Adrian Tüscher

Partner, Attorney-at-Law, Head Employment & Immigration

Lessons learned in new Swiss job registration requirement

The new Swiss job registration requirement entered into force on 1 July 2018. Since then, job postings at local unemployment offices have nearly tripled. What are the lessons learned so far as businesses, HR and the competent administrations grapple with this additional burden?
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Becoming a Swiss citizen: What the upcoming changes to the Swiss Citizen Act mean for you

Recent amendments to the Swiss Citizen Act aim to facilitate the application process and reduce cantonal discretion as of 1 January 2018. One major change: Application will be restricted to C-permit holders as residents holding a B-permit will no longer qualify for naturalization.
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Swiss immigration: recent developments and outlook 2018

Looking back at 2017 and forward to 2018, I offer an overview of the latest developments and outline some recommendations for navigating Switzerland’s immigration laws and admission practice. It’s clear employers will have to review recruitment processes before the ‘Stop Mass Immigration’ plan takes effect in July 2018.
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How ‘Stop Mass Immigration’ may impact your recruiting process in 2018

The media describes the current 'Stop Mass Immigration' initiative implementation plan as 'light' or even 'super light'. But, is it really so light? Actually, it looks like the initiative affects far more employers than initially assumed.
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Brexit: What does it mean for immigration?

Companies cannot wait for the picture to become clear. They need to start now: assessing how Brexit might affect their business and future strategy; defining what risks might emerge; and outlining how best to address these challenges. How do you assess Brexit’s impact on immigration considerations?
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Update: Neue Regeln zur Arbeitszeiterfassung

Seit dem 1. Januar 2016 gelten neue Regeln zur Arbeitszeiterfassung, die es Arbeitnehmerinnen und Arbeitnehmer unter bestimmten Voraussetzungen erlauben, ihre Arbeitszeit nicht mehr oder bloss noch in vereinfachter Form zu erfassen. Inwiefern besteht für Schweizer Arbeitgeber Handlungsbedarf?
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