Priority for domestic workers – more than just a political signal

Since the approval of the popular initiative “Against Mass Immigration” in February 2014, the so-called priority for domestic workers (Inländervorrang) has been a key part of Swiss labor market policy. The goal is to make better use of the local workforce before filling vacancies with foreign workers. But what does this mean in practice for employers – and what role does the “light version” of the regulation play?

What does “priority for nationals” mean?

The Inländervorrang regulation (priority for nationals / domestic workers) stipulates that Swiss nationals as well as foreign nationals who are settled or authorized to work in Switzerland must be given priority in recruitment. This requirement stems from the acceptance of the “Against Mass Immigration” initiative in 2014. Its practical implementation took the form of the “light” domestic priority: Since July 2018, a job registration requirement applies to occupational groups with a national unemployment rate of at least 5% (originally 8%). Vacancies in these professions must be reported to the RAV (public employment service) before being advertised publicly and withheld for a five-day embargo period. During this time, registered job seekers get an informational and application advantage.

Who is affected – and who is exempt?

The regulation applies to all employers advertising roles in professions subject to the registration requirement. However, there are several exceptions:

• Internal hires and apprentices staying on in the same company
• Short-term employment (up to 14 calendar days)
• Hiring of close relatives
• Employees with more than six months of service
• Job seekers registered with RAV (they can be hired at any time)

The official list of affected occupations is updated annually in November on arbeit.swiss and applies for the following year.

Why the domestic priority is more than just a legal duty

The Inländervorrang/priority for nationals is more than a regulatory checkbox. It is an active labor market policy instrument that promotes transparency, strengthens the position of local candidates, and enables companies to fill vacancies more sustainably with local talent. Employers who take it seriously show responsibility and foresight in their hiring strategy.

How Refline helps you implement domestic priority strategically

The domestic priority is not just an administrative task – it's part of a responsible and future-oriented recruitment strategy. To implement it efficiently and in compliance with regulations, you need a system that does the heavy lifting for you. Refline helps you integrate the domestic priority requirement seamlessly into your recruiting processes: The software automatically detects notifiable vacancies, manages communication with RAV, and documents every step in a legally compliant and audit-proof manner – without any manual effort. It also supports you in coordinating embargo periods and handling RAV candidate feedback efficiently. You stay in control and can focus on what matters most: effective, compliant recruiting that strengthens the local workforce.

Learn more: How Refline supports you with the domestic priority requirement