Swiss Service Providers Visa

Engaging overseas workers brings legal and compliance challenges for UK employers, particularly where temporary contracts or specialist services are required. One such option available to employers is the Swiss Service Providers visa, a specific route created under the UK–Swiss Services Mobility Agreement. It allows Swiss nationals and Swiss-based service providers to come to the UK on a short-term basis to deliver contractual services. The scheme is currently extended until 31 December 2025, subject to review.

What this article is about: This guide explains the Swiss Service Providers visa in detail from an employer’s perspective. It outlines who qualifies, how applications are made, and the obligations on UK businesses that engage Swiss service providers. The article also considers compliance duties such as right to work checks, limitations of the route, and how it compares with other immigration options like the Service Supplier visa. The aim is to give HR directors, business owners, and senior managers a clear understanding of the practical and legal issues involved in using this visa route.

 

Section A: Understanding the Swiss Service Providers Visa

 

The Swiss Service Providers visa exists under the UK–Swiss Services Mobility Agreement and enables Swiss nationals or Swiss-based service providers to undertake short-term, contract-bound services in the UK. It is a narrowly defined, temporary route intended for specific service delivery rather than ongoing employment or migration planning. For UK employers, it creates a lawful mechanism to bring in Swiss expertise for time-limited projects while remaining outside the sponsorship system.

The visa permits stays of up to 90 days in a single calendar year. It does not provide a pathway to settlement and does not allow switching into other immigration categories from within the UK. The scheme is currently extended until 31 December 2025, subject to review by the UK and Swiss authorities.

 

1. Eligibility of Swiss Service Providers

 

Eligibility is restricted to Swiss nationals and to employees of Swiss-based service providers engaged on a genuine contract to supply services to a UK client. In addition to holding a valid Swiss passport or proof of Swiss nationality, applicants must meet route-specific conditions, including:

• Connection to Switzerland: The applicant must demonstrate they have been employed or self-employed in Switzerland for at least one year prior to the date of application.
• Contractual basis: There must be a clear, time-limited contract between the Swiss provider and the UK client specifying scope, deliverables, location, and duration.
• Qualifications and capability: The applicant must hold the qualifications and professional standing required to lawfully provide the contracted services, including any sector-specific requirements.

 

Unlike broader routes such as the Global Business Mobility – Service Supplier visa, this pathway is exclusively Swiss and hinges on the bilateral agreement rather than the UK’s sponsorship framework.

 

2. Types of Services Covered

 

The Services Mobility Agreement recognises a wide range of professional, technical, and business services, such as engineering, IT consultancy, management consulting, financial services, and other specialist activities ordinarily provided on a cross-border, contractual basis. Employers must ensure the intended activity fits within the recognised service categories and complies with UK law governing the sector.

For regulated professions (for example, certain health, legal, or engineering roles), the provider may need UK recognition or registration of qualifications before any activity in the UK. Employers should verify and, where required, obtain evidence of registration or recognition as part of pre-engagement due diligence.

 

3. Duration and Conditions

 

• Length of stay: Maximum 90 days in any calendar year per individual.
• Work scope: Activity must be strictly limited to the services specified in the contract. No other employment or secondary activity is permitted.
• No switching/settlement: There is no in-country switching to other routes and no pathway to settlement from this visa.
• Outside sponsorship: The route does not require the UK business to hold a sponsor licence.

 

Given the tight parameters, employers should schedule project phases, deliverables, and travel carefully to remain within the 90-day cap and to avoid any activity drift beyond the contractual scope.

Section Summary: The Swiss Service Providers visa is a specialist, time-limited route allowing Swiss nationals or Swiss-based employees to deliver defined services in the UK for up to 90 days per calendar year. Applicants must evidence a one-year employment or self-employment history in Switzerland, and all work must remain within the contract’s scope. The route sits outside sponsorship, does not allow switching or settlement, and is currently extended until 31 December 2025.

 

Section B: Application Process

 

Applications for the Swiss Service Providers visa are made online before travel and result in entry clearance to undertake the specified contract work in the UK. This route is only available where the UK contract was signed and work on it started before 11pm on 31 December 2020. Successful applicants receive a visa vignette (Swiss nationals applying with an ID card receive a vignette on a Form for Affixing a Visa).

 

1. Step-by-Step Application Guide

 

1. Confirm eligibility and contract status. The contract to be worked on in the UK must have been signed and commenced before 11pm on 31 December 2020. Ensure the role falls within the permitted scope of services and that the business will remain within the 90-day annual cap.
2. Apply online (before travel). Complete the UKVI application form for Service Providers from Switzerland and submit scanned supporting evidence.
3. Prepare core documents. Typical evidence includes:
   • Proof of identity (Swiss passport or national ID; other nationals’ valid passport).
   • Proof you work for a Swiss-based employer or, if Swiss, evidence of self-employment in Switzerland.
   • Evidence the contract was signed and work began before 11pm on 31 December 2020 (for example, travel/accommodation receipts showing a prior UK visit to work on the contract; where travel was disrupted by COVID-19, contemporaneous evidence of cancelled bookings or agreed remote work may be accepted).
   • If you are not an EEA or Swiss national: evidence you have been working legally in Switzerland for at least 12 months before applying (for example, payslips or Swiss residence permit).
   • A signed letter from the employer explaining why UK travel is required, confirming qualifications, and addressing the company’s 90-day usage.
4. Biometrics at a Visa Application Centre (VAC). Attend an appointment to enrol fingerprints and a photograph. Some VACs offer paid priority services.
5. Decision and visa issue. If approved, entry clearance is granted via a vignette affixed to the passport (or to a form if a Swiss national applied using an ID card). Travel may then be arranged to deliver the contracted services.

 

2. Costs and Processing Times

 

• Application fee: No fee is payable for this route.
• Immigration Health Surcharge (IHS): Not payable for this route.
• VAC services: Local VAC service charges may apply (for example, for priority processing).
• Processing times: Availability and speed depend on the country and VAC; some locations offer faster decisions for an additional charge.

 

3. Common Application Issues

 

• Contract timing not met. Failure to evidence that the contract was signed and that work began before 11pm on 31 December 2020.
• Insufficient evidence of need to travel. Employer letters that lack detail on why on-site UK work is required or do not confirm qualifications.
• Wrong eligibility proof. Missing 12-month Switzerland work evidence where the applicant is neither an EEA nor a Swiss national.
• Scope/overstay risks. Documents that do not tie activities to the contract’s defined services, or project plans that risk breaching the 90-day annual cap (company-wide for employed staff).

 

Section Summary: Apply online before travel with robust evidence that the UK contract predates 1 January 2021 and that work started before the deadline. There is no application fee or IHS for this route. Decisions are issued as a vignette; careful document preparation and project planning reduce refusal and compliance risks.

 

Section C: Compliance and Employer Duties

 

Engaging Swiss nationals under the Swiss Service Providers visa does not remove compliance obligations. While this route sits outside the sponsorship system, UK organisations must ensure any individual performing work on their premises or for their benefit has appropriate permission and that risks are managed contractually. If you employ the individual in the UK, you must carry out a statutory right to work check. If you are the end-user client and the individual remains employed by the Swiss supplier or is self-employed, you should require contractual assurances, audit evidence, and maintain oversight to manage illegal working risk.

Controls should focus on verifying permission to work, defining the scope of activities to remain within visa conditions, and tracking time in the UK to stay within the 90-day per calendar year limit per individual.

 

1. Right to Work Checks

 

If you are the UK employer, you must complete a compliant right to work check before work starts. For this route, permission is typically evidenced by a visa vignette (or a vignette on a Form for Affixing a Visa where a Swiss ID card was used). Follow the manual document check process: obtain and keep a clear copy of the acceptable document(s), confirm that the photo and biographic details match the individual, and record the date of the check. If the individual holds a digital status for any reason, you may instead use the Home Office online right to work service.

• Time-limited permission: Where the engagement continues and the permission expires, a follow-up check is required before expiry if the individual remains your employee.
• End-user clients (not the employer): Build contractual obligations requiring the Swiss supplier/self-employed contractor to ensure lawful status, provide copies of permission, and notify you of changes. Consider spot audits and access to evidence.
• Non-discrimination: Apply checks consistently to avoid race discrimination claims; use the same process for all affected workers.

 

Ensure the planned activities match the contracted services approved under this route. Work outside scope, or general employment, is not permitted.

 

2. Record Keeping and HR Systems

 

Maintain an engagement file containing the service contract, proof of immigration permission, copies of right to work checks, travel dates, and a day-count log showing time spent in the UK against the 90-day cap. Use a central register to track all Swiss service providers and set automated reminders for key dates (permission expiry, project milestones, travel windows).

• Retention: Keep copies of right to work checks for the duration of employment plus two years (if you are the employer). For end-user clients, align retention with contractual audit clauses and data protection requirements.
• Data protection: Store documents securely, restrict access to HR/Legal, and implement deletion schedules consistent with UK GDPR.
• Scope control: Cross-reference project tasking with the visa scope to prevent “activity drift.”

 

For projects spanning multiple visits, require travel notifications in advance and reconcile entry/exit dates against the day-count log.

 

3. Risks of Non-Compliance

 

Employing someone who does not have permission to work can result in a civil penalty of up to £60,000 per illegal worker. Knowingly employing an illegal worker can also constitute a criminal offence. Beyond statutory penalties, there are material commercial risks, including termination for breach in client contracts, disqualification from tenders, regulatory scrutiny in regulated sectors, and reputational damage.

• Contractual protections: Include warranties on lawful working, information-sharing obligations, audit rights, and indemnities from suppliers.
• Operational continuity: Build contingency for visa refusals or travel disruption, and ensure that work packages can be paused or reassigned without breaching the 90-day cap.

 

Section Summary: Apply employer right to work checks where you are the employer; otherwise manage risk through robust contractual controls, documented evidence, and audits. Maintain clear records and a day-count to keep within the 90-day limit and prevent activity outside the approved scope. Financial penalties, potential criminal liability, and commercial consequences make disciplined compliance essential.

 

Section D: Alternatives and Strategic Considerations

 

The Swiss Service Providers visa is narrowly targeted and useful for short-term projects, but its strict conditions mean it will not suit every business need. UK employers must evaluate whether this route aligns with the commercial requirements of their projects, or whether an alternative immigration pathway offers more flexibility and certainty. Strategic planning is vital, particularly given that the scheme is currently scheduled to run only until 31 December 2025, subject to further review.

 

1. Comparing Routes

 

The closest comparator is the Global Business Mobility – Service Supplier visa, which also facilitates contractual service provision under trade agreements. Key differences include:

• Scope of nationalities: The Service Supplier visa is open to many nationalities under trade agreements, not just Swiss nationals.
• Duration: The Service Supplier visa permits stays of up to 12 months, compared with the Swiss route’s 90-day annual cap.
• Sponsorship requirement: Unlike the Swiss Service Providers visa, the Service Supplier route requires the UK business to hold a sponsor licence and issue a Certificate of Sponsorship.

 

Another potential alternative is the Skilled Worker visa. This route enables medium- to long-term employment and provides a path to settlement but requires sponsorship and compliance with salary and skill thresholds. It is more suitable where a Swiss national is intended to take up a permanent role in the UK workforce.

 

2. Strategic Use for Employers

 

Employers should consider using the Swiss Service Providers visa where:

• The project is tightly defined and achievable within the 90-day annual limit.
• Specialist Swiss expertise is essential and not readily available in the UK market.
• The service is genuinely temporary and does not need to evolve into a longer-term role.

 

For repeat or extended engagements, reliance on this visa may create operational risk. In such cases, applying for a sponsor licence and using longer-term routes such as Skilled Worker or Service Supplier may be more sustainable. Employers with regular cross-border service needs should embed immigration planning into workforce and client delivery strategies to ensure continuity.

 

3. Future of the Route

 

The Swiss Service Providers visa is not a permanent fixture of UK immigration law. It operates under the Services Mobility Agreement, which has been extended until 31 December 2025. Its continuation beyond that date will depend on further negotiations between the UK and Switzerland. Employers relying on this route should monitor government updates and prepare contingency plans to adapt quickly if the route is withdrawn or amended.

Strategic alternatives may include transitioning to the Service Supplier or Skilled Worker visas, or diversifying project delivery models to mitigate dependency on this short-term pathway.

 

Section Summary: The Swiss Service Providers visa is best used for tightly scoped, short-term projects requiring Swiss expertise. Where businesses anticipate repeat or long-term engagements, the Skilled Worker or Service Supplier visas offer more robust solutions, albeit with sponsorship and compliance requirements. As the route is only guaranteed until 31 December 2025, employers should plan strategically and develop contingency options.

 

FAQs

 

 

Who can apply for the Swiss Service Providers visa?

 

The route is for Swiss nationals and employees of Swiss-based service providers who need to travel to the UK to deliver services under a qualifying contract. Applicants must meet the route’s requirements, including evidence of identity and capability to perform the contracted work.

 

 

Does the UK contract need to pre-date 1 January 2021?

 

Yes. The UK contract must have been signed and work on it must have started before 11pm on 31 December 2020. Applications should include evidence to prove this. Where travel was disrupted around that time, contemporaneous evidence of remote work or cancelled travel can support the timeline.

 

 

How long can a Swiss service provider work in the UK?

 

Permission is limited to a maximum of 90 days in any calendar year per individual. Time spent across multiple trips counts toward the same annual cap. The route is not extendable beyond this limit.

 

 

Is sponsorship or a sponsor licence required?

 

No. This route sits outside the sponsorship system. UK employers do not need a sponsor licence to engage Swiss service providers under this scheme.

 

 

What fees apply to this visa?

 

There is no visa application fee and the Immigration Health Surcharge does not apply. Local Visa Application Centre service charges (for example, priority services) may still be payable.

 

 

Can applicants switch into this route from within the UK?

 

No. Applications must be made before travel. There is no in-country switching into the Swiss Service Providers route.

 

 

What evidence is needed for right to work checks?

 

If you are the UK employer, complete a statutory right to work check before work starts. This typically involves a manual document check of the visa vignette (or vignette on a Form for Affixing a Visa if a Swiss ID card was used) and the identity document. Where a digital status is granted, you may use the Home Office online right to work checking service.

 

 

Is prior work in Switzerland required?

 

Applicants who are not EEA or Swiss nationals must usually show they have been working legally in Switzerland for at least 12 months before applying (for example, via payslips and a Swiss residence permit). Swiss nationals evidence their nationality and capability to perform the services.

 

 

When does the scheme end?

 

The Swiss Service Providers scheme has been extended until 31 December 2025, subject to review by the UK and Swiss governments. Employers should monitor official updates and plan contingencies.

 

Conclusion

 

The Swiss Service Providers visa gives UK businesses a lawful route to access Swiss expertise on a short-term basis under the UK–Swiss Services Mobility Agreement. It is deliberately narrow, capped at 90 days per calendar year, and tied to contracts that were signed and commenced before 1 January 2021. The scheme is currently extended until 31 December 2025, but its long-term future is not guaranteed.

For HR directors and business owners, the key considerations are compliance and risk management. Where you are the employer, right to work checks must be carried out in line with Home Office guidance. Where you are the end-user client, contractual assurances, audit rights, and oversight are vital. In both cases, records should be kept of immigration permission, contract scope, and day-counts to demonstrate adherence to the 90-day limit.

This visa is most useful for tightly scoped, temporary projects requiring Swiss expertise. For repeat or ongoing needs, employers should consider more sustainable options such as the Service Supplier visa or the Skilled Worker visa, both of which involve sponsorship but allow longer stays and, in the case of Skilled Worker, a pathway to settlement.

Conclusion summary: The Swiss Service Providers visa offers a valuable but time-limited solution for short-term Swiss service delivery. By understanding its scope, ensuring proper compliance, and planning strategically for alternatives, employers can benefit from Swiss expertise while safeguarding against immigration risk.

 

Glossary

 

Term	Definition
Swiss Service Providers Visa	A UK immigration route allowing Swiss nationals and Swiss-based service providers to deliver contracted services in the UK for up to 90 days per calendar year, under the UK–Swiss Services Mobility Agreement.
Services Mobility Agreement	A bilateral agreement between the UK and Switzerland that preserves limited cross-border mobility for service provision following Brexit. It underpins the Swiss Service Providers visa route.
Right to Work Check	The statutory process UK employers must follow to confirm an individual’s legal right to work in the UK by checking immigration documents or using the Home Office online service.
Service Supplier Visa	A Global Business Mobility visa route allowing contractual service suppliers from countries with trade agreements with the UK (other than Switzerland) to work on qualifying contracts, typically for up to 12 months. Requires the UK business to hold a sponsor licence.
Skilled Worker Visa	A sponsored UK work visa that enables long-term employment, subject to salary and skill thresholds, and provides a pathway to settlement after five years.

 

Useful Links

 

Resource	Link
GOV.UK – Swiss Service Providers visa guidance	Visit GOV.UK
GOV.UK – Right to work checks	Visit GOV.UK
GOV.UK – Employer’s guide to acceptable documents	Visit GOV.UK
DavidsonMorris – Swiss Service Providers visa guide	Visit DavidsonMorris
Xpats.io – Swiss Service Providers visa guide	Visit Xpats.io