On the basis of the mass immigration initiative, the initiative was converted into a “Inländervorrang light”. In the attempt to draw up a simple regulation, a clear arrangement has emerged at first sight, but it also presents many challenges and consequences for the economy, which must be complied with from 1 July 2018.

Quo vadis “Inländervorrang light”

Persaga highlights the most important facts and what exactly “Inländervorrang light” regulates and what the companies have to face:

  • There will be no quotas
  • There will be a job registration requirement for certain professions
  • Bilateral agreements are respected and secured
  • The regulation applies to permanent and temporary employment

In detail the entrepreneurs must know and consider the following important contents when filling positions:

  • As of July 1st 2018, all occupational groups in the Swiss occupational nomenclature 2000 (over 500 occupational groups) with an unemployment rate of 8 % or more throughout Switzerland will be subject to strict compliance with the job registration requirement (an exact list will follow in April)
  • From 1.1.2020 definitive implementation with 5% unemployment rate for the whole of Switzerland

This is how the job registration obligation works:

  • In occupational groups (Swiss professional nomenclature 2000) with 8 % unemployment or more, jobs must be reported to the RAV
  • Within 3 days the RAV notifies the employer of proposals for candidates for the notified job
  • After interviews have been conducted with the candidates proposed by the RAV, the outcome of these interviews must be reported to RAV
  • Only after a total duration of 5 days you are entitled to advertise or fill the position publicly

Persaga_InländervorranglightThis means that vacancies in companies are only made available to jobseekers before they can be published on the open market in order to address candidates in the labor market.

It should also be noted that the process of the job registration obligation does not begin when you enquire at the RAV whether the vacant job is now covered by the regulation or not.

The MEI implementation via “Inländervorrang light” also defines exceptions, which do not necessarily override the obligation to declare jobs:

  • Jobseekers registered with the RAV may be hired at any time also outside of the job registration obligation.
  • Excluded from the regulation are also close relatives
  • There is also an exception for short term missions up to 14 days.
  • Apprentices after completion of their apprenticeship at the company and employees with more than 6 months of service can also be employed.

As a specialist recruitment boutique, we – among others –  take a very critical view of this regulation and do think that these regulations are past the needs of any company and therefore the economy. This clearly makes it a major challenge for all market participants to be able to carry out short-term and urgent work without a hitch. It remains to be seen to what extent the RAV will be prepared for the regulation and the growing challenges.

RECRUITMENT COMPANIES AS PIONEER

As a specialized staffing boutique, we are also obliged to comply with the “Inländervorrang light”. Not only do we have to deal with it from the very first day, but we also acquire the necessary know-how to act as a sound business partner and advisor for our customers.

The job reporting requirement unfortunately does not make recruitment easier and will require a massive additional administrative effort, but we are sure that we will continue to help our clients to be successful in the future, with the right profile at the right time.

Do you have questions about MEI and the regulation of the “Inländervorrang light”? Then contact us, we will be happy to help you.

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