Living and working conditions: Switzerland

Finding a job

Traineeships

Apprenticeships

Moving to another country

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

easily open a bank account,
buy shares
invest, or
purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper - so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Leaving your home country to live and work abroad is not an easy decision to make. Nothing can be left to chance if you are emigrating. Here are some practical tips to help you to decide on and plan your move.

The two most important considerations when moving to another country are seeking work and finding somewhere to live. Given the problems of arriving in another country without a job or somewhere to live, we recommend that you do everything you can to organise these aspects before making the move to Switzerland. For this purpose, you may find it useful to visit our country beforehand to make the necessary preparations. See the relevant sections on jobs and accommodation for practical information to help you with your search.

Once you have found a job and accommodation in Switzerland, you will have to deal with the various formalities, such as moving house, customs clearance and notification of departure from your previous place of residence. As for the actual move, we recommend the use of a company specialising in international removals. Although this will probably be quite expensive (we recommend obtaining several estimates), it will potentially save you a great deal of trouble. Some of these companies also handle the customs formalities. If you decide to organise your move yourself, it is advisable to contact all the customs stations on your removal route in advance to save precious time.

Please see the relevant sections for information on importing a vehicle, pets and plants. You should also inform your bank and the authorities in your country (tax authorities, insurance schemes, population register, etc.) of your impending move.

On arrival in Switzerland, you must register with the relevant authorities in the municipality in which you arrive within 14 days, and in any case before starting work. You should also inform the electricity provider that provides residents with water and electricity, and take out health insurance within 3 months. Finally, you have 1 year to exchange your driving licence for a Swiss licence at your canton’s Road Traffic Office.

Links:

Title/name	URL
State Secretariat for Migration	https://www.sem.admin.ch/sem/it/home/themen/fza_schweiz-eu-efta.html

Working conditions

Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

contribute to the physical and psychological welfare of Europeans, and
contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

the exchange of experience between different countries and common actions
the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

a CV (Curriculum Vitae),
a cover letter editor,
certificate supplements,
diploma supplements, and
a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

In Switzerland, the statutory minimum working age is 15. In some exceptional cases, however (messenger services, light work, cultural, artistic and sporting events or advertising), young people from the age of 13 may be employed.

Switzerland has various types of employment contracts. First, there are individual employment contracts, under which an employee undertakes to work for an employer in return for payment. These involve certain rights and obligations: the employee must perform the relevant work, while the employer must pay the employee’s remuneration and social security contributions, grant the employee paid holidays, etc.

Another common type of employment contract is a collective labour agreement (CLA). Based on negotiations between unions and employers, the CLA contains provisions on the conclusion, content and termination of individual employment contracts, the rights and obligations of the contracting parties, the scope of the agreement and how it is to be overseen. In addition, the authorities may draw up a standard employment contract for particular occupations. Part-time and home working (teleworking) can be regulated by all three types of contract.

For information on self-employment and au pair work, please see the relevant sections.

Switzerland has no special regulations for seasonal workers. There is no definition of seasonal work; the usual rules (labour law, collective labour agreements, etc.) governing the employment contract also apply to persons with short-term contracts.

Citizens of EU/EFTA member states do not require a residence permit to take up employment with a company in Switzerland for a period of up to 3 months per calendar year. Nevertheless, such employment requires an electronic notification of short-term stays. An online notification form must be submitted no later than the day before starting work.

Links:

Title/name	URL
State Secretariat for Economic Affairs > Employment	https://www.seco.admin.ch/seco/it/home/Arbeit/Arbeitsbedingungen.html

Swiss law does not stipulate a specific form for a contract of employment.
In principle, even an oral contract is possible, but a written contract is recommended. A collective labour agreement (CLA) may stipulate the need for a written contract, while the law requires that certain types of contract (for example, apprenticeship contracts and agency-arranged temporary employment contracts) be concluded in written form.

Where an employment contract is concluded for an indefinite term or for more than 1 month, the employer must, within 1 month following the commencement of the contract, inform the employee in writing of the main contractual provisions (names of contracting parties, start date of employment contract, position of employee, remuneration, including any supplements, and weekly working hours). This obligation on the employer’s part is particularly important if there is no written contract of employment.

An employment contract must specify at least the employer’s and employee’s names, the start date of the contract, the work to be performed and the remuneration to be paid in return. Other important provisions of a contract are the probation period, which cannot exceed 3 months, and the period of notice (see section on ‘End of employment’). In addition, employment contracts must not make provision for immoral or illegal tasks.

As with any contract, the essential provisions of an existing employment contract may not be amended except by agreement between the parties. If an employer should decide to amend any essential provision of an employment contract (for example a reduction in the employee’s pay), the amendment must be submitted to the employee, who must be allowed an adequate period for reflection. If the employee fails to object during this period, the amendment is deemed to have been accepted and is adopted.

Links:

Title/name	URL
State Secretariat for Economic Affairs > Labour rights	https://www.seco.admin.ch/seco/it/home/Arbeit/Personenfreizugigkeit_Arbeitsbeziehungen/Arbeitsrecht.html

If you are self-employed, you have the same rights as an employed worker to set up and work in Switzerland provided that you do so under your own responsibility and at your own risk. Residence permits are issued for a 5-year period and carry the right to unlimited geographical and occupational mobility.

EU and EFTA nationals who plan to be self-employed must register with the municipal authorities or with the cantonal labour or migration authority within 14 days of arriving in Switzerland and before starting work. They must also apply for a residence permit for self-employment. This requires the presentation of a valid identity card (or valid passport) as well as documents proving compliance with the requirements for genuine self-employment (start-up capital, bank statements and, where appropriate, inclusion in the register of companies). They may not start gainful self-employed work before obtaining a permit.

The Federal Council has activated the safeguard clause with effect from 1 January 2023 for Croatian nationals. As a result, quotas are reintroduced for Croatian nationals for the issue of EU/EFTA L short-term residence permits and EU/EFTA B residence permits. The measure affects Croatian nationals with an employment contract of more than four months who wish to take up employment in Switzerland, as well as Croatian nationals who wish to pursue self-employment in Switzerland. This safeguard clause applies until 31 December 2024.

Please note that if your annual turnover exceeds CHF 100 000, value added tax (VAT) of 8.1% is payable (2024). You are personally responsible for carrying out the necessary procedures to arrange social security insurance (old-age insurance (AVS), invalidity insurance (AI), loss-of-earnings insurance (IPG) and health insurance). A number of organisations can help you to set up in Switzerland on a self-employed basis (see 'Related topics').

Links:

Title/name	URL
Contributions by self-employed persons to the AVS/AI/IPG	https://www.ahv-iv.ch/p/2.02.i
SME-Portal of the State Secretariat for Economic Affairs SECO	www.pmi.admin.ch

Under Swiss law, the maximum weekly working hours for industrial workers, office staff, technicians and other employees, including the sales staff of major retailers, are set at 45 hours. The limit for all other workers is 50 hours per week. The average weekly working time in Swiss enterprises in 2022 was 39 hours and 59 minutes (source: Federal Statistical Office).

The scheduling of working hours is, in principle, the responsibility of employers. Employers must, however, observe the relevant statutory requirements (rest periods, breaks, public holidays, time off at weekends, prohibition of night and Sunday working, etc.) and must consult staff with regard to work schedules, allowing as far as possible for individual needs. For more information, we recommend consulting your employer or the relevant authorities.

Overtime, defined as hours worked over and above the agreed working hours but not exceeding the statutory maximum weekly working hours, must be compensated with a premium of 25% of the normal hourly wage; alternatively, if the employee agrees, it can be compensated with time off of the same duration. Different arrangements may, however, be agreed in writing between employers and employees. Overtime in excess of the maximum weekly working time of 45 or 50 hours is governed by the provisions of the Employment Act. It must be compensated with a premium of 25% or, if the employee agrees, with time off of the same duration.

Temporary work performed at night, on Sundays or on public holidays carries an entitlement to special remuneration. For regular night work, for instance, the Employment Act provides for an obligatory 10% time credit for all employees. This cannot be converted into a pecuniary equivalent unless the person’s employment ends.

Links:

Title/name	URL
Working hours in Switzerland	https://www.ch.ch/it/durata-del-lavoro
Working hours and breaks	https://www.seco.admin.ch/seco/it/home/Arbeit/Arbeitsbedingungen/Arbeitnehmerschutz/Arbeits-und-Ruhezeiten.html

The statutory minimum annual leave is 4 weeks for employees and apprentices over the age of 20 and 5 weeks for employees and apprentices up to the age of 20. This minimum may be increased by contractual agreement. Collective labour agreements often provide for longer periods of leave, especially for employees with a specified number of years’ service and/or of a certain age. The period of leave can be reduced if employees are unable to work for a long period following a prolonged illness, a long period of unpaid leave, etc. Generally speaking, leave must be agreed for the current year of service and must include at least 2 consecutive weeks. Employees continue to receive their full pay during annual leave. Throughout the term of employment, leave entitlement cannot be converted into pecuniary compensation or other benefits.

Switzerland’s statutory public holidays are as follows: New Year’s Day (1 January), Ascension Day, Swiss National Day (1 August) and Christmas Day (25 December). All other public holidays (Easter, Whitsun, Corpus Christi, etc.) are decided on a cantonal basis, with each canton being able to decide whether or not to grant a holiday on these days. An overview of the holidays observed in each Swiss canton can be found below under ‘Related topics’. As regards sick leave, most employers require a medical certificate for any absence in excess of 3 consecutive days due to sickness. The law requires employers to continue to pay, for a limited period, employees who are unable to work due to sickness. In addition, all mothers engaged in gainful employment are entitled to paid maternity leave for 98 days (14 weeks) after the birth of their child. They receive 80% of their pay in the form of a daily allowance, subject to a ceiling of CHF 220 per day (2024). Cantonal provisions, staff regulations and collective labour agreements apply if they provide for more generous benefits.

With effect from 1 January 2021, fathers engaged in gainful employment are entitled to 2 weeks of paternity leave (a maximum of 14 working days) during the 6 months following the birth of their child. To compensate for the loss of earnings, they will receive an allowance equal to 80 % of the average income, less AVS, prior to the birth of the child, up to a maximum amount of CHF 220 per day (2024).

Lastly, Switzerland has a number of types of leave that are guaranteed by law or by collective labour agreements. These include leave for youth workers, which provides 5 days of extra leave per year for employees and apprentices under the age of 30 who perform voluntary work with young people. Employers must also grant workers the customary days off for events such as marriage, childbirth, the death of a close relative or moving house.

Links:

Title/name	URL
Table of public holidays	http://www.feiertage-schweiz.ch

Fixed-term employment contracts, which are concluded for a period specified by the two parties (employer and employee), end on the final day of the agreed period, without notice having to be given. If a contract is tacitly renewed after the end of the agreed period, it is deemed to have become an indefinite contract. Indefinite contracts of this kind may be terminated by either party, provided that the period of notice is observed. The party giving notice must state the reasons for this decision in writing if so required by the other party. In addition, employers and employees may agree at any time to end their employment contract. This is known as termination of employment by mutual consent (cancellation agreement).

During the probationary period, either party can terminate the contract at any time, subject to 7 days’ notice. Different arrangements may be made by means of a written agreement, a standard contract or a collective labour agreement, but the probationary period must not exceed 3 months. After the end of the probationary period, an employment contract may be terminated with effect from the end of any month, subject to 1 month’s notice in the first year of service, 2 months’ notice from the second to the ninth year of service inclusive and 3 months’ notice thereafter. These periods may be amended by a written agreement, a standard contract or a collective labour agreement.

Special provisions apply if an employment contract ends on account of retirement. The normal retirement age is 65 years. Persons reaching these ages are entitled to an old-age pension (AVS). The flexible retirement system allows people to retire 1 or 2 years early or to continue working for an additional 1 to 5 years. Early retirement carries the penalty of a reduced pension for the entire period of entitlement, whereas a higher pension is payable in the event of deferred retirement. To supplement the old-age pension (the ‘first pillar’ of the pension system), an occupational benefit scheme (second pillar) must guarantee those insured an income equivalent to 60% of their last pensionable salary. An optional linked personal pension (third pillar) can be obtained by means of a life-insurance policy, savings plans or top-up insurance policies.

Links:

Title/name	URL
State Secretariat for Economic Affairs > Labour rights	https://www.seco.admin.ch/seco/it/home/Arbeit/Personenfreizugigkeit_Arbeitsbeziehungen/Arbeitsrecht.html

The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

supports the European Pillar of Social Rights
implements the EU Youth Strategy 2019-2027
develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.

Living conditions

Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience.

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

To improve and foster health in the Union
- disease prevention & health promotion
- international health initiatives & cooperation
To tackle cross-border health threats
- prevention, preparedness & response to cross-border health threats
- complementing national stockpiling of essential crisis-relevant products
- establishing a reserve of medical, healthcare & support staff
To improve medicinal products, medical devices and crisis-relevant products
- making medicinal products, medical devices and crisis-relevant products available and affordable
To strengthen health systems, their resilience and resource efficiency
- strengthening health data, digital tools & services, digital transformation of healthcare
- improving access to healthcare
- developing and implementing EU health legislation and evidence-based decision making
- integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

opening the rail transport market to competition,
improving the interoperability and safety of national networks and
developing rail transport infrastructure.

The characteristic feature of the Swiss education system is its diversity, each of the 26 cantons being responsible for all aspects of education in its territory. Lessons are taught in German, French, Italian or Romansh, depending on the language region. Language learning has traditionally been considered very important in Switzerland. During compulsory schooling, all pupils usually study two foreign languages, namely a second national language and English.

Compulsory schooling lasts for 11 years and includes a primary and a secondary cycle (secondary level I) in all cantons. Attendance is compulsory and free of charge for all children, whether Swiss or foreign. The municipalities seek to ensure that all children can attend a state school in their own locality or in the nearest town or village. The schools’ directorate of each municipality, or the municipal administration if there is no schools’ directorate, can provide information on general schooling matters, such as admissions, regulations and transport. The majority of students in Switzerland complete their compulsory education at a state school in the municipality in which they live. Roughly 5% of students attend a private school.

Post-compulsory education comprises the upper secondary level and the tertiary level.

Upper secondary level: after completing their compulsory schooling, roughly two-thirds of adolescents in Switzerland move on to vocational education and training (dual-track system). This provides them with a vocational certificate and may also lead to a vocational baccalaureate. Around one-third of adolescents opt to continue their education at an upper secondary specialised school or a baccalaureate school, which prepares them for tertiary education at a university.

Tertiary level: the tertiary level comprises universities (including universities of applied sciences and teacher training universities) and, as an important alternative, institutions providing professional education and training. The latter target people with professional experience, enabling them to gain specialist education and additional qualifications.

Links:

Title/name	URL
The Swiss education system	https://www.edk.ch/it?set_language=it

Swiss law requires all births to be reported to the registry office in the place of birth. The declaration of birth must be made in person by the child’s legal father (either the mother’s husband or the man who has recognised the child as his own or intends to do so), by the mother, by a competent medical practitioner or by an obstetrician.

As regards marriage, persons wishing to marry must contact the competent registry office and produce the required documents (for foreign nationals: residence certificate and documents from the country of origin indicating birth, sex, name, parentage, civil status and nationality). The competent registry office is either that of the place of residence or of the place where the wedding will be held. Civil weddings are public and are conducted at the registry office in the presence of two adult witnesses. After the ceremony, the family record booklet and, if the couple so wish, the marriage certificate required for a religious ceremony are issued by the registry office. Same-sex couples have a legal status that is recognised throughout the country. A registered civil partnership gives them similar protection and obligations to those of marriage, except the right to adopt children and the right to assisted reproduction.

All deaths must be reported to the registry office in the place where they occur.
If a person dies in their own home, a doctor must be contacted immediately to certify the death. When a death is reported to the registry office, the following documents must be produced: a death certificate issued by a doctor, the identity document of the deceased and their family record booklet, individual civil status certificate or family certificate. Burial or cremation is permitted only after the death has been reported to the registry office.
Information on formalities and customary funeral practices is available from the municipal authorities.

Links:

Title/name	URL
The Swiss authorities online	Deaths \| Federal Statistical Office (admin.ch)

Title/name	URL
Swissuniversities	https://www.swissuniversities.ch/it
Scholarships for foreign students	https://www.dfae.admin.ch/countries/italy/it/home/servizi/borse-di-stud…

Title/name	URL
Procap for people with disabilities	https://www.procap.ch/it.html
State Secretariat for Economic Affairs > Pregnancy and Motherhood - Female employee protection	https://www.seco.admin.ch/seco/it/home/Arbeit/Arbeitsbedingungen/Arbeitnehmerschutz/Schwangere-und-Stillende.html

Title/name	URL
Pay calculator	http://www.salario-uss.ch
Tax calculator	https://swisstaxcalculator.estv.admin.ch/#/calculator/income-wealth-tax

Title/name	URL
Swiss Federation of Trade Unions	https://www.uss.ch/actualite
Travail.Suisse	http://www.travailsuisse.ch/?lang=fr

Title/name	URL
Pay calculator	http://www.salario-uss.ch
Tax information	Simulateur fiscal de l'AFC (admin.ch)

Living and working conditions: Switzerland

Finding a job

Traineeships

Definition

Eligibility

Implementation